How to Write a Job Description That Attracts Top Candidates

If you took the company name out of your job description, would you know it’s for your company?  Have you seen this job posting before?  “Seeking a dynamic self-starter to join a fast-paced team at an industry-leading company. Must be a team player with excellent communication skills.”

That description could be for a Barista in Seattle, a Backend Engineer in Berlin, or a Flight Attendant in Dubai.  In a market where top talent is picky generic verbiage isn’t just boring, it’s expensive. Here is why you need to kill the clichés and start writing with precision.  Not only will it cut down on inflated applications, it will also lead to better interview metrics because candidates will be more informed about the role they are actually interviewing for.

Could You Pick Your Job Out Of A Lineup?:

To move away from "insert" job at "insert" company, ask yourself these three questions before hitting 'Publish':

1. The "Replace" Test: If I replaced our company name with a competitor's, would this post still be 100% accurate? (If yes, delete and rewrite).

   
   

2. The "Day in the Life" Test: Does this post really encompass what it is like to be a part of this team and/or working in this division?

   
   

3. The "Why Now" Test: Why does this role exist today? Are you scaling? Fixing a mess? Launching a new product? Mention it.

The High Cost of the "Generic Job Description":

Generic job postings happen for a myriad of reasons.  It is different for every company and it sometimes is out of your control.  When advocating for change it helps to focus on the cost of doing things the same way they have been done in the past.  When you write a post that could describe any job at any company, you invite two problems.  Unqualified job seekers apply because you didn't define what "success" looks like, everyone thinks they can do it.  You also run the risk of high performers not applying because they won't leave a stable job for a "dynamic environment." They want to know exactly what problems they will be solving.

How Long Is Too Long?:

When job listings are overloaded with requirements, they can deter qualified candidates from applying, prolong the hiring process, and result in missed opportunities for the company. Sometimes, clients inadvertently combine multiple roles into one, which is often unrealistic.  Review job postings carefully and consider whether all listed bullet points are truly necessary or if multiple roles have been merged. If your job post has been unsuccessful for weeks, it may be worth reassessing the details. 

As far as job descriptions go, quality over quantity if you want a strong applicant pool.