Stop Ghosting Your Candidates (Before They Even Apply)

We’ve all seen them: job descriptions that look like a grocery list of 50 "must-have" requirements, written in dry corporate-speak that makes a dream job feel like a chore.

If your inbox is empty - or worse, filled with candidates who aren’t the right fit - the problem likely isn't the "talent pool". It's your hook.

To hire faster, you need to stop writing lists and start writing invitations. Here is how to overhaul your job descriptions to attract high-performers today.

1. Ditch the Generic Job Title

High-quality candidates search for specific roles. "Rockstar Guru" or "Marketing Ninja" might sound fun, but they aren’t searchable and often come across as a red flag for a chaotic work environment.

2. Lead with the "Why", Not the "What"

The first paragraph should sell the mission, not the tasks. Top-tier talent wants to know that their work matters. Instead of starting with "We are looking for...", start with the problem your company is solving.

3. Focus on Outcomes, Not Tasks

Traditional job descriptions list daily chores. Modern descriptions list responsibilities and outcomes. Instead of "Attend weekly meetings", try "Collaborate with the product team to streamline our sprint cycles by 15%".

4. Humanize the Culture (Skip the Ping-Pong)

Candidates today care more about flexibility, psychological safety and growth than office snacks.

• Mention your remote work policy clearly.
• Highlight professional development stipends or mentorship programs.
• Be transparent about the salary range.

5. Make the Call to Action (CTA) Effortless

If your application process requires someone to upload a resume and then manually re-type that same resume into 20 different boxes, you are losing your best candidates to "application fatigue".

A job description is a marketing document. If you want to attract people who are "fast and efficient" your job posting needs to reflect those exact same qualities.