10 Mistakes in Job Descriptions
A job description is more than a list of duties; it’s your company’s first handshake with potential talent. Done well, it can captivate the right candidates. Done poorly, it might scare them off or attract the wrong crowd. Unfortunately, many organizations unknowingly undermine their hiring efforts by making avoidable mistakes in job descriptions.
We’re finance recruiters, and we’ve had a lot of experience writing job descriptions. Let’s explore some of the most common pitfalls and how you can sidestep them to craft compelling, effective job posts.
1. Vague or Generic Language
The Problem: Phrases like “dynamic team player” or “must have excellent communication skills” lack specificity.
The Fix: Be crystal clear about the role. Instead of “excellent communication skills,” specify tasks like “drafting concise reports” or “presenting ideas effectively in team meetings.” If you’re hiring for a finance consultant or niche role, Clarity really helps candidates understand what’s expected.
2. Laundry List of Requirements
The Problem: A mile-long list of qualifications can intimidate applicants, particularly those from underrepresented groups. Instead of heavily focusing on requirements and qualifications, we encourage thinking of it as a job advertisement rather than a simple description.
The Fix: Differentiate between “must-have” and “nice-to-have” skills. This approach broadens your candidate pool while encouraging more diverse applications.
3. Overlooking Diversity and Inclusion
The Problem: Gender-coded words like “rockstar” or “ninja” can alienate potential candidates.
The Fix: Use inclusive, gender-neutral language. Tools like Textio or Gender Decoder can identify and eliminate biased phrasing, ensuring your job post welcomes everyone.
4. Excessive Company Jargon
The Problem: Using internal acronyms or obscure terms creates confusion for candidates outside your organization.
The Fix: Write in plain language. Assume your reader knows nothing about your company culture or insider terminology.
5. Skipping Critical Details
The Problem: Missing information about salary, location, or work flexibility leaves candidates guessing and reduces trust.
The Fix: Be upfront about compensation, benefits, remote options, and growth opportunities. Transparency attracts candidates who are genuinely aligned with the role.
6. One-Sided Focus on Requirements
The Problem: Listing demands without highlighting what the company offers makes the post feel transactional.
The Fix: Balance the job description by showcasing perks like career development, company culture, or opportunities for impact. Sell the role, not just the responsibilities. Annum Shah, the Managing Director of Recruitment Services at Clarity explains, “When we shift our approach to first fully understanding a role and how to market it, the results are clear: better candidates, greater interest, and stronger talent pipelines.”
7. Overwhelmingly Long Job Descriptions
The Problem: Dense, wordy posts discourage candidates from reading or applying.
The Fix: Use bullet points for easy skimming and stick to concise, informative sentences. Aim to inform without overwhelming.
8. Ignoring Keywords
The Problem: Missing industry- and technology-relevant terms or other keywords reduces your job post’s visibility online. Moreover, using an obscure job title limits searchability.
The Fix: Use the correct job title for the role and research keywords that job seekers in your field are likely to use, weaving them naturally into the description. This simple tweak boosts discoverability on job boards and search engines.
9. Weak or Generic Openings
The Problem: Starting with “We are hiring” fails to grab attention.
The Fix: Open with a hook that sparks interest, like, “Join our mission to revolutionize Accounting Recruitment for small businesses worldwide.” The magic lies in communicating why this opportunity stands out: whether it’s the company’s purpose and mission, its culture and growth potential, professional development opportunities, or unique perks.
10. No Call-to-Action
The Problem: Leaving out instructions for applying creates confusion.
The Fix: Clearly outline next steps and set clear expectations for those applying into the role. Job descriptions should always close with some form of call-to-action. For example: “Submit your resume and cover letter to [email protected] by specific date”
The Bottom Line
Job descriptions are more than a checklist; they’re a marketing tool that represents your company and the role you’re offering. By avoiding these common mistakes and incorporating clarity, inclusivity, and engagement, you can attract top talent and set your team up for success.
Remember, hiring is not just about finding the right fit—it’s about being the right fit, too. Take the time to craft job descriptions that reflect the value your organization brings to the table. You might just end up with an influx of the best applicants you’ve ever received.
TIP: If you’re looking to transform your finance function but aren’t sure where to start or who to hire next, check out our Finance & Accounting Org Charts to see what structure is recommended at various stages of growth.
