Hiring managers – let’s face it. Most job descriptions aren’t written to inspire. Too often, they read like policy documents or checklists – dense, lifeless, and full of buzzwords. This is a key component of your hiring process, and in today’s job market, where top talent has options, a job description can be the difference between attracting your next star hire…or missing them entirely.  

If you’re struggling to draw in qualified, excited candidates, it might be time to look at your job descriptions through a new lens.  

What’s going wrong?  

1. Too much jargon, too little clarity

Job seekers are not motivated by overused words and phrases like self-starter, results-driven, detail-oriented, synergy, and fast-paced environment. The more your job description or job listing sounds like a corporate cliché, the less real and inspiring it will feel to a candidate. Clear, direct language always wins. For example, instead of “detail-oriented,” consider something more specific and vivid, such as “motivated by accuracy and precision.”  

2. Requirements overload

That laundry list of must-haves? It might be scaring off great candidates, especially those who don’t meet every item but have transferable skills and the right mindset. Talent acquisition research shows that many qualified candidates, especially from underrepresented groups, are less likely to apply for a role unless they meet nearly all listed requirements. Focus on what matters most – core skills, relevant experience, and desire to learn. 

3. Lack of personality or purpose

If your job description could apply to a role at any company, you’re missing an opportunity. Candidates want to know what makes your organization unique. They want to know about the kind of team and company culture they’ll become a part of if they get a job offer. Job descriptions and job postings should convey company values and other traits that distinguish your employer brand from others. 

4. Unintentional language bias

Descriptors like “rockstar,” “dominant,” or even more subtle word choices can discourage diverse and qualified applicants from pursuing your open roles. For example, those two words or others like them can instantly discourage a candidate who tends to be on the introverted side but is highly qualified and an extremely effective team member. Inclusive language matters – and candidates notice. 

5. No clear “why”

Today’s best candidates aren’t just applying for jobs; they’re evaluating whether a hiring organization is a good fit for what they want in an employer, work environment, and their career path. If your job descriptions and job postings don’t answer “Why this role? Why this company? Why now?” – then you’re not giving job seekers a reason to say yes.  

How to fix it   

✔ Write like a human: Drop the jargon. Use a friendly, conversational tone. Imagine you’re explaining your open role to a colleague over coffee.  

✔ Focus on what’s essential: List only the absolute must-have requirements. Think critically about what can be taught on the job and what traits matter most for success in the role.  

✔ Highlight company culture and impact: Give candidates a sense of your mission, your team vibe, and how their success in this role will contribute to the bigger goals of your team and company

✔ Audit for bias: Use tools like Textio or Gender Decoder to flag exclusive language. Even small tweaks can make a big difference in the caliber of job seekers who choose to apply for your open roles.  

✔ Make the candidate experience front and center: Frame the job with the candidate’s journey in mind. If your job description answers questions like, “What will I learn? What will I accomplish? Who will I become?” – then you will succeed in providing the “why” that today’s best candidates and top performers are seeking.  

Ask a recruiter for a courtesy review  

Your job description is the first big impression you make on a candidate during the recruitment process. It’s your elevator pitch. And in a competitive talent market, it needs to do more than list responsibilities. It needs to resonate.  

The best job descriptions tell a story – one in which candidates can picture themselves growing, contributing, and belonging. If yours isn’t doing that, it’s time for a rewrite. And I’m happy to help.  

Reach out to me for a complimentary consultation or for help in sourcing the best candidates for your key roles. I’m Amber Gehringer, a senior recruiting partner with Goodwin Recruiting, and I would love to assist in helping you approach and attract top talent to meet your hiring goals.