Crafting Job Descriptions

Today's job descriptions are awful. They drive away top talent and waste everyone's time. Here are 8 things every great job description should include: 1. A Realistic Salary Range Sorry, but $0 - $400,000 isn’t a real range. You’re not fooling anyone with this. You’re just telling candidates that you think pay transparency isn’t something you’re serious about. 2. Location Transparency Remote means remote. Fully in office is fully in office. Saying a position is “remote” only to mention it’s hybrid or in office at the bottom doesn’t help anyone. 3. Clear, Realistic Qualifications Listing every platform, skill, and qualification imaginable in an industry isn’t realistic. Get clear on your needs and goals, research the specific skills this hire needs, and include them by name. 4. Who Will Excel in This Role Outline the ideal hire for this role, including: - Traits - Tendencies - Work Style - Cultural Fit Be specific and share examples! 5. Who Isn’t a Fit for This Role Outline who wouldn’t be a good fit for this role, including: - Expectations - Tendencies - Work Style - Cultural Fit Be specific and share examples here too. 6. Describe What Success Looks Like Describe what success will look like for this hire, including: - Tangible Goals - How Goals Are Calculated - How Goals Are Monitored - How Employees Are Supported In Reaching Goals 7. Describe the Team Culture Culture is key for both employers and employees. Describe yours including: - Work Style - Boundaries - Values - Expectations 8. Outline the Hiring Process Include a step-by-step timeline of the hiring process, including: - How many rounds - Stakeholders involved - Estimated response times Then stick to it. What did I miss?

Job Posters... LISTEN UP 🗣️ I have been seeing a MASSIVE amount of job descriptions out there that are not up to legal compliance. This includes: ❌ salary transparency! New laws went into place were more states are requiring brackets or a listed salary on the ad! ⭐️ Even if your Job Ad states Remote, then you HAVE to list salary brackets for those who live in transparency law states. ⭐️ ❌ missing clauses! Not seeing EEOC or OFCCP alignments ❌ geographic clarity! Big legal issues here if you're not saying remote, hybrid or onsite roles correctly. This includes in-state only but remote. I won't even talk about the spelling errors, the accidental postings, the wrong info copied & pasted, and those with half the job ad missing. ✅ Let's do better... because we aren't even hitting basic fundamentals at this point. It does not happy what type of company, size or phase the company is in, they must obey by federally and state laws. 👉 By not following these actions, you're setting your company up for law suits, BBB reporting and class action cases. Make sure they you're hiring a team that understands the critical need for labor relation compliance. #wakeup #jobsearch #hiringandpromotion #jobapplicationtips

Everyone thinks writing a job description is easy. But after helping 200+ companies hire hundreds of candidates, there’s one thing I’ve learned.. There's an average JD that reads like a shopping list of skills and requirements. VS. A good JD that makes top talent think "This is exactly what I've been looking for." The difference? Average JDs list what candidates need to have. Great ones paint a picture of what they'll help you build. Last month, a founder came to me frustrated. "Monty, I don't get it. We've got a perfect JD. Great salary and perks with clear requirements. But after 50+ applications, we're still searching." I took one look at their job description and spotted the issue immediately. They missed the mark on the most important parts: 🔸 What success in the role looks like. 🔸 How the candidate can grow with the company. 🔸 A glimpse into the culture they’d be stepping into. After helping them rewrite it, that same founder filled the role in 72 hours. With someone who exceeded their original expectations. Because great talent isn't looking for a job. They're looking for clarity about the impact they can make. That's exactly why at Pearl Talent, we don't just help you hire. We help you tell the story that attracts the right people. But the difference between a good hire and a game-changing hire isn't in the Job Description. It's in knowing where to look. Your competition isn't just hiring. They're building armies of game-changers at a fraction of the cost. The real question isn't "Should I hire overseas talent?" It's "How much longer can I afford not to?" #startups #entrepreneurship #recruitment #leadership #hiring #globaltalent #remotework #jobdescriptions

