Are Your Job Descriptions Scaring Away Top Talent?

Writing job descriptions is often a routine part of the hiring process. Copy and paste the same text, adjust the role title, and publish it across job boards. But what if your job descriptions are why qualified candidates aren’t applying for your positions? Traditional job ads often contain jargon, vague requirements, or biased language that can deter top talent from considering your company.

In this blog, we’ll explore how outdated job descriptions can limit your hiring success. We’ll also provide best practices for crafting job ads that attract the right job seekers.

The problem with traditional job descriptions

Many job ads follow a standard format that hasn’t changed much in decades. These descriptions often contain long lists of must-have qualifications, excessive technical jargon, and a lack of clarity about what the role truly involves. Here are some common pitfalls of traditional job ads that might be turning away potential candidates:

1. Overly lengthy and complex requirements
   Job ads that list endless qualifications, certifications, and skills can intimidate even the most experienced candidates. Research shows that women and people from underrepresented groups are less likely to apply for jobs unless they meet 100% of the requirements. On the other hand, men are more likely to apply even if they meet just 60%. By listing too many qualifications, you may be narrowing your candidate pool unnecessarily.
2. Jargon and industry-specific language
   Using excessive jargon or technical terms can make your job description harder to understand for candidates who might have the right skills but aren’t familiar with your industry’s specific lingo. Candidates who are a great fit may not apply simply because they don’t recognize the terms you use, even though they possess the relevant skills.
3. Bias in language
   Unconscious bias can easily creep into job ads through gendered language or descriptors that appeal to a narrow set of candidates. For example, phrases like “competitive” or “rockstar” may appeal to a more masculine audience, while “nurturing” or “supportive” may appeal to a more feminine one. This bias can result in fewer diverse candidates applying, even if they are qualified for the role.
4. Lack of focus on company culture and values
   Many traditional job ads focus almost exclusively on qualifications and responsibilities, missing the opportunity to highlight what makes your company a great place to work. Today’s candidates, especially Millennials and Gen Z, value company culture, mission, and values when deciding whether to apply for a job.
5. No clear career progression or benefits
   Many job descriptions fail to mention opportunities for growth, training, or other benefits such as flexible working arrangements. In a competitive market, these are critical elements that can attract top talent looking for more than just a paycheck.

Best practices for writing job descriptions that attract the right candidates

Updating your job ads to reflect modern hiring best practices can help you reach a wider, more diverse audience and ensure that the right candidates apply. Here’s how you can revamp your job descriptions to get better results:

Write job descriptions with clarity and simplicity

Keep your job descriptions clear and easy to understand. Avoid jargon, unnecessary technical terms, and overly complicated language. The goal is to make your ad accessible to a broad range of candidates who might have transferable skills but come from different backgrounds or industries.

Don’t: “Looking for a dynamic, results-oriented rockstar with a proven track record in synergistic project management.”
Do: “We’re looking for a project manager who can lead teams to deliver successful outcomes on time and within budget.”

Focus on must-have skills and limit “nice-to-haves”

Rather than overwhelming candidates with a long list of qualifications, focus on the key skills for the role. Keep your “must-haves” to a minimum, and label “nice-to-haves” clearly to avoid discouraging otherwise qualified applicants.

Do: “Must have experience in project management and team leadership. Familiarity with [specific tool] is a plus but not required.”

Use inclusive, gender-neutral language

Inclusive language in job ads ensures you won’t unintentionally discourage certain groups from applying. Avoid gendered language and phrases that might appeal to only one demographic. Tools like the Gender Decoder for Job Ads can help you identify biased terms and replace them with more inclusive alternatives.

Don’t: “We’re looking for a sales ninja to dominate the competition.”
Do: “We’re looking for a motivated salesperson who can build strong client relationships and achieve results.”

Highlight company culture, values, and benefits

Top candidates are not just looking for a job, they’re looking for a company where they’ll feel valued and aligned with the mission. Include a section in your job ad that highlights your company’s culture, values, and what sets your workplace apart. Benefits such as flexible work options, training opportunities, and career development pathways should also be emphasised.

Don’t: “We offer a competitive salary.”
Do: “Join a team that values work-life balance, offers flexible hours, and provides ongoing professional development opportunities.”

Show opportunities for growth and career progression

Candidates want to know that they can grow with your company. Highlight the opportunities for career advancement, skills development, and training in your job ad. This shows potential applicants that your company is invested in their long-term success.

Do: “We offer opportunities for growth and development, with clear pathways for career advancement.”

Incorporate employer branding

Your job description is a great opportunity to sell your brand to potential employees. Use your company’s voice and tone to convey what it’s like to work for you. Share your mission, purpose, and what you stand for. This is particularly important for attracting candidates who align with your values and can help build a strong, cohesive team.

Are your job descriptions feeling stale? Rethink employment with CoAct.

By rethinking how you write job descriptions, you’ll open the door to a wider range of job candidates, increase diversity in your workforce, and attract applicants who are not only qualified but also aligned with your company’s values.

If you’re looking to improve your hiring practices and attract a diverse talent pool, speak with CoAct today.