Writing a job posting that actually attracts the right people is harder than it looks. You’d think it’s just about listing responsibilities and requirements, right? Wrong. There’s a whole art and science to it, and many companies mess it up. I’ve seen it too many times. The good news? If you know what not to do, you’re already ahead.
Here’s the deal: your job posting is basically the first date with a potential employee. You want it to be attractive, honest, and make people excited. Screw it up, and they swipe left before you even finish the first paragraph.
1. Using Jargon That Only HR Understands
This one drives me nuts. Companies love to sprinkle acronyms and fancy buzzwords everywhere. “Looking for a dynamic, synergistic individual with deep KPI alignment experience…” Wait, what? Translation, please.
Job seekers don’t want to decode a secret language. They want to know if they’re actually a fit. Instead of talking like a robot, write like a human. Say things like “You’ll be working with our marketing team to create campaigns” instead of “Responsible for cross-functional KPI strategy implementation.” See the difference? It’s like the difference between reading a text from a friend and a legal contract.
2. Being Vague About Responsibilities
This is such a common trap. Companies write things like, “Handle various tasks as assigned.” What tasks? The person reading that is thinking, “Will I be making coffee or running the whole department?”
Clarity is key. Give people a real idea of what their day-to-day looks like. Bullet points are fine, but don’t make them a laundry list that goes on for three pages. People skim. They want to picture themselves in the role.
3. Overloading Requirements
Here’s something I’ve noticed: companies sometimes list 15+ requirements for a position. Some of them are borderline insane, like “must have 10 years experience with every software ever created.”
The truth? Very few people will tick every box. And even if they do, they might pass because it seems overkill. Instead, separate the essentials from the “nice-to-haves.” This way, you don’t scare away amazing candidates who could actually crush the job.
4. Ignoring Company Culture
Job postings are like a window into your company. If you skip this, it’s a missed opportunity. People want to know what it’s like to actually work there.
Here’s the thing: company culture isn’t just about having ping-pong tables or free snacks. It’s about values, team dynamics, and how decisions get made. A short anecdote about your team or a hint at your company vibe can go a long way. Something like, “We’re a scrappy, fast-moving team that loves solving problems together, and yes, we debate over the best pizza in town.” Boom. Personality.
5. Forgetting the Candidate Experience
Finally, let’s talk about the obvious but often ignored: candidate experience. If your posting is hard to read, or worse, the application process is a nightmare, people bail.
Here’s an example: some postings make you fill out 10 forms, upload 5 PDFs, and answer essay questions that feel like a PhD exam. People are busy. They’ll skip your job posting faster than you can say “application incomplete.” Keep it simple. Make it clear how long the process will take and what the steps are. Transparency wins.
Here’s something to think about: job postings aren’t just about finding someone to do work – they’re the start of a relationship. Treat them like it. If you’re too robotic, too vague, or too demanding, you’re basically sending people running for the hills.
Fixing these five mistakes won’t magically make your postings perfect, but it’ll get you closer to attracting candidates who actually want to be part of your team. And let’s be real, isn’t that the whole point?