Before someone meets your team, visits your showroom or steps into your studio, they may meet your business through a job posting.
What will they find?
A clear picture of the opportunity? A sense of the people they would work with? Or a long list of responsibilities followed by “competitive compensation”?
Your posting gives candidates their first clues about what working for you might be like. A little more thought at this stage can help the right people recognize themselves in the role—and give them a reason to apply.
Make the job easy to understand
Titles mean different things across the interiors industry. A “Design Consultant” might help customers select furniture in a retail store, develop room plans or manage an entire project.
Explain what the person will actually do. Who will they work with? What decisions will they own? How much of their time involves customers, sourcing, administration or follow-up?
Specifics help candidates assess the opportunity and help you attract people who understand the work.
Separate what’s essential from what you can teach
It’s tempting to write a wish list: industry experience, software knowledge, sales ability, design skills and an existing client base.
Before making everything a requirement, ask which skills someone needs on day one.
A strong retail salesperson may need training on your furniture lines. An experienced project coordinator may need to learn your ordering system. Someone moving from hospitality may already bring excellent service and relationship skills.
Be clear about essential qualifications, then identify where you’re willing to train. You may find capable people you would otherwise have screened out.
Give candidates something concrete
“Great culture” and “competitive pay” leave a lot to interpretation.
Describe what you can actually offer. That might include a compensation range, how commission works, a predictable schedule, product training, mentorship or opportunities to take on more responsibility.
For retail and showroom roles, explain weekend expectations. For studio and operations positions, clarify where the work happens and whether travel is involved.
These details help people decide whether the role fits their lives as well as their experience.
Let people picture your workplace
You don’t need an elaborate employer brand to explain what makes your business a good place to work.
Perhaps you’re a small team where everyone has access to the owner. Perhaps your staff build long-term client relationships, attend