Job Description Clarity

Are you tired of sending countless LinkedIn messages to recruiters and getting no response? 🤔 I recently analyzed my inbox and discovered that a staggering 87% of job-related messages lacked crucial details like location preferences and work arrangements. Messages like "Can you help me find a job?" or "I see you're hiring, do you have anything for me?" Even more surprisingly, 94% of these inquiries were completely irrelevant to my industry, location, or types of roles I am searching for. For instance, I receive numerous requests each month to assist individuals in finding employment in heavy industry or Dubai, which falls completely outside of my area of expertise. As a recruiter myself, I understand the frustration of job hunting. However, the truth is that many recruiters receive an overwhelming number of messages weekly, and with LinkedIn's new AI feature, that number has quadrupled! So, here's a little secret that can dramatically increase your chances of getting a response from a recruiter: 𝐁𝐞 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐚𝐧𝐝 𝐝𝐨 𝐲𝐨𝐮𝐫 𝐫𝐞𝐬𝐞𝐚𝐫𝐜𝐡. If you're looking for a sales role in Spain, don't waste your time messaging an IT recruiter in Norway. Take a few seconds to check their profile, understand what industries and locations they specialize in, and what roles they are trying to fill. Make sure to also visit the career websites of companies to check for any available positions. Be clear and specific about the particular role you are interested in. Trust me, a handful of well-crafted, targeted messages will yield far better results than a hundred generic ones. So next time you're reaching out to a recruiter, remember: specificity is key! 🔑

Today's job descriptions are awful. They drive away top talent and waste everyone's time. Here are 8 things every great job description should include: 1. A Realistic Salary Range Sorry, but $0 - $400,000 isn’t a real range. You’re not fooling anyone with this. You’re just telling candidates that you think pay transparency isn’t something you’re serious about. 2. Location Transparency Remote means remote. Fully in office is fully in office. Saying a position is “remote” only to mention it’s hybrid or in office at the bottom doesn’t help anyone. 3. Clear, Realistic Qualifications Listing every platform, skill, and qualification imaginable in an industry isn’t realistic. Get clear on your needs and goals, research the specific skills this hire needs, and include them by name. 4. Who Will Excel in This Role Outline the ideal hire for this role, including: - Traits - Tendencies - Work Style - Cultural Fit Be specific and share examples! 5. Who Isn’t a Fit for This Role Outline who wouldn’t be a good fit for this role, including: - Expectations - Tendencies - Work Style - Cultural Fit Be specific and share examples here too. 6. Describe What Success Looks Like Describe what success will look like for this hire, including: - Tangible Goals - How Goals Are Calculated - How Goals Are Monitored - How Employees Are Supported In Reaching Goals 7. Describe the Team Culture Culture is key for both employers and employees. Describe yours including: - Work Style - Boundaries - Values - Expectations 8. Outline the Hiring Process Include a step-by-step timeline of the hiring process, including: - How many rounds - Stakeholders involved - Estimated response times Then stick to it. What did I miss?

💬Now is the time for leaders to rethink job descriptions. Many believe that updating job descriptions every 3-5 years is sufficient. 🐌 Those days are gone. ⏩ You should be reassessing jobs every 4-6 months. Focus on the human elements that Al cannot replicate: ✅ creativity ✅ strategy ✅ interpersonal skills Then, thoughtfully redesign roles to use Al's strengths so that there’s more time to apply those human elements! This is not about replacing jobs, but reimagining them to foster innovation and drive business growth. What does this practically look like? 🖥️ IT As AI takes over routine coding and troubleshooting tasks, IT professionals can focus on designing complex, strategic IT architectures, cybersecurity innovations, and facilitating the integration of new technologies within the company. 📊 Finance AI can handle data analysis and report generation. Finance experts can shift towards interpreting this data for strategic decision-making, focusing on financial forecasting and advising on investment opportunities leveraging AI-driven insights. 🤝 Sales With AI handling initial customer inquiries and lead qualification, sales representatives can dedicate more time to understanding client needs, building relationships, and developing customized solutions that truly resonate with each customer. 🔄 Operations As AI streamlines logistics and inventory management, operations personnel can concentrate on optimizing supply chain strategy, vendor relations, and sustainability practices. 👥 HR AI can manage payroll, benefits administration, and resume screening. HR professionals can then focus on employee engagement strategies, professional development programs, and fostering company culture. 🎨 Marketing With AI taking on market analysis and targeted advertising, marketers can pivot to crafting more compelling brand narratives, innovative campaign strategies, and engaging content that speaks to human emotions and experiences. ⚖️ Legal AI can assist in document review and due diligence processes. Legal professionals can focus on complex negotiations, strategic counseling, and providing personalized legal advice where human judgment is critical. 📦 Supply Chain AI could handle demand forecasting and inventory optimization. Supply chain experts can then work on strategic partnerships, resilience planning, and exploring new market opportunities. —- The savviest employees have learned new ways of working already. How about you? Have you told anyone that you no longer work the same way? Share how you’re working differently now 👇🏻 #Innovation #Growth #AI #management #FutureOfWork

