We often think of job descriptions as tools to attract talent but what if they’re doing the opposite? Many companies unintentionally write JDs that are overwhelming, uninspiring, or riddled with outdated buzzwords. The result? Talented candidates scroll past, self-reject, or never apply at all. In today’s competitive hiring landscape, the wrong JD could cost you the right hire.
A common trap is the laundry-list approach: 15+ responsibilities, unrealistic experience expectations, and vague cultural references like “must thrive under pressure.” These descriptions don’t reflect the role they reflect fear, confusion, or a lack of clarity within the organization itself. Candidates aren’t looking for perfect matches they’re looking for clear purpose, honest expectations, and room to grow.
Another silent killer? Language. If your JD is peppered with jargon, superlatives, or biased terms (like “rockstar,” “ninja,” or “young and energetic”), you may be alienating highly skilled professionals who simply don’t see themselves in that narrative. The best JDs speak to potential, not perfection. They encourage not intimidate.
The fix is simple: humanize it. Be clear, inclusive, and realistic. Talk about impact, team culture, challenges, and opportunities. Make the JD an invitation not a test. After all, great candidates are already in demand your JD should make them want to be part of your story.
We often think of job descriptions as tools to attract talent but what if they’re doing the opposite? Many companies unintentionally write JDs that are overwhelming, uninspiring, or riddled with outdated buzzwords. The result? Talented candidates scroll past, self-reject, or never apply at all. In today’s competitive hiring landscape, the wrong JD could cost you the right hire.
A common trap is the laundry-list approach: 15+ responsibilities, unrealistic experience expectations, and vague cultural references like “must thrive under pressure.” These descriptions don’t reflect the role they reflect fear, confusion, or a lack of clarity within the organization itself. Candidates aren’t looking for perfect matches they’re looking for clear purpose, honest expectations, and room to grow.
Another silent killer? Language. If your JD is peppered with jargon, superlatives, or biased terms (like “rockstar,” “ninja,” or “young and energetic”), you may be alienating highly skilled professionals who simply don’t see themselves in that narrative. The best JDs speak to potential, not perfection. They encourage not intimidate.
The fix is simple: humanize it. Be clear, inclusive, and realistic. Talk about impact, team culture, challenges, and opportunities. Make the JD an invitation not a test. After all, great candidates are already in demand your JD should make them want to be part of your story.