Writing Compelling Job Descriptions

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?

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!

Words matter in hiring, and some need retiring. 🙏🏾 Across countless job posts, there’s the persistent use of labels like "junior," "senior" and "entry-level." These terms, while deeply embedded in hiring practices, often create unnecessary barriers and exclude otherwise well-aligned talent. Consider these scenarios: - A career shifter with 15 years of experience in an adjacent field - A returner to work after taking time to care for family - Someone whose path wasn't linear but whose skills are sharp None of these individuals fit neatly into "junior" or "senior" boxes, yet they might be exactly who your team needs. So what works better? Focus on describing: - The specific skills required - Clear deliverables expected - Actual scope of responsibility - Budget range Today I coach BOTH job seekers and hiring managers, and I've witnessed how inclusive language opens doors to diverse and unexpected matches for my clients. When we remove those labels, we create space for a whole lot more talent. Experience comes in many forms, and potential isn't always packaged in traditional career trajectories.

Dare I say I’ve found the best job description ever? Most job descriptions are straight-up corporate word vomit. I would know - I’ve read hundreds at this point for my resume clients. And now, every week, I pull together top job openings for my audience. This one from Kit genuinely stopped me in my tracks. And you might be thinking, “But it’s just a job description.” And that’s where you’re wrong. A job description is your future talent’s first impression of your company. It says so much more than just what the role does. Here’s what this one absolutely nails: 1️⃣ Clear details on the team No gatekeeping… in this job market? They name exactly who the role works with and who will support them, not just who they report to. That alone builds trust. 2️⃣ Monthly expectations, broken down As a nervous, Type-A girl, this instantly lowers anxiety. It helps candidates picture the role, feel prepared, and self-select out if it’s not a fit - which helps everyone involved. 3️⃣ SET: Skills, Experience, Traits Whoever came up with this deserves a raise. The clarity around who they’re actually looking for shows real respect for both candidates and the existing team. It’s obvious they did the work to understand the gap they’re hiring for. 4️⃣ Who wouldn’t thrive Let’s normalize this. Giving people permission to opt out saves job seekers time and dramatically cuts down on unqualified applicants. A win-win. 5️⃣ Transparency around the hiring process More companies are doing this, as they should. Telling candidates what’s coming next reduces unnecessary stress. There’s no downside to helping people sleep better at night. More of this. Always.

Hiring managers, stop blaming the talent pool - maybe your job descriptions are the real problem. How often do we hear companies struggle to find the right talent?  What if the issue isn’t a lack of skilled professionals, but a lack of clarity in job descriptions? Take the Project Manager role, for example. Too often, job descriptions are filled with vague phrases like “strong communicator,” “problem solver,” or “ability to multitask,” which don’t explain what’s truly needed day-to-day. A clear job description goes beyond just listing soft skills. It should be specific about the actual tasks and responsibilities the role will involve, such as: 1. Managing 3-5 projects simultaneously, leading cross-functional teams (design, engineering, marketing) to deliver on-time with 95%+ completion rate. Creating and managing project timelines, ensuring 90% of milestones are met on schedule, with delays not exceeding 5% of the total timeline. 2. Coordinating with 5+ stakeholders and clients, managing scope changes, and achieving a 90% satisfaction rate in client feedback surveys. 3. Tracking and managing project budgets, maintaining expenses within 3-5% of the original budget, and identifying cost-saving opportunities worth 10% of the total budget. When you take the time to clearly define these tasks, you’ll attract candidates who are confident they can succeed in the role, rather than those who are simply guessing what the job entails. Clarity in job descriptions doesn’t just help you find better candidates, it saves everyone time and frustration. The more precise you are about what you need, the easier it is for both candidates and hiring managers to align. How do you ensure your job descriptions reflect what your team actually needs? Let’s discuss!

How much do the words in a job ad matter? More than you think. I’ve seen how often job seekers are left to decode the fine print in postings. The words matter. Lensa has analyzed 400M+ postings and 20M+ applications since 2015. We've identified five key factors you need to watch for: • Length: Postings in the 200-400 word range usually give enough detail without drowning you. Very short posts can mean vague expectations. Extremely long ones can signal a company that isn’t clear on priorities. • Salary ranges: If pay is listed, you can compare quickly and avoid wasting time. If it isn’t, know you’ll likely have to push for clarity later. • Coded language: Words like “aggressive” or “dominant” can tell you something about culture. If those words don’t fit how you work, beware. • Buzzwords: “Rockstar,” “ninja,” “genius.” These don’t define the job. If you see them, look closely at the actual responsibilities before deciding to apply. • Benefits: Health coverage, retirement, flexibility. If these appear early in the posting, it’s a sign the company knows they matter and wants to compete for talent. Read the ad like a preview of how the company operates. Clarity in the post often predicts clarity in the job. Make your move. But first, read the words.

