- 10 Helpful Tips: Writing Effective Job Descriptions for Technical Roles - January 8, 2025
- How to Avoid Job Description Mistakes: A Recruiter’s Guide - January 7, 2025
- What is Skills-based Hiring? + How to Get It Right - December 26, 2024
Did you know that 65% of employers had to revise a job description after it was posted last year? According to Indeed, this means that most employers need to correct their initial job postings to avoid job description mistakes.
Poorly written job descriptions can lead you to hire the wrong candidates. Misalignment in skills and role expectations may happen. This could cause job dissatisfaction, possibly leading to burnout and resignation.
Steven Rothberg, Founder of the College Recruiter job search site, believes writing a good job description is one of the most important steps in hiring for any employer because almost every other step in the process comes after it. He says,
“If your job description isn’t good, then none of the rest can succeed no matter how well designed. You’ll fail to attract the well-qualified candidates, and likely attract poorly-qualified candidates instead.”
Common Job Descriptions Mistakes
Common Job Description Mistakes #1. Using Too Much Jargon
When you use too much jargon and complex words in your job description, you make the role seem more complicated and intimidating than it really is. Worse, different people can interpret jargon differently, leading to misunderstandings between the employer and the candidate.
Dave Case, President of staffing firm Advastar, indicated using empty buzzwords and jargon is a common mistake recruiters make in writing job descriptions. He says,
“It doesn’t tell candidates anything useful to know that you’re looking for a “rock star” engineer. Every company wants to hire the best talent, so don’t waste words on that kind of empty language. A job description that’s clear and concise, and focuses on giving candidates real information about the skills you’re looking for and details of the role, will be more effective.”
Common Job Description Mistakes #2. Setting Unrealistic Qualifications
Many recruiters emphasize specific years of experience instead of the actual knowledge or experience necessary to do the job. For example, requiring 5 years of experience for entry-level positions may drive away qualified job seekers. If the needed experience is higher than necessary, you may miss out on qualified candidates with the skills you seek but lack years of experience.
Sue Andrews, HR Consultant for KIS Finance, claims many job descriptions look like they’re written by someone dreaming of a superhero. She said,
“Asking for ten years of experience, a master’s degree, and five obscure certifications for an entry-level role isn’t just overkill but a hiring deterrent. When you overload the description, great candidates might skip applying because they don’t meet every single requirement. I always tell clients, “Focus on what the role actually needs.” If you wouldn’t dismiss a strong candidate in person for missing a certification, leave it out”.
Common Job Description Mistakes #3. Focusing on Requirements Over Opportunities
When you list numerous requirements over opportunities, you discourage the ideal candidate who may only meet some criteria but possess the core skills and the likelihood to excel in the role. Moreover, prioritizing immediate hiring needs over future potential can lead to hiring decisions that may not align with the organization’s long-term goals.
A requirement-heavy job description gives a negative impression, suggesting a rigid and unwelcoming work environment.
Tetiana Hnatiuk, Head of HR at Skylum Software, often sees how companies extensively describe the strict requirements for the candidates but barely provide any information on why the candidate should even be interested. She says,
“I understand that the job market is tough, and companies get to choose from hundreds, sometimes thousands, of candidates. But not saying anything about the benefits of working in your company would be a major red flag to me. Plus, the right candidate should have standards and should know their worth, so they will most likely skip a job that requires too much, but doesn’t give anything in return.”
Common Job Description Mistakes #4. Failing to Highlight Company Culture and Values
While it’s important to highlight your company’s culture and values in job descriptions, using generic statements can be counterproductive.
Candidates can easily spot clichés and corporate jargon. So, when you use generic statements, you risk sounding fake. Because your company values may look the same as those of other companies, you make it harder to capture the best candidates because you sound so forgettable.
You also create unrealistic expectations about the company culture with your generic statements. When candidates join and find a mismatch between the advertised culture and the reality, it can lead to disappointment and turnover.
Common Job Description Mistakes #5. Overloading the Description with Responsibilities
A long list of responsibilities can make the job too daunting or demanding. New hires may struggle to manage the excessive workload, causing stress, burnout, and decreased job satisfaction.
A long list of responsibilities can create confusion about the core duties of the role and priorities.
Employees may struggle to prioritize tasks and may feel pulled in multiple directions.
Common Job Description Mistakes #6. Ignoring Inclusive Language
You may unintentionally exclude highly qualified candidates from diverse backgrounds when you don’t use inclusive language in your job description, such as people of color, LGBTQ+ individuals, and people with disabilities.
Your biased words and phrases also make you feel unwelcoming or discriminatory. You risk damaging your employer brand and increasing your chances of receiving discriminatory lawsuits.
Common Job Description Mistakes #7. Lack of Structure and Readability
A poorly written job description can turn off even the least qualified candidates. Unclear headings or bulleted points can confuse potential candidates, making it difficult for them to understand the role’s requirements and responsibilities. Reading lengthy paragraphs can also be frustrating.
The lack of structure in job descriptions suggests that the company needs to be more organized and professional.
