Why Most Job Descriptions Suck

(and How to Write Ones That Don’t)

Real talk—most job descriptions (JDs) out there are awful. You’d think something as important as attracting great talent would warrant a little more effort. Instead, we get lifeless laundry lists, vague requirements, and more buzzwords than a motivational Pinterest board.

The result? Bland JDs that scare off the best candidates and leave you wondering why only cookie-cutter applicants apply. But here’s the kicker: the JD is literally the first impression. If you want the kind of candidates who are going to add value, think critically, and stick around, your JD has to reflect that.

I feel like a lot of people live in this strange delusion that a JD is a barrier to entry. I’d argue that it’s the first- and most fundamental- gateway. Reframing JDs in your head accordingly might be the first step towards writing better ones.

What’s Wrong with Most JDs?

1. Buzzword Overload: Here’s a little exercise: look at your JD and count how many times you use “self-starter,” “detail-oriented,” or “go-getter.” These words aren’t just vague; they’re often used as filler that tells candidates nothing about the job or the team.

2. The Unicorn Syndrome: Many JDs list 15+ skills and certifications that only a magical, overqualified unicorn would have. Newsflash: no one ticks every box, and expecting it only discourages strong candidates who might be a perfect fit.

3. Zero Day-to-Day Clarity: Saying you need a “digital marketing specialist” is one thing, but what does that actually mean? JDs that lack day-to-day clarity are basically saying, “We don’t know what this role is either.”

4. Forgetting the Why Behind the Job: Candidates want to know why this role matters. Why should they care? Too many JDs read like the company’s doing candidates a favor. Spoiler alert: you’re not. Explain why the role is meaningful, why it’ll impact the team, and why it might even be a good career move.

5. Unconscious Bias: Here’s where it gets tricky. Sometimes we put things in JDs that subtly signal biases without realizing it. For example, when you say you’re looking for “strong communication skills,” is it because the job genuinely requires it, or is it because you equate “good communication” with “people like us”?

   If we’re not careful, our biases can slip in and limit the kind of talent we attract. Next time you write a JD, ask yourself if every “requirement” is based on actual job needs or just your own assumptions about what a “good fit” looks like.

How to Write a JD That Actually Attracts Great Talent

Here’s a guide to writing a JD that stands out, speaks to people, and brings in the kind of talent you actually want.

1. Start with a Strong Opener

• Instead of a generic introduction, start with a compelling line or two about why the role exists and the impact it has. Something like, “You’ll be joining us to help create tools that make energy more accessible”—short, clear, and actually interesting.

2. Clarify Responsibilities (Without Overwhelming)

• Give candidates an idea of what they’d actually do on the job. Highlight the 5-7 primary responsibilities rather than listing every possible task.

• Example: “You’ll manage social media accounts, focus on engagement, and lead content campaigns every quarter.” It’s real, direct, and paints a picture of what the job is like day-to-day.

3. Make Requirements Realistic and Relevant

• Focus on 3-5 core skills. If you don’t truly need a specific degree or years of experience, leave it out. A good candidate can prove their abilities without meeting arbitrary standards.

• Pro tip: Instead of “Must have 5+ years experience,” try “Looking for experience that shows a proven ability to…[relevant skill].”

4. Ditch the Buzzwords and Add Some Personality

• Replace vague terms with language that reflects your team’s vibe. This doesn’t mean getting cheesy; it’s about giving people a sense of the culture.

• Example: “We’re looking for someone who loves crunching numbers just as much as they enjoy brainstorming creative ideas with the team.”

5. Show Growth Potential

• People want to know where they’ll go if they succeed. Show them the opportunities for learning, leadership, and career progression.

• Example: “You’ll work closely with leadership, with opportunities to lead projects as you grow within the company.”

6. Highlight Your Culture Honestly

• Candidates want a sense of what it’s like to work with you. Describe your culture in specific terms instead of “We have a great team!” Are you collaborative, laid-back, fast-paced? Could you give them a window into the vibe?

• Example: “Our team values open feedback, encourages wild ideas, and keeps hierarchy out of brainstorming.”

7. Check Your Language for Bias

• Write clearly and inclusively. Avoid jargon and terms that could alienate people from different backgrounds. Ask yourself: does the wording sound like a true job need, or is it your own bias sneaking in?

• Example: Instead of “excellent communication skills,” try “ability to communicate complex ideas in a straightforward way.” This way, you’re more likely to attract people who have the skill itself rather than just people who sound like you.

Final Thoughts: Why Good JDs Matter

A job description isn’t just a list of tasks—it’s the first conversation with potential talent. If it’s uninspired or full of vague corporate speak, you’ll miss out on the people who could actually make a difference.

Writing a JD is your chance to reflect the role, the culture, and the type of people you really want on the team. When you consciously check for biases, keep it genuine, and stay away from “buzzword salad,” you’re not just filling a position—you’re setting up a relationship with the kind of people who’ll stick around and bring their best.

Remember, a well-written JD is like an invitation. It’s a chance to bring in people who might surprise you, people you’d never have expected if you were just looking for someone who fits a tired template. So, take a little extra time. Be clear, be specific, and most importantly—be real.