Are your job descriptions unintentionally turning away diverse talent? 🤔 In many organizations today, a recurring issue persists despite the company’s commitment to diversity: job postings aren’t attracting a diverse pool of candidates. While the leadership may be determined to ensure the company’s workforce reflects the diverse audience they aim to serve, hidden barriers within their hiring process may be unintentionally hindering progress. 🚩 🚩 Here is a list of phrases that should not appear in your job descriptions: 1️⃣ Rockstar” or “Ninja These terms can come across as masculine-coded or overly aggressive, potentially alienating women, nonbinary individuals, or those from cultures where such language is not common. 2️⃣ Native English Speaker This phrase can exclude candidates who are fluent in English but do not consider it their first language. Instead, use “proficient in English” if language skills are essential. 3️⃣ Must have X years of experience Rigid experience requirements can deter highly capable candidates with transferable skills but fewer formal years in the field. Focus on competencies instead. 4️⃣ Work hard, play hard This phrase might suggest a high-pressure, workaholic culture, which can alienate candidates seeking work-life balance, caregivers, or those prioritizing mental health. 5️⃣ MBA required or similar academic credentials Requiring advanced degrees when they aren’t truly necessary can exclude candidates with nontraditional educational paths or valuable real-world experience. 6️⃣ Fast-paced environment While common, this phrase can feel overwhelming or exclusionary to candidates with disabilities or those seeking more structured roles. Be specific about the nature of the work instead. 7️⃣ Culture fit This vague term can perpetuate unconscious bias and favoritism. Use “aligned with our values” or “culture add” to highlight the importance of diverse perspectives. 8️⃣ Strong verbal and written communication skills While valid in some roles, this phrase might dissuade neurodivergent candidates or those for whom English isn’t their first language if not clarified. Specify what kind of communication skills are truly needed. ✍️ By replacing these terms with inclusive, skill-focused language, organizations can craft job descriptions that not only attract a broader and more diverse pool of talented candidates but also align more closely with the diverse customer base they aim to serve. #InclusiveRecruitment #DiverseTalent #HRInnovation #InclusiveWorkplace #AttractTopTalent ________________________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. Looking to create meaningful change within your organization? I can help you implement successful and long-lasting DEI strategies that foster inclusion, attract diverse talent, and drive innovation. Let’s connect to explore how we can achieve your goals together!

Ever felt like your career journey isn’t quite adding up? Just yesterday, I spoke with someone who spent over a decade in a PSU, followed by a full-time MBA. Like many, he expected this major qualification shift to open new doors. But despite doing well, the roles he landed post-MBA didn’t align with what he truly wanted. I see this often—people put their hearts into building a better career, but the next step doesn’t match their ambitions. When people reach out to me for career advice, I notice a common theme. The issue isn’t in their qualifications or experience—it’s in how their story is told. The dots don’t connect, the narrative isn’t clear, and it’s hard to see how their past leads to where they want to go. If this sounds familiar, you’re not alone. Many professionals, especially during transitions, face this lack of clarity. Here are a few tips to realign your career narrative: 1️⃣ 𝐊𝐧𝐨𝐰 𝐘𝐨𝐮𝐫 𝐒𝐭𝐨𝐫𝐲 Reflect on the bigger picture. What’s the narrative of your career? It’s not just a list of roles but a series of experiences that lead somewhere. How does each chapter contribute to who you are today and where you want to go next? 2️⃣ 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫𝐚𝐛𝐥𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 Titles and responsibilities are important, but they don’t tell the whole story. Focus on the skills you’ve gained. 𝘞𝘩𝘢𝘵 𝘴𝘪𝘨𝘯𝘪𝘧𝘪𝘤𝘢𝘯𝘵 𝘱𝘳𝘰𝘣𝘭𝘦𝘮 𝘥𝘪𝘥 𝘺𝘰𝘶 𝘴𝘰𝘭𝘷𝘦? These transferable skills matter across industries—make them stand out. 3️⃣ 𝐃𝐞𝐟𝐢𝐧𝐞 𝐘𝐨𝐮𝐫 𝐂𝐨𝐦𝐩𝐞𝐭𝐞𝐧𝐜𝐢𝐞𝐬 What are your core strengths? Competencies—like leadership, critical thinking, and innovation—are what drive performance. Be clear about these and make sure they shine in your CV and conversations. 4️⃣ 𝐀𝐥𝐢𝐠𝐧 𝐘𝐨𝐮𝐫 𝐂𝐕 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐍𝐞𝐱𝐭 𝐑𝐨𝐥𝐞 Your CV shouldn’t just be a record of the past. It’s a bridge between where you’ve been and where you’re headed. Tailor it to the role you’re seeking, and clearly show how your experience makes you the best fit. 5️⃣ 𝐆𝐞𝐭 𝐂𝐥𝐞𝐚𝐫 𝐨𝐧 𝐘𝐨𝐮𝐫 𝐄𝐧𝐝 𝐆𝐨𝐚𝐥 Clarity starts with knowing where you want to go. Often, it’s not the CV that’s the problem—it’s not having a clear vision of your next step. The clearer your goal, the easier it is to craft your story. Remember, 𝐲𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐢𝐬 𝐚 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. The story you tell should not only reflect where you’ve been but also where you’re headed—and, more importantly, where you want to go, with 𝐜𝐨𝐧𝐯𝐢𝐜𝐭𝐢𝐨𝐧 and 𝐩𝐮𝐫𝐩𝐨𝐬𝐞. What story is your career telling? #CareerShifts #CareerDevelopment #ContinuousLearning #GrowthMindset

