Crafting Job Descriptions

Your job postings are repelling top talent. Here’s why. Most companies think about hiring people like this: "We need to fill this position.” But here's the reality: Top talent isn't looking for positions. They're searching for stories they can be part of. The biggest mistake companies make in job postings? They sell jobs. Not journeys. This is what I mean… Two identical roles. Two different approaches. First approach: "Senior Project Manager position available" → 47 applications Second approach: "Lead our expansion into Asia, build teams across 5 countries" → 312 applications The difference? One offered a job. The other promised a journey. Here's what most companies do vs. what they should do: Traditional Approach: ↳ Lists responsibilities ↳ States requirements ↳ Mentions salary range ↳ Describes benefits package The Journey Approach: ↳ Shows growth trajectory ↳ Paints future possibilities ↳ Reveals mentorship programs ↳ Demonstrates impact potential ↳ Highlights learning opportunities Because exceptional candidates don't just want: - A salary - A title - A desk They want: - Impact they can measure - Challenges that stretch them - Stories they'll tell for years Here's what I've learned about attracting top talent: 1. Paint the future, not the present 2. Show growth paths, not job descriptions 3. Highlight challenges, not just responsibilities 4. Share the 'why,' not just the 'what' The companies winning the talent war aren't selling jobs anymore. They're offering chapters in people's life stories. And that's what makes all the difference. Share in the comments if you’ve experienced great hiring 👇 🔔 Follow me (Mostyn Wilson) for more insights on career development. __ P.S. Enjoying these insights? Subscribe to my newsletter for fortnightly deep dives: https://lnkd.in/eE287NTG

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?

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!

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.

Your job description has 19 requirements. Most candidates stop reading long before the end. Every extra requirement is a psychological barrier, especially for women and underrepresented candidates. Harvard Business Review has highlighted a consistent pattern in application behavior: • Women tend to apply only when they meet a majority of listed qualifications • Men are more likely to apply when they meet fewer So long requirement lists don’t raise the bar. They shrink the pool. Common patterns in low-response job postings: • Inflated years of experience • Rigid degree requirements • Too many tools, frameworks, and platforms • “Fast-paced environment” and vague soft skills • Leadership and heavy execution in one role • Nice-to-haves disguised as must-haves The result: strong candidates self-select out before they ever apply. A better approach is ruthless prioritization. The 5–7 Requirement Framework Non-negotiables (2–3) The true deal-breakers. Skills you would not compromise on. High-impact skills (2–3) What actually drives success in the role. Growth signal (1) Evidence the person can learn and adapt quickly. Delete the rest. If you wouldn’t reject a strong candidate for missing it, it doesn’t belong as a requirement. The uncomfortable truth: ·     Overstuffed job descriptions don’t signal rigor. ·     They signal confusion about what really matters. ·     Top candidates have options. ·     They don’t decode laundry lists. They move on. Try this: ·     Open your longest job description. ·     Circle only the requirements you’d truly reject someone for lacking. ·     You’ll likely end up with 5–7. Rewrite the role using only those. Post it. Watch what changes. If this was useful, like it so others see it. Repost to help teams hire better. Follow for practical recruiting and leadership insights. What’s the most unnecessary requirement you’ve seen listed as “must-have”? #Recruiting #JobDescriptions #TalentAcquisition #Hiring

Your recruitment language is costing you top candidates. How you attract and engage talent matters - at every touchpoint of your recruitment process. Here's how to transform your messaging to attract the right candidates: 𝗜𝗻 𝗝𝗼𝗯 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀: Instead of: "We're looking for someone with 10+ years of experience" (focuses on requirements) Say this: "You bring 10+ years of engineering leadership scaling mission-critical [specific technology] systems at global enterprises. As our Principal Engineer, you'll define our technical vision, mentor architects, and drive $100M+ initiatives” (focuses on impact and influence) 𝗜𝗻 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗢𝘂𝘁𝗿𝗲𝗮𝗰𝗵: Instead of: "We have an open position that matches your background" (generic and company-centric) Say this: "Your work transforming global operations at [Company] caught my attention - I'd love to share how you could drive similar impact here" (specific and candidate-centric) 𝗜𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗠𝗲𝘀𝘀𝗮𝗴𝗲𝘀: Instead of: "We're a fast-growing company hiring top talent" (overused buzzwords) Say this: "Your expertise in [specific achievement] aligns with a strategic initiative we're launching" (shows you've done your homework) 𝗜𝗻 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗕𝗿𝗶𝗲𝗳𝘀: Instead of: "The role reports to the VP of Marketing" (hierarchical focus) Say this: "You'll collaborate directly with our leadership team to shape our global brand strategy" (emphasizes opportunity and impact) 𝗜𝗻 𝗙𝗼𝗹𝗹𝗼𝘄-𝘂𝗽 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀: Instead of: "Following up on our conversation" (passive) Say this: "Your insights about [specific discussion point] resonated strongly - let's explore how we could bring that vision to life here" (shows active listening and engagement) 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: Every interaction is an opportunity to showcase your company culture and the meaningful work you offer. Frame conversations around impact, growth, and shared success rather than just requirements and processes. Your next hire is searching for meaning, not just a job. Which of these messaging approaches will you test first to capture their attention?

