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How busy are recruiters? They’re not lazy. They’re drowning.
I’ve heard this exact phrase from more than one recruiter: “I don’t have time to learn something new right now. I just need to get this job posted.”
It came up again in a recent client call with a TA leader we’ve worked with for a while. She was talking about a recruiter on her team who hadn’t tested a new job posting template. Not because she didn’t want to, but because she felt buried in reqs. I’ve seen this story play out more times than I can count.
They’re juggling open roles, hiring manager demands, candidate ghosting, scheduling nightmares, and more. So when a new tool or process shows up, even if it promises to help, it can feel like one more thing on an already impossible list.
And here’s the kicker: this template was designed to save time. But when your team is overwhelmed, even two extra clicks feels like too many. So they default to the old way, even when the new way is better.
Here’s what we’ve learned from working directly with clients
We’ve helped dozens of TA teams roll out new templates and tools inside Ongig. Some succeed. Some stall. The difference almost always comes down to one thing: how the rollout is framed and supported.
Let’s break it down.
1. Don’t drop the template in cold
Imagine someone sending you a calendar invite with no context. That’s how it feels to recruiters when you suddenly introduce a new template without explaining why. It’s confusing at best, and frustrating at worst.
Instead, set the stage. Talk about the pain points they’ve been living with. (Too long? Too boring? Too much legal jargon?) Then show them how the template solves those.
Direct client tip: In one rollout, we saw usage spike after a quick team huddle where the hiring manager read a job post out loud — one from the old format and one from the new template. The difference was so clear that everyone laughed. That’s when buy-in started.
2. Show, don’t tell
You can’t just say “It’s easy.” You have to prove it. And ideally, you prove it live.
We recommend a screen-share session where someone actually builds a posting from the template in real time. Keep it short. Five minutes, tops. The goal is to show that this doesn’t require a certification in rocket science — it’s literally a few clicks and a better end result.
Client insight: Our client mentioned she planned to use a test req to play with the posting template herself. Smart move. When a TA leader gets hands-on and speaks from experience, it builds trust and helps squash myths before they spread.
3. Reassure them: You can’t break it
One blocker we’ve heard more than once is fear. Specifically: “If I use this template and don’t like it, am I stuck with it?” Or worse, “Will it overwrite my original description?”
In Ongig, converting to a posting template doesn’t delete anything. It creates a copy. You can always go back. But if people don’t know that, they may never click the button in the first place.
Action step: Make a one-pager or short Loom video explaining exactly what happens when they convert — and how to revert if needed. Keep it non-technical. Think: “Explain it like I’m five.” We help clients do this during onboarding and training so they have the right resources to support their team, especially when new people join.
4. Make one person the cheerleader
If you’re a TA leader, you’ve got a lot on your plate. You may not have time to answer every question about the new template. That’s where a template cheerleader comes in.
This is a recruiter or coordinator who’s used the template, liked it, and is willing to be a resource for others. Not a cop. Not a taskmaster. Just someone who can say, “Hey, I tried it. It’s not bad. Let me show you.”
What we’ve seen: When the cheerleader is a peer — not a manager — other recruiters are more likely to listen. It feels like help, not a mandate.
5. Celebrate early wins (loudly)
Did someone cut their posting time in half using the new template? Get 3x more quality applicants? Make a hiring manager happy? Shout it from the Slack rooftops.
Momentum builds when people see real-world wins from their peers. It moves the conversation from “yet another process” to “hey, this actually helps.”
One client win: A recruiter shared that a hiring manager finally stopped rewriting her job postings — because the new format hit all the right notes. That’s a huge credibility win. And it came from one person trying the template once.
Job templates are only useful if people use them
And people only use them when they see a benefit, believe it’s easy, and feel safe trying it. If you’re rolling out new job posting templates — or if you’ve tried and failed before — try meeting your recruiters where they are: overloaded, time-starved, and looking for anything that makes their job easier without adding risk.
Use real examples. Speak in plain language. And maybe even show them what it looks like to win.
Why I Wrote This
We’ve worked with enough TA teams to know that change isn’t just about tools, it’s about trust. This post is based on direct feedback from clients, who are doing the work of supporting busy recruiters without adding pressure. If you want help making your job postings easier (and faster) to create, request a demo of Ongig. We’ll show you how templates can be your recruiting team’s new best friend.
FAQs
What’s the difference between a job description and a job posting?
A job description is usually an internal HR doc. A job posting is what candidates see — it should be more persuasive and candidate-friendly.
Can I revert back if I don’t like the job posting template?
Yes. In Ongig, converting to a template doesn’t erase your original. You can always go back or tweak as needed.
What makes a good job posting template?
Shorter sections, candidate-friendly language, clear formatting, and maybe even visuals or links. The goal is to attract, not just inform.
How do I get recruiters to stop copying old job posts?
Make the new template easier to use, visibly better, and supported with clear training or peer examples.
How long should a job post take to create?
With a solid template, most job postings can be built in under 10 minutes. Templates save time once recruiters get used to them.