Nothing spells disaster faster than a bait-and-switch job offer. You need to ensure your employer branding is unapologetically honest. Why? 1. Candidates aren't stupid. They can smell corporate BS a mile away. When you're upfront about your culture, you attract people who actually fit—and repel those who don’t. 2. Honesty fosters trust. When potential hires see you're transparent about the daily grind, the challenges and the victories, they're more likely to believe in your mission. 3. No one wants to feel like they've been sold a lemon. By giving candidates the real deal upfront, you avoid the revolving door of disillusioned new hires. People know what they're getting into and are ready to commit. So, how do you GET REAL about what working at your company is like? 1. Conduct anonymous surveys, focus groups and one-on-one interviews. Get the dirt straight from the trenches. Ask your employees what’s working, what’s not and what’s just plain ugly. 2. Share the results with your team. All of it. The good, the bad and the brutally honest. Demonstrate that you’re listening and ready to act. 3. Write job descriptions that reflect the real day-to-day. Highlight the challenges as much as the perks. If the job involves late nights or tough deadlines, say it. You now have all the materials needed to create an employee culture playbook. Notice that I DIDN'T say an employee handbook. Your playbook needs: 1. Real stories from real employees. Capture their experiences, their challenges and their triumphs. Make it personal and relatable. 2. Show how your core values play out in everyday situations. Use examples and anecdotes. 3. Be upfront about the demands and expectations. Let potential hires know what they’re signing up for. Honesty here saves time and heartache down the road. Your employer branding requires: 1. Behind-the-scenes videos, day-in-the-life blogs, candid photos—give outsiders a genuine glimpse into your world. 2. Employee ambassadorship. Encourage them to share their stories on social media and at industry events. Authentic voices from within carry more weight than polished corporate messages. 3. Consistency. All of your employer branding materials—website, social media, ads—should reflect the same honest, transparent approach. Remember... 1. This isn't a one-and-done process. Keep the lines of communication open. Regularly check in with employees to get their feedback and gauge their sentiment. Make adjustments as needed. 2. Your company culture isn’t static. As you grow and change, so should your approach to employee experience and branding. Stay agile and responsive to your team’s needs and feedback. 3. Leadership needs to model the behavior. Be transparent about company decisions, challenges and successes. 4. Your actions must align with your words. If you promote a culture of feedback and improvement, demonstrate it through your policies and practices. #employeeexperience #employerbrand #ThatAshleyAmber

Struggling to attract top talent? Your job descriptions might be the problem! Too many job ads are just a laundry list of tasks, qualifications, and experience requirements. If that’s all you’re offering in a candidate-short market, don’t expect top talent to come knocking... A great job description should excite and inspire - not just inform. The first paragraph should instantly grab the readers attention by showing why this role is special compared to similar jobs elsewhere. Here are some prompts to make your next JD stand out: 💡 What makes this role unique? How is it different than the 20 other vacancies your competitors are also hiring for? 💡 Why will candidates feel proud to work here? What can they tell their friends and family about what they do? 💡 How does this job make a real impact? 💡 What growth, learning, and mentorship opportunities exist? 💡 What are the must-have skills? (Put these upfront to filter out unqualified applicants.) 💡 What’s the company’s vision and trajectory? 💡 What is your employee tenure like? Why do your current employees love working for you? The best job descriptions don’t just list requirements—they sell the opportunity. Make every word count. What else do you think makes a job ad exciting? Drop your thoughts below! 👇

Dear #Employer, are your job postings unintentionally setting you up for legal trouble? Phrases like “recent college graduate,” “digital native,” or even “must be able to lift 50 pounds” (when it’s not an actual job requirement) can expose you to claims of age, disability, or other forms of discrimination. It could violate federal laws like the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), or Title VII of the Civil Rights Act, which prohibit discrimination based on protected categories such as age, disability, sex, race, and more. It could also violate state laws. Here’s a quick checklist for compliant job postings: ✔️ List only the actual qualifications, skills, and experience required for the job. Avoid implying preferences that could exclude protected groups. ✔️Words like “young,” “energetic,” or “perfect for millennials” can signal age discrimination under the ADEA. ✔️If physical abilities are listed, specify that accommodations will be made in compliance with the ADA, unless the requirement is a bona fide occupational qualification (BFOQ). ✔️ Include an Equal Employment Opportunity (EEO) statement welcoming applicants from diverse backgrounds and affirming your commitment to non-discrimination. ✔️ Ensure the application process and postings are accessible to candidates with disabilities, as required by the ADA. Review your job postings carefully, because small oversights can lead to claims, investigations, and lawsuits. A proactive approach now is far less costly than a reactive one later. If you’re unsure whether your job postings are compliant, consider consulting with your employment counsel to identify and address potential risks before they become legal challenges. ❓So, is the grape stomper job posting illegal? What do you think? ***************************** If you manage employees or advise on employment matters, 🔔 follow me 🔔 to stay informed on the essentials of #employmentlaw. Gain insights to help foster a compliant, equitable, and risk-aware workplace. #humanresources #hr #inhousecounsel #utahemploymentcounsel

More and more job descriptions look like copy-paste jobs from other listings. Or even worse, generic ChatGPT exports. Put any JD on LinkedIn right now and you will garner 100s of applications. But that's not a particularly helpful goal considering the top candidates you want to attract rarely apply to roles. The point of a JD shouldn't be a non-specific list of responsibilities and duties that give potential candidates little to no insight into what you're really looking for. Just as a JD should attract a small sliver of the best candidates, it should detract a majority of off-target applicants. Here's a few simple questions to think through in order to write an effective JD, particularly if you're a company without a lot of name recognization: 1) What is the 1 thing you want your perfect candidate to be the top 1% in the world at? 2) What is the UVP (unique value proposition) that would make a top prospect excited about your company? You should only lead with 2 or 3 UVPs that set your company and role apart. Here's some options on what your hiring UVP could be: a) Traction (Revenue, % growth, subscribers) b) Product that people love c) Mission (Be careful here, everyone is sick of empty missions) d) Impressive founders and team members e) Impressive investors f) First-to-market / category-creator g) Low employee turnover h) High Glassdoor reviews i) Ownership (Team size, budget, resources, founder direct report, lack of bureaucracy) j) Press mentions 3) What are the top 3 business-oriented opportunities that this hire should attack? 4) What are the sectors that this hire should ideally come from? Be specific here, and don't try to cast a wide net. If you're a healthcare company and really wants someone from healthcare, don't be coy -- just state it directly. 5) What is the scale of company this person should come from? Do you want someone who spent the past few years at sub-50 person startups? Or at FAANG? 6) What language are you using for JDs that can be written about any role at any company? Delete it all if it's not unique for this role. We all want to hire a "collaborative team player", so it's meaningless at this point and drudgery to read. We collaborate closely with founders and execs to craft custom JDs using these questions, and regularly get better candidates who response positively to not having to read another copy-paste job. In the comments is an example of the result of this process for a CMO role we're working on with Venus Et Fleur. Look, I get it, the CEO wants you to throw up a JD today to see who applies, and you just want to knock it off your to-do list. I'm very guilty of this too. But if you're not making your JD great, you're missing out on getting the best people on your doorstep.

