You’re not alone if your job descriptions read like a laundry list of demands. Many companies unintentionally drive away great candidates by relying on outdated templates or boilerplate language that fails to inspire. While internal checklists and HR compliance matter, they don’t speak to the one thing candidates care most about: why they should want to work for you.
At CPS, we see this problem every day. Employers struggling to find qualified talent often ask why their job ads aren’t producing better results. In many cases, the issue starts with the message you’re putting out into the market.
The good news? You don’t need a complete overhaul to start seeing better applicants. These four changes can help your job descriptions actually attract the right people instead of repelling them.
How to Write Better Job Descriptions
Focus on Impact, Not Just Tasks
Too many job descriptions open with a long list of duties. The problem is that list rarely tells candidates what success looks like or why their work will matter.
Instead of starting with a dry list, explain how this role contributes to your company’s goals. Will they improve a critical process? Or drive innovation in a growing department? Maybe they’ll support the launch of a new product?
People want to feel their work has a purpose. LinkedIn found that 66% of professionals will stay at a company that gives them that sense of purpose. However, if your job description doesn’t communicate that, they’ll scroll past to another opportunity.
Use Language That Reflects Your Culture
Candidates form impressions quickly. If your tone feels cold or corporate, you may turn off the kind of creative or collaborative people you’re hoping to attract.
Review your job postings for language that could feel rigid or exclusionary. Swap out jargon. Avoid buzzwords. Use words that match your real work environment. If your company encourages experimentation or independent thinking, let that come through. Authenticity draws the right applicants.
Eliminate Requirements That Don’t Matter
It’s tempting to include every skill or credential you can think of. But that “everything plus the kitchen sink” approach tends to shrink your talent pool. Research shows that many candidates, especially women and underrepresented professionals, will skip applying if they don’t meet every listed requirement.
Cut your list down to the core qualifications that someone actually needs from day one. Leave room for growth. Strong candidates with the ability to learn may bring more value than those who simply tick every box.
Highlight What’s In It for Them
It’s not enough to say “competitive salary” and “good benefits.” Use your ad and the interview process to show candidates what makes your opportunity special. Talk about team culture, mentorship opportunities, or how you support career advancement. If you offer flexible schedules or training stipends, say so.
The goal is to help candidates visualize a future with your company. A well-written job description can spark interest in ways that go far beyond compensation.
Need help rewriting job descriptions that get results? CPS works directly with hiring teams to craft listings that speak to top-tier talent. Let us help you turn interest into action with job descriptions that work harder for you. Contact us.
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