If your job description doesn’t mention salary, timeline, or skills… it’s incomplete. And candidates know it. This is one of the biggest reasons companies struggle to attract the right talent. As a career coach, I’ve reviewed thousands of job descriptions and the pattern is always the same: unclear roles, mismatched expectations, vague responsibilities, no salary transparency, and zero clarity on timelines. When job postings are confusing, the hiring pipeline becomes chaotic. But here’s the good part: The companies that write crystal-clear job descriptions attract the right candidates immediately, without wasting time, effort, or resources. Over the years, I’ve watched hiring managers completely transform their results by fixing just 5 key areas: ✅ 1. Salary Transparency Be honest. Be clear. Add a range. Candidates do better when expectations align from the start. ✅ 2. Clear Deadlines State application closing dates. It helps candidates plan, and helps you avoid endless follow-ups. ✅ 3. Skill Clarity List essential skills, not a dream wishlist. Clarity simplifies screening and attracts the right people. ✅ 4. Role Expectations Explain the real day-to-day work. Highlight growth opportunities. Show the impact of the role inside your organisation. ✅ 5. Cultural Fit Tell candidates what kind of team and environment they’re walking into. Culture is often the deciding factor. Job descriptions aren’t rocket science. Hiring great people existed long before fancy platforms and AI tools. Most companies don’t need more applicants. They need clearer communication. Fix these basics → and your hiring pipeline will instantly improve. 💬 Your turn: What’s the worst job description you’ve ever seen? (Repost this for hiring managers who need it) If you're a student confused about job roles, industry expectations, or how to choose the right career path. Connect with me on DM, I’ll help you get clarity and direction.

There's an interesting thing happening with pay transparency that most companies haven't caught on to yet. The pay transparency trend is inevitable. I probably don't need to elaborate. • US • Canada • Europe All have pay transparency obligations now or on their way. Many more companies have an appetite for it. Eventually, all companies will be required to disclose: • What they value a role, and  • How they came up with the number. They'll have to share it to candidates, employees and probably governments. The thing is though, by the time the law arrives, everyone will be doing it. 👉 Which means it's no longer a competitive edge 👈 By the time the pay transparency is enforced, doing it means you're doing the same thing as everyone else. • You'll be getting the same candidates. • You won't have a point of difference. • People will continue to trade your company for the one that pays slightly more. Meanwhile the companies that used it early: • Attracted better talent. • Have a compelling value proposition. • Keep their people for more than just $$. So if transparency is coming anyway, why not benefit from it before it arrives? Your company can still gain from being a 'first mover'. There's plenty of research to show that companies right now with pay transparency: • Get better candidates because great talent won't apply without pay listed • Have more efficient hiring, because pay is sorted early on in recruiting. • Have a workforce that trusts them, because there's no surprises on pay. Seems like a no brainer, but there's still a lot of nervous companies out there waiting to see others go first. That approach is fine if you like having the same results as everyone else. But are the same results as everyone else why you have a company?

