Most job descriptions are written to describe a role rather than to attract a person. The result is a wall of requirements, a laundry list of responsibilities, and a generic set of qualifications that doesn't actually communicate what the job is like or why someone would want it.
The best candidates — the ones with options — read dozens of job postings. Yours needs to give them a reason to stop scrolling.
Before writing a single bullet point, answer this question: what does success look like in this role at 90 days? At one year? That clarity shapes everything else — what skills actually matter, what experience is genuinely necessary versus nice-to-have, and what the job is really like day to day.
Most job descriptions are written from the company's perspective: here is what we need. Strong job descriptions are written from the candidate's perspective: here is what you will do, what you will learn, and what makes this opportunity worth your time.
Stop writing "self-starter" and "team player" — they say nothing. Stop requiring degrees for roles that don't need them — this eliminates qualified candidates and raises bias risks. Stop being vague about compensation — pay transparency laws now require salary ranges in several states, and candidates in all states expect them.
A job description is your first impression. It signals your culture, your standards, and your respect for the candidate's time. Write it accordingly.
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