How to write a job description that doesn’t sound like it was written in 2003

Avoiding jargon, unnecessary degree requirements and actually making people want to apply

Let’s face it: most job descriptions are dull. Or confusing. Or both.

If you’ve ever read one and thought “What do they even want me to do here?” — you’re not alone. And if you're hiring, it’s worth knowing that your job ad is often someone’s first impression of your company.

So, it’s worth getting right.

Here’s how to write a job description that’s modern, clear and makes the right people say, “Yes. That’s for me.”

1. Start with what matters, not a buzzword list

So many job ads start with vague clichés like “We’re looking for a rockstar...” or “Join our fast-paced team...” which means nothing to most candidates.

Instead, try:

What will this person actually do in their first 3–6 months?
What kind of problems will they help solve?
What kind of team or environment will they be joining?

💡 Quick fix: Replace vague terms with specific actions or goals.

Instead of: “Self-starter with great interpersonal skills”

Try: “You’ll manage your own projects and regularly connect with other teams to share ideas and feedback.”

2. Ditch the long list of demands

Yes, you want someone brilliant. But do they really need five years of experience, a master's degree and knowledge of every tool under the sun?

When job descriptions are too demanding, great people (especially women, people of colour and young applicants) often don’t apply — even if they could do the job.

✅ Focus on what’s essential vs. what can be taught

✅ Say what’s nice to have, but not required

✅ If a degree isn't strictly necessary — say so

💡 Tip: Add a line like: “If you don’t meet every single requirement but feel this could be a great fit, we’d still love to hear from you.”

3. Explain what success looks like

Rather than listing a dozen vague responsibilities, try painting a picture of what success might look like.

💡 Example: “After 3 months, you’ll have launched your first campaign and tested different formats to see what’s landing with our audience. You’ll have introduced new ideas to the team and worked closely with our content lead to plan what’s next.”

This gives candidates something to imagine themselves doing, which is far more powerful than a list of bullet points.

4. Make it human

Most job ads sound like they were written by software, not people. And when everything sounds the same, it’s hard to get excited about applying.

Bring in your team’s tone of voice. Be clear, conversational, and kind. You’re not trying to impress other companies — you’re speaking to real people who want to know what it’s like to work with you.

💡 Try lines like:

“We know job descriptions can be intimidating — we don’t expect you to tick every box.”
“You’ll be supported by a brilliant team who genuinely care about each other’s success.”
“No two days are the same (in a good way).”

5. Be transparent about pay and flexibility

More and more candidates are skipping over jobs that don’t show salary. And rightly so.

Sharing pay upfront builds trust and reduces bias. If you’re unsure, give a range. Be honest about flexible working too — whether it’s fully remote, hybrid, or in-person.

"Job ads that include salary information get up to 30% more applicants."

– LinkedIn Talent Solutions

💡 Also worth mentioning:

Working hours (any flex?)
Benefits (big or small — it all helps)
The hiring process (roughly how many stages, any tasks to prepare for?)

6. **Avoid this jargon (*please***)

These phrases are still floating around job boards and don’t do anyone any favours:

🚫 “Like a family” – sounds like boundaries don’t exist

🚫 “Must thrive under pressure” – makes people think burnout is part of the deal

🚫 “Work hard, play hard” – again, what are we really saying here?

Instead, speak plainly about what the role is really like — the pace, the culture and how people are supported.

A Quick template to use and make your own

Here’s a simple job description structure that works well:

Intro: What’s the role, and what kind of person might love it?
The role: What will they do day-to-day and over time?
About you: The skills/traits/experience that’ll help them succeed
The team and culture: What’s it like working with you?
Pay, benefits, flexibility: Be as transparent as possible
How to apply: Timeline, what to expect and who they can contact with questions

In summary?

Great job descriptions are about clarity, not perfection. You don’t need flashy language or a massive list of demands. Just make it easy for someone to imagine themselves in the role — and show that your company actually values people.

Want help reviewing your job ads or attracting Gen Z talent?

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