From Vague to Valuable: How Job Descriptions Should Actually Be Written

If you’ve ever read a job description that sounds like a Buzzword Bingo card – “rockstar,” “fast-paced,” “go-getter,” “wear many hats” – you’re not alone. The problem isn’t just the language; it’s the lack of clarity behind it.

Too often, job descriptions are written without doing the foundational work: job analysis. The result? Generic listings that attract the wrong candidates and frustrate the right ones.

Let’s fix that.

✍️ The Job Description Isn’t the Starting Point: It’s the Output

A job description should be the end result of a clear understanding of the role:

• What are the day-to-day tasks?
  
• What tools or systems will they use?
  
• What are the outcomes they’re responsible for?
  
• What does success look like after 30, 60, 90 days?
  

Without those answers, the description becomes vague, inflated, or just copy-pasted from another company’s listing.

🚫 Common Mistakes to Avoid

1. Listing personality traits instead of skills
   (“Self-starter” and “team player” say nothing about what the job actually requires.)
   
2. Overstuffing the wishlist
   (“Looking for a marketer who can also design, write, code, run ads, and lead strategy.”)
   
3. Being too abstract
   (“You’ll help us grow.” Okay… how?)
   

✅ What a Good Job Description Includes

• A clear title (not clever for the sake of it)
  
• A short summary of the company’s mission
  
• Specific responsibilities tied to real tasks
  
• Required skills and tools
  
• Success metrics or milestones
  
• Who they’ll report to and collaborate with
  
• A note on your culture and values (if they’re truly practiced)
  

🧠 Pro tip: Run your draft by someone already doing that type of work. Their feedback can spot gaps or unrealistic expectations.

🧩 How This Helps More Than Just Hiring

A great job description becomes the foundation for:

• Interview scorecards
  
• Onboarding checklists
  
• Performance reviews
  
• Promotion paths
  

It’s not a formality: it’s a strategic document.

🔁 The Shift: From Attraction to Alignment

You don’t want more applicants. You want the right ones.
When your job description reflects real work, real tools, and real expectations, it acts like a filter. The right people will recognize themselves in the role. The wrong ones will self-select out.

That’s how hiring becomes less reactive, and more intentional.

📌 Bottom Line:

Your job description shouldn’t be a wish list. It should be a blueprint.