While I was helping a client with their job descriptions, I said something that stopped the conversation. “You don’t have a talent shortage. You have a job description problem.” If your job description looks like an unrealistic wish list, the best candidates may decide not to apply at all. Here’s the tough truth: You’re not searching for excellence. You’re looking for confidence, privilege, and sameness. Let’s get specific about what successful teams are changing: 1. Define outcomes, not credentials ↳ Stop listing too many requirements. ↳ Focus on what success looks like in the first 6–12 months. ↳ Separate must-haves from nice-to-haves. ↳ Only include degree requirements if they are legally needed. 2. Use inclusive, human language ↳ Use neutral titles and simple words. ↳ Use “you” instead of jargon. ↳ Remove masculine or exclusionary terms that suggest “you don’t belong here.” 3. Be clear about access ↳ Include salary range, location expectations, remote or hybrid options, flexible hours, and interview accommodations. ↳ Transparency is essential. 4. Keep requirements tight ↳ Limit must-haves to 5–7. ↳ Focus on skills and evidence of impact, rather than years of experience. 5. Show that everyone belongs ↳ Use structured interviews, provide mentorship, support employee resource groups (ERGs), and accommodate non-linear career paths. ↳ Clearly express your commitment. Now, consider this important question most teams avoid: 👉 What line in your current job description quietly excludes great candidates? Will you rewrite it today? ♻️ Repost to share this with your network.

Your job description is probably why you can't hire anyone! I see it every day! "Must have 10+ years experience" "Bachelor's degree required" "Expert in 15 different technologies" "Rockstar ninja who thrives in fast-paced environments" Here's what A-players see: A company that doesn't know what they actually need. A wish list, not a job. A role that probably doesn't exist. THE REAL PROBLEMS: Problem 1: You're listing every possible skill Instead of the 3-5 that actually matter for success in the role. Problem 2: Years of experience ≠ capability Someone with 3 years of focused experience often outperforms someone with 10 years of going through the motions. Problem 3: You're writing requirements, not selling opportunity A-players have options. They're evaluating YOU as much as you're evaluating them. HERE'S WHAT WORKS: Be honest about what you actually need: "You'll spend 60% of your time doing X, 30% on Y, 10% on Z" Focus on outcomes, not credentials: "You'll need to reduce our response time from 48 hours to 24 hours" Sell the growth, not just the job: "This role is the direct path to department leadership within 18 months" Show the problem they'll solve: "Our customer base doubled. Our support team didn't. You'll build the system that scales with us." I recently helped a client who had a role open 5 months... Their JD was 40+ bullet points long! We rewrote it to 12 lines focusing on: → The actual problem to solve → The impact they'd make → Where the role leads 3 weeks later: 18 qualified candidates. Interviewed their top 5, Hired their perfect candidate. The best job descriptions don't list requirements. They should paint a clear picture of success. Thoughts? Do you agree?

Your job description isn't attracting heroes. It's attracting everyone. Here's what most job posts sound like: "Analyze, design, develop, and implement complex software systems. Collaborate with cross-functional teams. Ensure adherence to standards." Cool. So does every other posting. Here's what actually gets A-players to take notice: Frame your role like a quest. The Problem (Why This Matters): Our legacy monolith is costing us 6 figures in tech debt monthly. We can't scale without rebuilding the foundation. The Villain (What They'll Face): 15 years of tangled code. Zero documentation. Teams afraid to touch it. This isn't a clean slate. It's a battle. The Hero (Who We Need): Someone who doesn't just write clean code. Someone who wants the challenge of untangling chaos and building something that lasts. Someone who gets energized by "this is impossible" problems. The Reward (What They Gain): Year one: Architect the new system your way. Own the decisions. Year two: Build and lead the team that maintains it. Year three: You're the Lead Engineer other companies are trying to poach. It's no longer a job description. It's a story about leveling up. Stop writing for "job seekers." Start writing for the one person whose ambitions match your growth potential. Need help finding your hero? That's what I do.

Most job postings read like a laundry list of demands. -Must have X years of experience. -Must be able to work under pressure. -Must thrive in fast-paced environments. It’s all about what you want — and not enough about what they care about. Top candidates aren’t desperate. They’re discerning. If your posting doesn’t make them feel something — clarity, excitement, purpose — they scroll right past it. Here’s how to fix it ✅ Write like a human, not a legal department. - Strip out corporate clichés. Make it conversational. If you wouldn’t say it in real life, don’t write it. ✅ Start with the “why.” - Why does this role matter? What problem will they solve? What impact will they have in 3, 6, or 12 months? ✅ Define success, not just responsibilities. - Telling them what they’ll do is fine. But telling them what winning looks like? That’s powerful. ✅ Culture > Perks. - Don’t just list benefits like “pizza Fridays.” Talk about autonomy. Talk about how you handle failure. Talk about what growth looks like in your team. ✅ Make it about them, not just you. - If your post reads like a wishlist instead of a conversation, it’s time to rewrite. A great job posting doesn’t repel. It resonates. It invites the right people in — and filters the wrong ones out naturally. You don’t need more candidates. You need the right ones. ----- Hey, I’m Julius Richardson, SHRM-TA, M.S. OrgLeadership I help companies attract top-tier talent through better employer branding, magnetic job posts, and people-first hiring strategies. If your hiring process needs a refresh, let’s connect. #EmployerBranding #HiringTips #TalentAttraction #JobPostings #RecruitmentStrategy #PeopleFirst #HiringDoneRight #LinkedInTalent #RecruitSmarter #B2B #Leadership