A job description can be a magnet for top talent—or a missed opportunity. Too often, hiring managers default to generic templates, long lists of qualifications, and outdated requirements that do little to engage the people who would actually excel in the role.
The best candidates aren’t just looking for another job. They’re looking for an opportunity that fits their skills, challenges them in the right ways, and aligns with their career goals. So, how do you write a job description that doesn’t just attract applications—but attracts the right talent?
1. Start with Impact, not a Laundry List
What does success in this role actually look like? Instead of drowning candidates in bullet points of responsibilities, paint a picture of what they will accomplish.
✅ Instead of: “10+ years of experience in sales”🔹 Say: “Drive a 20% increase in revenue within the first year by refining our go-to-market strategy.”
✅ Instead of: “Must have strong communication skills”🔹 Say: “Lead executive-level presentations that turn data into compelling stories and drive business decisions.”
When you define success, you move beyond generic qualifications and help candidates visualize themselves making an impact.
2. Go Beyond the Skills—Show Them the Day-to-Day
Top candidates aren’t just looking for a title; they want to know what life in the role actually feels like. Describe the rhythm of the job.
🔹 Will they be solving high-level strategic challenges or deep in the technical details?
🔹 Will they lead teams, influence cross-functional groups, or work independently?
🔹 Is this a high-visibility role, or is it behind-the-scenes execution?
Give them a glimpse of their day-to-day so they can see if this role is truly for them.
3. Challenge the Traditional “Requirements” List
Too many job descriptions eliminate great candidates before they even apply. If you require a degree or specific years of experience, why?
✅ Instead of: “Bachelor’s degree required”
🔹 Say: “Experience in product development or a strong understanding of technical systems is essential.”
✅ Instead of: “Must have 10 years of project management experience”
🔹 Say: “Proven ability to lead complex, cross-functional projects under tight deadlines.”
Rigid checklists limit your talent pool. Focus on what actually matters. Realizing there may be a diamond in the rough without a degree, that wouldn’t have applied otherwise.
4. Cultural Fit vs. Cultural Add—Know the Difference
Hiring for “cultural fit” can unintentionally lead to hiring the same type of people over and over. Instead, think about “cultural add”—who will bring a fresh perspective that strengthens your team?
Ask yourself:
🔹 What values and traits make someone successful in our environment?
🔹 What unique qualities could elevate our team dynamic?
🔹 How can we assess this during interviews?
Hiring managers who focus on what someone brings to the table—not just how they “fit” within it—create stronger, more adaptable teams.
5. Don’t Write in a Vacuum—Involve Your Team
Your team knows the realities of the job better than anyone. Before finalizing a job description, get input from those who will work directly with this person.
🔹 What are the biggest challenges in the role?
🔹 What skills have been essential for success?
🔹 What would make their ideal teammate?
Also, have a diverse group review your final draft. If one group consistently suggests edits while another doesn’t, your wording may unintentionally skew toward a certain demographic.
6. Clarity in the Application Process
Don’t make candidates guess how to stand out. Lay it out clearly:
✅ Instead of: “Apply now”
🔹 Say: “Submit your resume along with a short summary of how your experience aligns with our key performance goals.”
✅ Instead of: “Cover letter optional”
🔹 Say: “We’d love to hear how this role connects with your career aspirations—feel free to include a note with your application.”
A strong job description doesn’t just attract applications—it helps you identify the right ones.
7. Structure It for Easy Scanning
Busy professionals won’t read a wall of text. Make it easy to digest:
🔹 About the Company – A brief, compelling reason why top talent should care.
🔹 The Role’s Purpose – How it impacts the company.
🔹 Key Responsibilities – Focused on outcomes, not just tasks.
🔹 Required Skills – What’s truly essential.
🔹 Preferred Qualifications – What’s helpful but not a dealbreaker.
🔹 How to Apply – Simple, clear steps to move forward.
A Job Description is Your First Impression for that perfect candidate—Make It Count
Hiring isn’t about filling seats. It’s about building the kind of team that moves your business forward. And that starts with the way you communicate what the opportunity truly is.
The right job description attracts the right people. So, ask yourself: Does yours just fill space, or does it invite the kind of talent that will elevate your team?
Trust me on this. I’ve seen candidates consider a role and then decline after reading the job description, though they were fully qualified.
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