Why I Ignored 99% of Job Applications (And What This Means For Your Job Search) Here's a reality check from the hiring side of the table: I'm currently hiring for 4 roles. 600+ applications received. Only 5 getting interviews. Why? Because only 5 people actually read the job description properly. The Hidden Test: ↳ Simple instruction in JD ↳ "Send a 3-minute video answering these questions" ↳ Less than 1% followed through What This Reveals: 1. For Job Seekers: ↳ Attention to detail matters more than experience ↳ Following instructions beats fancy resumes ↳ Extra effort eliminates 99% of competition 2. For Hiring Managers: ↳ Create intentional friction points ↳ Quality filters save countless hours ↳ Better candidates emerge naturally 3. For Everyone: ↳ Shortcuts lead nowhere ↳ Details determine destiny ↳ Effort indicates interest The Real Truth: • Most people skim job descriptions • Most people take shortcuts • Most people eliminate themselves Think about that: 595 people lost their chance not because they weren't qualified, but because they didn't take 3 minutes to read carefully. Your Next Job Search: 1. Read everything twice 2. Follow instructions exactly 3. Go the extra mile 4. Stand out by showing up Because in today's job market, attention to detail isn't just a skill. It's your competitive advantage. What's the most unusual job application requirement you've encountered? Share below. ------------------------------------------------- Follow me Dan Murray-Serter 🧠 for more on habits and leadership. ♻️ Repost this if you think it can help someone in your network! 🖐️ P.S Join my newsletter The Science Of Success where I break down stories and studies of success to teach you how to turn it from probability to predictability here: https://lnkd.in/ecuRJtrr

When I graduated with a Bachelor of Arts majoring in Psychology, I found myself entering a job market in recession. Opportunities were scarce, and despite my degree, I struggled to land a role. Eventually, I secured a position at Coca-Cola’s call centre, managing a 1-800 number across Australia and New Zealand. Our small team worked shifts handling consumer complaints, and if there’s one thing I learned quickly - it’s that people are incredibly passionate about their Coke. 💬 “I just bought a can of Coke from my local dairy, and it’s flat! I need to speak to your manager!” To manage these conversations, we were given the title Consumer Affairs Executive. It sounded impressive, and it certainly helped diffuse complaints when I could say, “You're speaking to the Consumer Affairs Executive.” But here’s the issue… If I had used that title on my resume or LinkedIn, it wouldn’t have meant much to hiring managers. In reality, my role was a Customer Service Representative, and that’s the title that would have been understood in the job market. Many organisations use internal titles that don’t reflect industry norms. While they may serve an internal purpose, they can become a barrier when moving roles. If you’re in this situation, consider: ✔ Using a market-relevant title on your LinkedIn and resume while acknowledging the internal title in your description. ✔ Clarifying your actual responsibilities to ensure recruiters and hiring managers understand your role. ✔ Avoiding titles that sound impressive but lack meaning externally because they may be doing more harm than good. If you’re concerned about adjusting your title, a simple way to address it is: 📌 [Market-aligned job title] "Internally known as [Company-specific title], accountable for [Key responsibilities]." This approach ensures transparency while positioning you effectively for future opportunities. 💡 Have you ever had a job title that didn’t align with industry standards? How did you handle it?👇 #CareerAdvice #JobSearchTips #PersonalBranding

Let’s talk about the term “UI/UX Designer.” Because honestly… it makes zero sense. UI literally stands for User Interface: the visual output. UX stands for User Experience: the why, the research, the flow, the strategy, the underlying reasoning behind everything that eventually becomes UI. And yet we’ve smashed the two together into one Frankenstein title that implies: These are the same job (they aren’t) UI comes before UX (it doesn’t) The industry keeps slapping this title onto roles that are actually 2–3 jobs in one, then gets confused when designers are stretched thin, burnt out, and struggling to grow in any specific direction. The title isn’t just inaccurate, it’s harmful. It waters down the craft, misleads juniors, and makes hiring messy because no one knows what the job actually is. So how can we create change? 1️⃣ Let’s start calling the role what it actually is If it’s UI-heavy → call it a UI Designer. If it’s UX-heavy → call it a UX Designer If it’s actually both → at least acknowledge it with clarity and call it Product Designer 2️⃣ We need to push back politely but firmly In interviews, ask: “What percentage of this role is UI vs UX?” “Who owns research?” “Are designers expected to do both strategy and high-fidelity visuals?” Make the ambiguity visible. 3️⃣ We need to educate stakeholders Not with a 30-slide deck but with simple examples. Explain that UI ≠ UX just like front-end ≠ back-end. Different mindsets. Different skill sets. Different outcomes. 4️⃣ Most importantly designers stop selling yourselves as a catch-all. Own your lane or define your blend clearly. Ambiguity benefits companies, not you. We can’t fix the industry overnight. But we can fix our language. And language changes expectations. Expectations shape roles. Roles shape how future designers grow. So yeah, I’m tired of “UI/UX Designer.”