Most job descriptions I see repel talent. Here’s how to fix yours: 1. 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗜𝗺𝗽𝗮𝗰𝘁, 𝗡𝗼𝘁 𝗧𝗮𝘀𝗸𝘀 → Bad: “Manage customer accounts.” → Good: “Build lasting relationships with our top clients, driving 20% revenue growth.” 2. 𝗨𝘀𝗲 𝗥𝗲𝗮𝗹 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲 → Bad: “Utilize robust communication skills.” → Good: “Talk to people.” 3. 𝗣𝗮𝗶𝗻𝘁 𝘁𝗵𝗲 𝗩𝗶𝘀𝗶𝗼𝗻 → Show how this role contributes to the bigger picture. → Create excitement, not just a checklist. 4. 𝗗𝗶𝘁𝗰𝗵 𝘁𝗵𝗲 𝗕𝘂𝘇𝘇𝘄𝗼𝗿𝗱𝘀 → Bad: “Synergize cross-functional teams.” → Good: “Work well with others.” 5. 𝗚𝗲𝘁 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 → Bad: “Comfortable with change.” → Good: “Adapt quickly to new tools and processes.” 6. 𝗦𝗵𝗼𝘄 𝗖𝗮𝗿𝗲𝗲𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 → Outline clear paths for advancement. → Highlight mentorship, learning opportunities, and future roles. 7. 𝗧𝗮𝗹𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲, 𝗡𝗼𝘁 𝗣𝗲𝗿𝗸𝘀 → Share what makes your workplace unique. → Tell candidates why they’ll love it here beyond just benefits. Your turn: How would you make job descriptions better?

Job ads are hit or miss, but they work 100X better if you stop posting the legal job description HR created. Unfortunately most contractor's job ads all look the same - despite each company offering very different employment experiences. Here’s the truth: candidates don’t want a checklist. They want a story they can see themselves in. -What does success in the role look like after 90 days? -What kind of projects are they walking into? -How big is the team? Who do they report to? What tools are being used day to day? Do they have dedicated support staff? - What does the company stand for? These are the questions candidates are asking when they scroll through job boards. And they’re not looking for fluff—they’re looking for specifics that help them picture where they’ll be spending 40 hours a week. When we support hiring teams, we push them to go deeper. Not just what the job is, but what it feels like to do that job at your company. Describe the culture. Share the project scope. Highlight growth paths. That’s what turns a passive reader into an engaged applicant. Generic job ads attract generic candidates. But a clear, well-written story? That attracts the ones who actually want to be there!

Most job postings read like a laundry list of demands. -Must have X years of experience. -Must be able to work under pressure. -Must thrive in fast-paced environments. It’s all about what you want — and not enough about what they care about. Top candidates aren’t desperate. They’re discerning. If your posting doesn’t make them feel something — clarity, excitement, purpose — they scroll right past it. Here’s how to fix it ✅ Write like a human, not a legal department. - Strip out corporate clichés. Make it conversational. If you wouldn’t say it in real life, don’t write it. ✅ Start with the “why.” - Why does this role matter? What problem will they solve? What impact will they have in 3, 6, or 12 months? ✅ Define success, not just responsibilities. - Telling them what they’ll do is fine. But telling them what winning looks like? That’s powerful. ✅ Culture > Perks. - Don’t just list benefits like “pizza Fridays.” Talk about autonomy. Talk about how you handle failure. Talk about what growth looks like in your team. ✅ Make it about them, not just you. - If your post reads like a wishlist instead of a conversation, it’s time to rewrite. A great job posting doesn’t repel. It resonates. It invites the right people in — and filters the wrong ones out naturally. You don’t need more candidates. You need the right ones. ----- Hey, I’m Julius Richardson, SHRM-TA, M.S. OrgLeadership I help companies attract top-tier talent through better employer branding, magnetic job posts, and people-first hiring strategies. If your hiring process needs a refresh, let’s connect. #EmployerBranding #HiringTips #TalentAttraction #JobPostings #RecruitmentStrategy #PeopleFirst #HiringDoneRight #LinkedInTalent #RecruitSmarter #B2B #Leadership