Honestly if I see another generic old JD disguised as an advert 🤯...I figure if you're going to go to the effort (and spend the money) for advertising roles, then you should do a good job of it! ❌ Stop Copying and Pasting Job Descriptions Urgggh, another laundry list responsibilities that read like the terms and conditions on a website. Or worse, very little information on what you're looking for. No-one wants gets excited reading through 15 bullet points. ✔️ Instead of saying, "You’ll be responsible for managing social media accounts," say, "You’ll play a critical role in shaping the online voice of a brand that reaches millions." Which sounds more appealing? ➡️ You're Selling a Role, Not Just Offering a Job Think of your job posting like a marketing campaign. You’re selling a career opportunity, not just a position to fill. What’s exciting about the job? Why should someone leave their current role to join your team? Highlight the things that matter to real candidates—career growth, innovation, challenges, and culture. Candidates want to know: - What’s in it for them? - How will their work be valued? - What’s your company’s culture like? ✔️Focus on what makes your company and the role unique. Avoid vague statements like "competitive salary" or "great benefits." Be specific—do you offer remote work, flexible hours, or development programs? Are you working on industry-shifting projects? Sell it! ⁉️Are You Offering What People Actually Want? 💲It’s 2024, and people want to know what they’re getting into. If you’re hiding behind ‘salary negotiable’ or refusing to disclose a range, you’re probably losing out on the best people. Be upfront—if you value talent, show it with the offer. 🤸Flexibility and Work-Life Balance: Remote work? Hybrid options? These are no longer ‘nice-to-haves’—they’re often deal-breakers. If you’re stuck on requiring people to be in the office five days a week, you’re narrowing your candidate pool dramatically. Be clear about how you accommodate people’s lives outside of work. 🌷Growth Opportunities: Talented professionals want roles where they can grow, not stagnate. Are you providing opportunities for mentorship, upskilling, or leadership development? Be vocal about these options in your job postings. No one wants to jump ship for ‘just another job.’ They want a challenge, a growth opportunity, and a place where they can make a real impact. Are you offering that? The first person that DM's me their job advert that needs some love, gets it done for free. Go.

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.

🚀 Analyzing Common Mistakes in AI Job Descriptions that Recruiters are Making 🚀 Are you struggling to attract suitable candidates for your AI-related role, such as AI Architect, AI Director, or AI Strategy VP? 📉 It might be time to reevaluate your job descriptions! Supporting my students and mentees in their recruitment journeys, I've found that mistakes in job descriptions can severely impact the hiring process. Here are some common pitfalls to avoid: 1. **Vague Job Titles**: Ensure your job titles are precise. For instance, use "Senior AI Architect" instead of a generic "AI Expert." 2. **Overemphasis on Specific Tools**: While knowing specific tools is essential, don't alienate great candidates by demanding expertise in every tool. Focus on adaptable and broad skill sets. 3. **Not Including Growth Opportunities**: Candidates want roles where they can advance their careers. Highlight the growth potential within your job descriptions. 4. **Unrealistic Expectations**: Avoid setting the bar too high with requirements like a master's degree plus ten years of experience for an entry-level role. Balance ambition with realism. 5. **Neglecting Salary Information**: Be transparent. A salary range can make your position more appealing and filter appropriate candidates. 6. **Failure to Describe Role Impact**: Emphasize how the role contributes to the organization. Motivated candidates are often driven by meaningful work. 7. **Poorly Structured Descriptions**: Make your job descriptions readable with clear, concise language, bullet points, and structured formats. 8. **Outdated Descriptions**: Roles evolve. Regularly update job descriptions to reflect current responsibilities and requirements. 9. **Inadequate Company Information**: Include your values, mission, vision, and accomplishments. Make candidates excited to join your team. 10. **Weak Call to Action**: Encourage applications with a strong CTA. Provide clear instructions on how to apply. 11. **Relying Solely on Job Boards**: Diversify your approach. Use social media, your company website, and professional networks to reach a broader audience. 12. **Neglecting the Candidate Experience**: Communicate consistently with candidates. Acknowledge applications and provide timely feedback to maintain a positive impression of your organization. Let's refine our job descriptions to entice the top-tier talent you need! 📈 Let's make hiring a more precise and efficient process for everyone involved. 👥 #Recruitment #Hiring #JobDescriptions #TalentAcquisition #AIJobs #CareerGrowth #InclusiveHiring #CandidateExperience #Mentorship #ProfessionalDevelopment

There is an ongoing issue that needs to be addressed regarding job descriptions. Often, they are unclear and do not effectively communicate the role's actual requirements. Many descriptions rely on vague clichés like "rockstar" or "ninja," which are subjective and unprofessional. These terms do not clarify the specific skills or experience needed. Furthermore, the phrase "fast-paced environment" is overused to the point of being meaningless. It would be more helpful to describe the specific challenges and priorities of the role directly. Another common problem is the "wish list" of qualifications. Listing an excessive number of "nice-to-have" skills, especially those unrelated to the core function of the job, can deter qualified candidates from applying. It creates an unrealistic expectation of a single person fulfilling every possible need. Finally, the overuse of corporate jargon and buzzwords obscures the company's true mission and the day-to-day responsibilities of the position. Clarity and honesty about what the job entails would benefit both employers and applicants. The goal should be to write clear, concise, and honest job descriptions. This respects everyone's time and leads to better matches between companies and candidates. 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭 𝐯𝐚𝐠𝐮𝐞 𝐨𝐫 𝐮𝐧𝐡𝐞𝐥𝐩𝐟𝐮𝐥 𝐩𝐡𝐫𝐚𝐬𝐞 𝐲𝐨𝐮'𝐯𝐞 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐭𝐥𝐲 𝐬𝐞𝐞𝐧 𝐢𝐧 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬?