🚫 Stop Hurting Your Employer Brand: 3 Critical Job Description Mistakes to Fix NOW! 📝

HRinder

• 2 min read
🚫 Stop Hurting Your Employer Brand: 3 Critical Job Description Mistakes to Fix NOW! 📝

Your job description isn't just a list of chores; it’s a key piece of marketing content for your employment brand. Poor JDs repel top talent and signal a generic company culture.

Usually companies make three common mistakes that seriously hurt their recruitment efforts and brand image:

1️⃣ Mistake: Focusing Exclusively on Tasks, Not on Impact or Culture

Most JDs are dry lists of duties. Modern candidates seek purpose and a great working environment - your JD needs to sell the WHY.

  • The Problem: 15 bullet points of "must-do" tasks ("Manage calendars," "Generate reports") without context.
  • The Fix (The Soft-Sell): Shift the focus from management to ownership and results.
    • Instead of: "Manage the company's TikTok account."
    • Try: "Own the strategy and execution of our viral TikTok channel, driving a $5M growth goal by engaging Gen Z audiences."
  • SMM Tip: Include a dedicated section that highlights your team culture, company values, work-life balance, and perks. Treat it like a product feature!

2️⃣ Mistake: Using Vague, Cliché, and Uninspiring Language

If your job description bores the candidate, they'll assume the job will, too. Generic language suggests a generic company.

  • The Problem: Overusing corporate jargon and clichés ("Ninja," "Rockstar," "Self-starter," "Synergy," "Fast-paced environment").
  • The Fix (The Brand Voice): Write the description with the same compelling voice and tone you use in your best marketing copy.
    • Be Specific: Instead of asking for a "team player," describe the collaboration: "Collaborate daily with a three-person design team and a data analyst, using Slack for rapid feedback."
    • Show Personality: Your language is a brand filter. It must attract the right cultural fit and actively repel the wrong one.

3️⃣ Mistake: Creating an Unrealistic & Exclusionary "Wish List"

The search for a "purple squirrel" - a mythical candidate who knows everything - will only discourage great applicants.

  • The Problem: Asking for 10+ years of experience for a role requiring skills that have only existed for 5 years, or listing 20 requirements when only 5 are critical.
  • The Fix (The Prioritization): Use clear categorization to be transparent about what's essential.
    • Use Clear Headings: Divide requirements into "Must-Haves" (essential to perform the job) and "Nice-to-Haves" (skills that aid faster growth but can be learned).
    • Focus on Outcomes: Prioritize the skill over the tool. "Proven ability to lower Cost Per Click (CPC)" is better than "Expert in Facebook Ads Manager." This signals you value results over rigid, tool-specific experience.

A well-crafted job description is your best recruiting asset. Stop listing chores and start selling the career opportunity!