Why Your Job Descriptions Are Not Attracting the Right Talent

Crafting Clarity: Why Your Job Descriptions Need to Speak to the Right Talent

The Hidden Cost of a Bad Job Description

Your job description is often the very first touchpoint between your company and a potential hire.

And yet, many small teams overlook its importance treating it as a quick formality or copy-pasting from a past listing. The result? Missed opportunities, poor-quality applicants, and weeks (or months) lost trying to find the right fit.

According to a 2024 Glassdoor report, 61% of job seekers say the job description is the most important part of the hiring process. Not compensation. Not a brand. Not perks. The description itself.

Let that sink in.

3 Job Description Mistakes That Cost You Great Candidates

1. Listing Tasks Instead of Business Outcomes

Most JDs read like internal checklists. They describe tasks (“Manage social media”, “Attend weekly stand-ups”) rather than the impact of those tasks.

But high performers don’t apply for checklists. They apply for challenges.

When you focus on the why, not just the what, you invite ownership.

2. Vague, Overused Job Titles

“Rockstar engineer.” “Ninja marketer.” “Growth hacker.” These titles might sound fun, but they confuse more than they convert.

Top candidates are searching with specific terms. If your title isn’t clear, they won’t find you or worse, they’ll skip your post thinking it’s not for them.

Stick to titles which are clear, scannable, and aligned with how candidates search.

3. Skipping the “Why Join Us?”

For early-stage teams especially, this section matters a lot. Your product might be unknown. Your brand may not be recognizable. But what you do have is vision, culture, and team energy.

A LinkedIn study found that 75% of job seekers research company values and culture before applying. So if your JD doesn’t tell them why you exist, what your values are, and why this role matters you’re losing mindshare.

What Great Job Descriptions Actually Do

Think of your JD as a landing page for talent.

It’s not just about information it’s about conversion. A compelling JD:

• Hooks the reader emotionally

• Shares a bold mission

• Shows what success looks like

• Builds trust with honest expectations

• Feels like a conversation, not a contract

A Practical Framework to Write Better Job Descriptions

Here’s a quick structure we recommend for any small team:

1. Start With Your Mission

What are you building, and why now?

2. Describe What Success Looks Like

What should the person achieve in their first 6–12 months?

3. Share Outcomes, Not Just Activities

What’s the business result behind each task?

4. Must-Haves vs Nice-to-Haves

Be realistic don’t ask for 10+ tools when only 2 matter.

5. Include Culture, Values, and Perks

Let your tone reflect how your team actually operates.

Before You Hit Publish: Your JD Final Checklist

•  Is it clear and easy to scan?

•  Does it speak to outcomes instead of checklists?

• Are the words inclusive and bias-free?

• Is there a compelling reason to apply?

• Does it reflect your company’s real tone?

Your JD Is a First Filter and Your Best Marketing Tool

When you're a lean team, every hire matters.

The job description you write today determines the resumes you read tomorrow. It's your filter, your front door, and your chance to stand out in a noisy market.

Get it right, and you won't just attract talent you'll attract the right talent.