Let’s be real for a minute.
Hiring for frontline roles – tellers, member service reps, branch staff – used to be simpler. But now? It feels harder than ever.
You’re putting out job posts… and getting either crickets, or candidates who don’t seem interested in the role or your mission.
And maybe it’s not them.
Maybe it’s the job post.
Because most job descriptions read like they were written by a legal team, not a leadership team. They’re robotic, recycled, and disconnected from the people we actually hope to reach.
But here’s the good news: you can change that. You don’t need to overhaul your hiring system. You just need to speak like a human, to humans.
Let’s stop assuming they only care about requirements. Here’s what your next great hire is really wondering:
- What will I actually do here?
- What kind of people would I work with?
- What’s the vibe?
- What does a good day look like? A hard one?
- And yes… what’s the pay? What makes this job better than the last one I left?
If you answer these questions before they ask, you’ll not only get more applicants – you’ll get better ones.
Here are five ways to make your job posts connect:
1) Start With Why It Matters
Instead of: “Process member transactions.”
Try: “You’ll be the first smile someone sees when they walk in. You’ll help solve problems, calm worries, and celebrate wins. You’re not just running transactions – you’re helping people feel seen and supported.”
2) Describe Success, Not Just Tasks
Tasks are fine. But show them what winning looks like.
Instead of: “Handle member questions.”
Try: “Within your first 60 days, you’ll help 15–20 members a day feel confident about their money, and walk out knowing they’re in good hands.”
Now they know what you care about. That’s clarity.
3) Cut the Laundry List
Be honest... do you really need 14 bullet points? Try 5 to 7 that matter most.
When everything is important, nothing is. Keep it focused, so your best-fit people don’t get overwhelmed or walk away unsure.
4) Talk Like a Person
Ditch the buzzwords. No more “synergy” or “self-starter.” Just say what the job is, and who thrives in it.
Example: “You’ll be on your feet a lot, face-to-face with members who need real help. If you love staying busy and making someone’s day, you’ll love it here.”
It’s clear. It’s real. It works.
5) Be Upfront About Pay and Perks
Money matters. Don’t make people dig for it. List a salary range that reflects the role and the market. And don’t forget to include what makes your workplace stand out (if they apply):
Flexible scheduling
PTO for volunteer work
Opportunities to grow into lending or leadership
A team that actually has fun together
Final Thought: Speak Like You Care
You care about your team. You care about your members. You care about building a place people want to be.
So let that show in your job posts. Write like you’re welcoming someone in and not just filling a position.
Because the right people? They’re out there. Let’s give them something real to apply for.
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