06-10-2026
Post the wrong job description and you'll usually get one of two outcomes: barely any applicants, or a flood of applicants who don't actually fit the role. Both waste time, and both are avoidable — the fix almost always starts with how the job was described in the first place.
Here's what separates a job description that filters for the right candidate from one that just fills space.
Where Most Job Descriptions Go Wrong
1. They list everything "required" with nothing prioritized.
When ten skills are all marked as must-haves, strong candidates who are missing one skip the role entirely — even if they'd have been perfect.
2. They describe the role, not the outcome.
"Manage the sales pipeline" tells a candidate what they'll do. "Grow monthly recurring revenue by finding and closing new accounts" tells them what success looks like — and attracts people who want to be measured on results.
3. They're copied from an old posting.
Roles evolve. A job description recycled from two years ago often no longer matches what the position actually needs today.
What to Include Instead
- Separate "must-have" from "nice-to-have" clearly. Two or three real requirements, not ten.
- Lead with what the person will actually achieve, not just a list of daily tasks.
- Be specific about company context — team size, who they report to, and what a typical week looks like. Vague descriptions attract vague candidates.
- Be upfront about salary range or benefits where possible. It filters out mismatched expectations before the first interview, saving everyone's time.
The Real Test
A good job description should make the right candidate think "this is exactly what I'm looking for" — and make the wrong candidate self-select out before they even apply. If you're getting a high volume of applicants who clearly don't fit, the description is usually the first thing to fix, not the screening process.
If you'd like a second opinion on a job description before you post it, reach out to the Creative HRC team.
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