Why Your Job Descriptions Aren’t Attracting the Right Candidates
Common Pitfalls and How to Write Compelling, Targeted Job Posts
Hiring the right person starts long before the first interview, it begins with your job description. And yet, many businesses underestimate its importance. A vague, outdated, or overly generic post can repel top candidates or worse – attract the wrong ones.
If you’ve found yourself wondering why you’re not getting the kind of applicants you hoped for, it might be time to take a closer look at your job descriptions. Here’s what might be going wrong, and how to fix it.
Common Pitfalls in Job Descriptions
1. Long Lists of Responsibilities
Long bullet lists don’t clarify expectations – they overwhelm. When job descriptions read like a copy-paste of everything ever done in the role, candidates can’t clearly see the true priorities of the position.
Instead: Focus on the top 4–6 key responsibilities that define success in the role.
2. Too Many Requirements and Qualifications
Many job descriptions include an exhaustive list of qualifications, which can unintentionally deter great candidates.
Instead: Be realistic. Limit the “must-have” requirements and separate them clearly from “nice-to-haves.” Focus on core competencies, transferable skills, and the ability to grow into the role.
3. Using Internal Jargon or Buzzwords
Terms like “sales guru” might sound fun internally, but they confuse candidates who are looking for clarity, not corporate buzzwords.
Instead: Use clear, industry-recognisable language. If you use internal titles, pair them with a plain-language explanation. Instead of “sales guru” use “Sales Representative / Territory Manager”.
4. Forgetting to Sell the Company
One of the most common and most costly omissions is failing to describe what makes the company a great place to work. Candidates don’t just want a job they want to be inspired by the mission, culture, and opportunity for growth.
Instead: Share what makes your company unique. Include a few lines about your values, the team dynamic, recent milestones, or what employees love most about working there.
5. No Salary or Compensation Transparency
Leaving out the salary range is a red flag for many candidates today. It signals a lack of transparency and may result in wasted time if expectations don’t align.
Instead: Whenever possible, include a salary range or at least mention that compensation is competitive and in line with experience. If you’re not ready to list exact figures, offer clarity on benefits, incentives, or growth-based pay structures.
6. Forgetting About the Candidate
Many job posts read like a one-way list of demands. But hiring is a two-way street. If you’re only outlining what you need, you’re missing the chance to connect.
Instead: Speak directly to the candidate. Highlight what’s in it for them, from meaningful work and mentorship to development opportunities and company culture.
How to Write a Job Description That Attracts the Right Candidates
- Start with a compelling intro.
Hook candidates with a short paragraph that describes the real impact of the role and why it matters to your company.
- Focus on outcomes.
Instead of vague duties, outline what success looks like.
- Prioritise must-haves.
Be honest about what’s essential vs. nice-to-have. This widens your candidate pool and encourages qualified but non-traditional applicants to apply.
- Sell your company.
A few lines about your mission, values, or team culture go a long way in helping candidates see themselves there.
- Include salary range and benefits (when possible).
Transparency builds trust – and attracts candidates who align with your compensation expectations.
When we create job posts for our clients, we tailor them to the candidates they want to attract – not just the company’s perspective. That shift alone can dramatically improve both the quality and diversity of applicants.
Your job description isn’t just a hiring tool – it’s your first impression with potential candidates. Make it count.
If you have any questions or need support at any stage of the hiring process, visit our FAQ section for clients for helpful guidance – or feel free to give us a call. We’re here to help you hire better, faster, and smarter.
