Let’s be really honest for a second : Most job descriptions today are absolutely killing your chances of hiring great people.

And not in the “wow, that was impressive” kind of way.

More like, “this sounds like every other boring corporate job and I’m already asleep” kind of way.

I can’t tell you how many times I’ve seen companies complain about “a talent shortage” – while posting JD after JD that reads like it was written by a committee of robots.

No wonder the right candidates are ghosting you.

Here’s the truth :

Today’s talent isn’t just looking for a job. They’re looking for meaning. Growth. A reason to pick you over the hundred other companies desperate for their attention.

And if your job description doesn’t speak to them, it’s game over before you even start.

What’s Actually Wrong With Most Job Descriptions?

First off, let’s talk about the usual suspects:

• Laundry lists of skills: “Must know X, Y, Z, plus 5 certifications, plus 10 years of experience for an entry-level salary.” Cool. Totally realistic.

• Zero personality: You say you want someone “dynamic and creative” but your JD reads like a legal disclaimer.

• No real story: What’s the mission? Why does this role even matter? What are they building toward if they join you?

• Buzzword vomit: “Self-starter,” “fast-paced environment,” “team player,” “rockstar,” “guru”… Can we not?

And here’s the kicker :

If your job post sounds just like everyone else’s, the best candidates will assume your workplace is just like everyone else’s – forgettable.

Candidates Are Different Now – Wake Up to It

Today’s workforce (especially Millennials and Gen Z) aren’t playing the same game anymore.

They grew up watching companies lay off “family” employees overnight.

They’re not loyal by default. They’re choosy. They’re paying attention to the vibe you’re putting out from the very first interaction – and yes, your job description is part of that vibe.

They want :

• Clarity (what exactly am I signing up for?)

• Impact (how does my work matter?)

• Growth (can I level up here, or will I be stuck?)

• Humanity (is this a company or a machine?)

If your JD doesn’t answer at least some of those – you’re invisible. Period.

How to Write Job Descriptions That Actually Attract Good People

Alright, enough doom and gloom. Let’s get into what you can actually do differently.

1. Start With Why, Not Just What

Instead of diving straight into responsibilities, open with why this role exists.

Example:

“We’re building India’s first AI-powered mental health platform because we believe mental wellness should be affordable and accessible to everyone. As our Content Manager, you won’t just create posts – you’ll help break stigmas and drive change.”

See the difference? It’s emotional. It’s mission-driven. It tells a story.

People want to be part of something bigger than a checklist.

2. Talk Like a Human, Not a Policy Manual

Use a voice that matches your culture.

If you’re fun and casual? Sound fun and casual.

If you’re sharp and serious? Sound sharp and serious – but don’t lose the humanity.

Bad example:

“Candidate must possess the ability to liaise cross-functionally with relevant stakeholders.”

Better example:

“You’ll work with our product, design, and ops teams to make sure projects run smoothly – and people aren’t stepping on each other’s toes.”

Simple English wins. Every time.

3. Show Growth, Not Just Tasks

Don’t just tell them what they’ll do. Tell them how they’ll grow.

“You’ll start by leading one marketing channel and, if you crush it, we’ll help you expand into managing a full content team within 12 months.”

High performers are magnetically drawn to growth paths.
If you don’t show one, they’ll find a company that does.

4. Cut the “Unicorn” Syndrome

Stop stacking your JD with every possible skill under the sun.
You don’t need a full-stack developer who’s also a graphic designer, SEO expert, copywriter, and part-time sales closer.

Pick the 3–5 real must-haves.
Train the rest. Build loyalty by investing in them – not expecting them to be perfect on Day 1.

You’re hiring a person, not a Marvel superhero.

5. Give a Taste of the Culture

Don’t wait till the interview to show your company’s vibe.
Inject little hints of culture inside the JD.

Example:

“We don’t believe in clocking 60-hour weeks. We believe in smart, high-impact work and protecting your evenings.”

Or :

“Monthly team lunches are non-negotiable — we take food (and memes) very seriously.”

Those small lines? Gold. They tell candidates what it’s actually like to work there, not just corporate spin.

6. Be Honest About the Tough Stuff

Don’t sugarcoat if things are messy. Smart candidates see right through that.

If you’re in startup chaos? Say it.

“We’re still figuring out some of our processes — if you need everything perfectly mapped out, this might drive you nuts. But if you love solving problems on the fly, you’ll thrive here.”

Honesty attracts the right people and saves you pain later.

A Quick Personal Story

Once, while helping a startup hire their first Product Manager, I rewrote their JD to actually sound like their founder – passionate, fast-talking, obsessed with customer experience.

We didn’t polish it. We didn’t hide the chaos. We just told the truth.

Result?
The right candidate (who’s still with them today) said, “Your JD sounded crazy, but in a good way. I knew exactly what I was signing up for.”

People don’t need perfect. They need real.

Final Words : Stop Copy-Pasting. Start Connecting.

You can have the best role in the world, but if your job description puts people to sleep – you’ll never even get a chance to tell them about it.

Today’s candidates are filtering you just as hard as you’re filtering them.

You have one shot to make them feel something. Excitement. Curiosity. Hope.

Write like someone you respect is reading it.

Write like you’re telling a friend about a once-in-a-lifetime opportunity.

Write like a human being.

And watch what happens to your hiring game.