How to Craft an Effective Job Description and Avoid Job Description Mistakes
1. Start with a Clear Job Title
Selecting the most appropriate or accurate job title can significantly increase your chances of finding and hiring the right person. A clear job title reduces confusion so potential applicants can quickly understand if the position aligns with their skills and career goals.
Tips:
- Use specific titles like “Digital Marketing Manager” or “Software Engineer.”
- Incorporate industry-specific keywords relevant to reach specific target candidates.
- Keep it concise so it’s easier to read and remember. An Appcast study discovered a dramatic drop in job applications as the titles got longer. Aim for 5-7 words or less.
2. Write an Engaging Opening Summary
A strong opening immediately grabs the job seeker’s interest, making them more likely to read the entire job description. It also clearly conveys the role’s purpose and impact on the organization.
Tips:
- Clearly state the position and its purpose: What is the role?
- Highlight key responsibilities: What are the main tasks and duties?
- Add a compelling sentence: Why is this role exciting or impactful?
Example:
IT Project / Application Manager – SAP Logistics – Red Bull
Are you a passionate project manager with a proven track record of successfully implementing projects end-to-end? Do you have several years of experience in the SAP environment? Then we have the perfect job for you! Due to strong growth in recent years, we are looking for an experienced IT Project / Application Manager in the field of Logistics to strengthen our Business Application Team.
As an IT Project / Application Manager, you can expect an exciting job with many facets. In this position, you will manage and be responsible for international IT projects in the area of Logistics, continuously analyze and improve our business processes in close collaboration with the specialist departments, and coordinate external partners.
3. Break Down Responsibilities and Qualifications
Use structured bullet points. Prioritize the “must-haves” vs. “nice-to-haves.”
4. Highlight Growth and Opportunities
Emphasize career progression and impact on the company. 74% of Gen Z candidates surveyed by RippleMatch placed growth and upward mobility as an important factor for accepting a full-time job offer. This means personal and professional goals are essential for a fulfilling and rewarding career.
Example:
US: Business Expert – Apple
5. Use inclusive language
Inclusive language promotes equality and respect for all individuals, regardless of gender, race, ethnicity, sexual orientation, age, ability, or other personal characteristics. Incorporating them in your job description helps attract qualified candidates from underrepresented groups.
For example, instead of “Seeking a highly motivated salesman to join our team,” use “Seeking a highly motivated sales professional to join our team.”
Use tools like Ongig to scan and ensure your job postings are free from discrimination. It will flag biased words and suggest more inclusive alternatives.
6. Align with Company Culture and Values
Incorporating authentic messaging helps entice applicants who are considered a good fit for your company’s culture and values.
Example:
Software Engineers – Spotify
The job description above highlights Shopify’s values of entrepreneurship, customer focus, continuous improvement, diversity, and inclusion. It also emphasizes its culture of collaboration, innovation, empowerment, and results-focusedness.
7. Proofread for Clarity and Consistency
Before publishing your job posts, proofread them. Check for grammatical errors and ensure that they are appropriately formatted. Run your job description through Ongig. It uses AI and automation to create consistent and compliant job ads. It will also help you remove confusing jargon and long lists with simple, straightforward suggestions to make your job posts easier to read.
How to Gather Feedback on Job Descriptions to Avoid Job Description Mistakes
Creating a great job description is the first step toward attracting the right kind of candidates. But how do you know if your job listings are clear, engaging, and effective? Gathering feedback from your team and hiring managers can go a long way in ensuring your job advertisements speak to the most relevant candidates. So, here’s the best way to involve others in the process.
Involve the Team
Before posting a job description, ask current team members to review it. A team player who is familiar with the open role can provide valuable insights into the specific skills and job responsibilities needed for the position. For example, a software developer might suggest technical requirements that are crucial but missing from the list of job requirements. At the end of the day, this step ensures the job description includes sufficient information to attract qualified applicants.
Consult with Hiring Managers
Hiring managers are deeply involved in the recruitment process, so it’s a good idea to get their input. They can help align the job description with organizational goals, ensuring it captures essential skills and avoids job description pitfalls like vague job descriptions or gender-biased language. So, a well-written job description crafted with their help is more likely to bring in the right applicants.
Use Feedback from Recent Hires to Prevent Job Description Mistakes
Who better to spot areas for improvement than a new hire? Recent employees can share their thoughts on what attracted them to the job advertisement. They can also point out whether the application process matches the expectations set by the job description. So, this feedback helps fine-tune the hiring process for future open positions.
Test for Search Engine Optimization
Your job description isn’t just for job boards. It also needs to perform well on search engines and social media. Therefore, including relevant keywords ensures your listing appears in search results when potential applicants are looking for open roles. Also, asking hiring managers to review the keywords can help fine-tune the job description for better visibility.
Address Additional Requirements
Feedback can also help identify additional requirements that might be missing. For instance, if the role includes direct reports or requires knowledge of certain software, these important details should be included. This ensures you’re attracting excellent candidates who are the right fit for the job.
Why I wrote this
Job descriptions matter a lot in recruitment. They shape the candidate’s perception of the role, the company, and the work environment. So, the best practice is to treat job descriptions as living documents. Regularly review and update them based on feedback and hiring trends. To write bias-free and inclusive job descriptions, Ongig can help you. Contact us for a demo.
