Why writing Job Descriptions poorly Isn’t Attracting the Right People for you

The First Impression Problem

Every hiring process begins with a job description. It is the first thing a potential candidate sees, the first impression of your company, and often the deciding factor in whether they apply or scroll past. Yet, most people writing job descriptions make it look like copy-pasted corporate scripts which are long, mechanical, and forgettable.

The truth is, writing job descriptions is both an art and a science. It’s not about listing tasks or requirements; it’s about capturing attention, communicating culture, and selling an opportunity in a world full of noise. When recruiters treat writing job descriptions as an afterthought, they unknowingly weaken their entire recruitment strategy.

A well-crafted JD acts as a magnet for top talent. A poor one? It drains time, budgets, and patience by attracting the wrong candidates and bloating your hiring funnel.

Why Your JD Isn’t Working

If your inbox is filled with irrelevant resumes or low engagement on postings, your JD might be guilty of one or more of these:

1. It’s too generic.

Phrases like “fast-paced work environment” or “looking for a team player” have lost all meaning. They tell candidates nothing about your actual culture. Instead, highlight what makes your team different, like the problems they solve, the challenges they face, and the impact they create.

2. It lacks clarity.

Writing job descriptions overloaded with unrealistic skill lists or unclear titles has its own drawbacks. Candidates often can’t tell if they’re qualified or even interested. Be direct and transparent. Define responsibilities clearly and set expectations that reflect the actual role, not an idealized version.

3. It ignores candidate psychology.

Today’s job seekers are motivated by more than money. They want flexibility, purpose, growth, and belonging. While writing job descriptions if you don’t show that you understand those motivations, you’re instantly less appealing to high-quality candidates.

4. It’s not optimized for visibility.

Even if your JD is beautifully written, it won’t matter if nobody sees it. With job boards and social media playing a major role in modern hiring, keyword optimization and readability are just as important as tone and content.

“Writing job descriptions is your first interview with the candidate. Write it like it’s your best pitch.”

Effectively writing Job Descriptions

An outstanding job description fulfills the needs of the business and connects them to human experience. It entertains and educates; it creates expectations and piques curiosity.

Here’s how to write a connection building JD:

Start with the “why.”

Instead of just jumping into responsibilities, you should lead with the “why.” What is the reason the role exists and how does that role impact the success of the company mission. When you convey the “why,” you give a sense of meaning to the role and you help candidates see themselves in the role.

Write for humans and not algorithms.

Don’t include corporate jargon. Write in a way that is conversational and compelling. If your JD reads like it was crafted by an HR bot, that is how your candidates will respond.

Be intentional and equitable.

Remove biased terms that will discourage qualified candidates from applying. For example, SIAA’s AI Job Description Generator will automatically flag and suggest less biased language.

Focus on outcomes and not tasks.

For example, don’t say “You will handle customer reports,” instead say, “You’ll help shape how we understand customer success.” The difference gives ownership and meaning to the work.

Use data-driven structure.

Shorter paragraphs, using bullet points, and keeping an easy-to-read format will help readability. Candidates skim before they ever read a job description, so when you read and build every section to be skimmable, while also critically important.

How Modern Hiring Tools Are Transforming Job Descriptions

Choosing candidates for hiring is now more sophisticated than a guess and hop, or better known as posting a job, putting it out in the LinkedIn-sphere, and seeing who raises a hand. Using the best recruitment-applicant tracking software, like SIAA, we are revolutionizing how you, the recruiter, create and amend your job descriptions.

1. Smart Templates and Recommendations

AI-based tools learn from historical job-post performance so that you will quickly learn the wording, tone, and format that will garner your desired candidates.

2. Textual Intelligence for Keywords

AI tools will suggest the most searched and relevant industry text to assist and drive your job to rank higher on job boards.

3. Hidden Bias Recognition

AI tools will analyze your language for hidden bias across your language and can produce alternative wording that is more inclusive to appeal to all potential candidates.

4. Performance Analytics

AI tools provide analytics for which job descriptions received higher engagement or conversions with applicants so that recruiters can use this data to iteratively drive improvements in job descriptions.

AI tools don't just improve the quality of your job description content; they improve the effectiveness of your job descriptions. AI tools can help bring predictability and precision to this previously unpredictable process.

In a partnership between recruiter creativity and technology, hiring is faster and fairer and aligned to the organization.

Why Your Recruitment Strategy Depends on Better JDs

A recruitment strategy isn’t defined by how many resumes you collect; it’s defined by how well your message connects with the right people. Poorly written job descriptions fill your funnel with noise, increasing workload for hiring teams, and delaying closures.

But a strong, targeted JD sets the tone for the entire hiring journey. It filters out unfit candidates early, attracts those who align with your vision, and strengthens your employer's brand.

That’s why writing job descriptions isn’t just a task; it’s a critical skill in every recruiter’s toolkit. Platforms like SIAA empower teams to write smarter, faster, and with more data-backed confidence, ensuring that every word counts.

The takeaway is simple: your next great hire starts long before the interview. It begins with how you describe the role itself.

FAQs

1. Why do job descriptions fail to attract the right candidates?

Because they focus on requirements, not relevance. Generic or unclear language confuses applicants, while overly long or biased posts push away top talent.

2. How does writing job descriptions affect recruitment strategy?

It defines the quality of your talent pool. The clearer and more human your JD, the better your recruitment outcomes and employer reputation.

3. What makes writing job descriptions effective for modern hiring?

Brevity, inclusivity, and clarity. Effective JDs communicate purpose and growth, using a structure optimized for digital platforms and AI screening tools.

4. How can top recruitment software help improve writing job descriptions?

Platforms like SIAA use AI to analyze tone, keyword density, and readability, ensuring your JDs are optimized to attract high-quality candidates faster.