Welcome to The Hero 🗞️. This is approximately a 2.5-minute read.
🔍 Why most JD’s are terrible
📩 The writing mistake that kills candidate interest
💡 The only way to write a job description that works
TL;DR
Most job descriptions fail on clarity (not compensation) 🤯
And the best job descriptions read like instructions, not marketing copy.
🚨 Why Great Candidates Skip Your Job Posting
Job descriptions don’t fail because of the candidate.
They fail because they’re written like a piece of marketing material.
Another main reason job descriptions fail is:
They are written entirely from the company’s point of view - not the candidate’s.
The candidate should always be the hero and you always put the hero first.
A job description isn’t your company story…
It’s a clear, practical document meant to explain what needs to get done.
(not a wish list)
Here’s the reality:
Strong candidates skim.
They decide in under 5 seconds whether the role is worth their time.
If they can’t understand the job quickly, or you put some crazy title nobody has heard of - they bounce ✌️
The full breakdown is just below - don’t miss it! 😉
Links of the Day:
🔗 Best Links
Here are some of the best links I’ve found since last time I emailed you:
🗺️ Interview Strategy
Interview Training for Hiring Managers (link)
Evaluate Candidates & Interview Feedback (link)
🔎 Candidate Experience & Recruiting Process Design
Hiring Process FAQ (link)
Communicating the Recruitment Process (link)
👩💼 Onboarding & Ramp
All-Remote Guide (link)
All-Remote Handbook Hub (link)
✅ Retention & Churn Reduction
Up-skilling for Retention (link)
AI-Powered Employee Retention (link)
🍪 Write a Job Description That Gets Interest
1. Stop Using “Cute” Job Titles
Data Ninja
Marketing Rockstar
Growth Wizard
Nobody is searching for these…
Nobody finds them funny or clever -
And they don’t drive applications.
Use title your ideal candidate already has - or wants next.
Clear titles convert.
“Cute” titles confuse.
💡 Common Rule: If your job description can’t be searched or found, it can’t be filled.
2. Write for Outcomes, Not Tasks
Most job descriptions are just laundry lists:
“Manage X”
“Support Y”
“Assist with Z”
That tells a candidate… nothing.
Instead, answer one question:
What does success look like in this role after 6-12 months?
Write the outcomes (of the job) with clarity.
Clarity builds confidence.
Confidence drives applications.
3. Cut the Wish List
If your requirements section is longer than your responsibilities section -
You’re cooked.
Candidates don’t apply unless they feel qualified.
The longer the list, the smaller your candidate pool.
Separate must-haves from nice-to-haves.
And be honest 😊
You’re hiring a human, not a Build-A-Bear.
4. Make It Scannable
No one is reading dense paragraphs.
The simpler, shorter, more concise you make it -
The better.
Again, you just need them to apply.
5. Remember: You’re Selling, Too
A job description isn’t just a filter.
It’s an ad.
Make sure it reads attractive to someone looking for their next opportunity.
To Sum It Up…
Write job descriptions like instructions - not marketing copy.
Respect the reader’s time.
Tell them what they’ll do, and why it matters.
And To Wrap It Up…
Most job descriptions don’t fail because of pay, perks, or timing -
They fail because they’re unclear, bloated, and written for nobody in particular.
A great JD makes the role obvious, the expectations concrete, and the upside worth considering.
P.S. Want to see one of the best job descriptions we’ve ever come across?
HOW WE CAN HELP?
There are a few ways:
Or you can just reply to this email.
I reply to absolutely everyone who writes me back 🙂
