I once overheard a friend joke that reading a job description today feels like prepping for a quest in a dystopian video game: you need 7 magical certifications, 14 languages, a pet unicorn, and the patience of a Zen master, all before Monday’s stand-up. It’s funny, but also a bit tragic. Because let’s face it, many job descriptions feel like grocery lists of impossible dreams rather than realistic portrayals of what the job actually requires. And guess what that does? It shrinks your applicant pool, excluding the very talent you’re trying to attract.
We live in an era where the talent landscape is more competitive than ever—and more diverse. Job seekers come from various backgrounds, skill sets, and professional journeys. Old-school, laundry-list job descriptions might scare off candidates who could be stellar but don’t match every single bullet point. The result? You lose out on brilliant minds who think, “I’m not exactly what they’re asking for,” and move on. But what if we rethink how we write these descriptions to expand our applicant pools?
It’s not about dumbing down requirements or sugarcoating the role. It’s about inviting more people to raise their hand and say, “I could be great at this.” By intentionally crafting inclusive, engaging, and accurate job descriptions, you’ll invite more diverse talent to the table—and from that broader talent universe, you’ll find better fits, stronger teams, and more vibrant company cultures.
The Allure of Plain Language and Realistic Criteria
The first step in refining a job description is to resist the urge to throw the kitchen sink at candidates. If you ask for a minimum of 10+ years of experience for a role that doesn’t truly require it, you might scare off younger but highly capable individuals. Similarly, if you load the posting with niche jargon or overly complex language, you might leave some potential applicants scratching their heads.
Action: Strip away fluff. Focus on the must-haves—the non-negotiable competencies. Think: “What does a person absolutely need on Day One?” Maybe it’s knowledge of a certain programming language, the ability to lead a team, or strong data analysis skills. Anything else that’s more of a “nice-to-have” can be introduced with phrasing like “experience with X is a plus,” rather than making it sound mandatory. This subtle shift encourages more people who meet the core requirements to apply, even if they don’t tick every “bonus” box.
Inclusive Language: More Than Just a Buzzword
Ever read a job description that says, “We’re looking for a rockstar, ninja, or guru”? While some companies think this shows personality, research suggests certain words can unintentionally deter applicants—especially women or historically underrepresented groups. Words like “competitive” or “dominant” may signal a macho environment, pushing away those who don’t identify with that vibe.
To expand your applicant pool, lean on inclusive language. Use phrasing that welcomes all genders, backgrounds, and identities. Replace “he/she” with “they,” avoid gendered or overly aggressive terms, and emphasize company values like collaboration, growth, and curiosity. Highlighting a commitment to diversity also signals that you’re serious about building an inclusive workforce.
Action: Use free online tools or built-in language checkers to spot biased terms. If you have a team, ask for feedback. “Does this wording make everyone feel welcome to apply?” If the answer isn’t a resounding yes, revise and try again.
Highlighting Growth and Development Opportunities
Stop thinking of a job description as a static billboard for an open role. Instead, see it as an invitation to a career journey. Talent today—especially younger generations—cares about growth, skill expansion, and professional development. If your job post only emphasizes current tasks and immediate responsibilities, you might miss candidates who are curious about what lies beyond the starting line.
By mentioning professional development budgets, mentoring programs, career progression paths, and learning opportunities, you signal: “We invest in you.” This broader narrative can entice candidates who might not have all the experience yet but are eager to learn and grow. Sometimes a high-potential individual with slightly less experience is a better long-term hire than someone who’s fully baked but uninterested in learning new tricks.
Action: Dedicate a small section to highlight how this role fits into a larger career path. “Within a year, you’ll have the chance to lead a small project team” or “We offer training and certification support to level up your skills.” Painting a picture of the future widens your applicant pool to include those who aspire to become more than the bullet points suggest.
Emphasizing Mission and Culture over Minutiae
Ever read a job description that’s so task-heavy it feels like an instruction manual? Something like:
- Answer phones.
- File documents.
- Report to supervisor.
- Eat at your desk quietly.
Alright, maybe not that last line, but you get the drift. This approach reduces a role to a mechanical set of tasks, which can feel uninspiring. Meanwhile, a compelling narrative about what your company does, why it matters, and how this role contributes to that mission can attract those who resonate with your purpose—even if they never considered your company before.
Action: Start the description with a brief mission statement. Explain the impact of the role on customers, the market, or the community. Instead of “You will file documents,” say “You’ll ensure smooth information flow, enabling our team to support more clients effectively.” This tiny narrative shift can draw in candidates who care about meaning and contribution, expanding the pool beyond those just looking for a paycheck.
Reconsidering Location and Remote Flexibility
In a world transformed by remote work, requiring candidates to be in a specific city might unnecessarily shrink your talent pool. If the role can be done remotely, say so. Highlight that location isn’t a barrier. Even hybrid arrangements can attract a more diverse set of applicants, including people with caregiving responsibilities, those living in rural areas, or simply talented individuals who can’t relocate.
Action: If the role isn’t strictly location-bound, explicitly state flexible or remote options. This tells candidates who might otherwise skip applying due to geography that you’re open to their circumstances.
Data-Driven Adjustments
How do you know if your revised job descriptions are actually working? Measure it. Track the number of applicants before and after changes. Are you seeing more gender balance in applicants? More international candidates? Better retention of hires made through these revised postings?
Action: Use analytics tools, either integrated into your ATS or via external platforms, to monitor applicant demographics and conversion rates at each hiring stage. If you spot improvements, great—keep refining. If not, tweak further. Maybe you still need to adjust your language, highlight different perks, or simplify the requirements list.
Considering Blind Recruitment Techniques
If you’re serious about expanding your applicant pool, think about going beyond the description itself. Pair refined postings with techniques like blind recruitment, where personal identifiers like name, gender, and educational background are hidden during initial screening. This can encourage more diverse candidates to apply, knowing that initial selection is based purely on skill and experience rather than personal background.
Action: Experiment with partial anonymization of resumes at early stages. Combine this with your improved job description, which now focuses on core skills and growth potential, and watch how your pipeline transforms.
Tapping into Employee Advocacy
Your existing employees can be an extension of your job descriptions. If they share posts on social media, add personal testimonials about why they love working at your company, and highlight the authenticity behind the role, you’ll likely attract a broader pool. People trust people, after all. A glowing LinkedIn post from a current team member can make all the difference to a hesitant applicant.
Action: Encourage your employees to share the posting with their networks. Provide them with a refined, easy-to-read summary of the role and its main attractions, so they’re more than happy to hit “share.” This humanizes the position even further, reaching candidates who might not be actively searching but get intrigued by a friend’s endorsement.
Continuous Improvement: Refining Again and Again
Refining your job descriptions isn’t a one-and-done task. Just as markets evolve, so do candidate expectations. What resonates this quarter might fall flat the next. Keep a pulse on what works—maybe candidates mention in interviews that the growth opportunities or flexible work arrangements attracted them. Pay attention to these signals and update your descriptions accordingly.
Action: Set a reminder to review and revise job descriptions every six months. Involve hiring managers, recruiters, and even recent hires who can provide fresh insights. By keeping the feedback loop open, you ensure that your job posts never go stale.
Tools That Help You Get There
Refining job descriptions can be simplified by the right technology. Some platforms analyze language to detect bias, suggest gender-neutral terms, or highlight overly complex phrases. Others integrate directly with your Applicant Tracking System (ATS) to track the success of each posting. If you’re curious about a tool that can help streamline these efforts and measure the impact, consider exploring options like Machine Hiring, which provides analytics, unbiased candidate funnels, and more.
Action: Try a free demo from a reputable HR tech provider. Sometimes, seeing the data behind your wording can be eye-opening. You’ll get concrete guidance on where to simplify terms, which qualifications actually matter, and how to present information that resonates with a wider audience.
Refining your job descriptions isn’t just a housekeeping chore—it’s a strategic move to open the floodgates of talent. By using inclusive language, focusing on must-have skills, highlighting growth paths, and staying flexible, you transform intimidating job posts into invitations that more candidates will answer. The result? A richer pool of applicants, more innovation, and a healthier, more diverse team.
So the next time you draft that job post, think: “How can I make someone say, ‘Yes, I can see myself doing this!’?” The difference might surprise you.
Ready to see how smarter job descriptions and unbiased recruitment pipelines can supercharge your hiring? Request a free demo from Machine Hiring and start welcoming a broader universe of talent today.
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