Boring job descriptions scare away top performers

What is the easiest way to get the attention of top candidates?

Pay close attention because I’m about to reveal the winning strategy to attract the best talent before your competitors beat you to it!

Top performers are as curious as everyone else when looking at a new job opportunity.

They don’t think like those unemployed, between jobs as we say. They are not like those who are less concerned about what they work as long as it comes with a paycheck.

Top performers aren’t just browsing job listings out of desperation or boredom. They’re professionals at the top of their game, deeply invested in their careers. They won’t settle for anything less than extraordinary. If your job listing doesn’t scream superiority over their current role, consider them gone.

If the top performers do not see any indication that the job is superior to – or better – than the job they already have, you have lost it.

Do you agree with these statements?

Top performers are already employed. They have secure positions and are looking for opportunities that promise substantial advancement.

?? They lose interest fast. Fail to highlight why your job is a significant upgrade, and they’re out the door, never to return.

?? Missed opportunities hurt your reputation. Lose a top candidate today, and tomorrow they might be telling others how uninspiring your offerings are.

Real talented people will only consider a job that is clearly better than their current job.

Why are most job descriptions so boring?

Let’s get real: most job descriptions are downright boring.

Is it because they’re written by people who lack the passion or understanding of what truly excites top talent?

They focus too much on qualifications and not enough on the compelling challenges and growth opportunities that candidates crave.

I am not sure but most job profiles I see focus on skills and knowledge. That is a lot about what you “must have” and very little about what you “must do”.

Recruiting is also marketing

Recruiting isn’t just about filling positions; it’s about selling a vision.

If you want top-tier talent, your job descriptions and postings need to stand out, offer irresistible incentives, and captivate potential candidates from the get-go.

Mediocrity won’t cut it if you aim to attract the top 10% to 15% of professionals.

Showcasing your company as the ultimate career move is non-negotiable.

So the key is to be different.

The candidates are accomplishers, almost always currently employed with good futures where they are.

Candidates will ask themselves if your job is just another job or if a better one.

If the job profile focuses on skills, experience, academics and industry requirements, then these are not even jobs at all: they are people descriptions. It is not designed to appeal to any type of senior candidate.

A “better job” job description describes a better job

This includes the challenges involved on the job, some of the big projects the person will likely work on, how these will impact the organization, what the person will learn, and how the person will grow.

Focus on the “must-do” to be successful in the job, and less on the “must-have” in terms of years of experience, personality, and educational background.

Remember, top candidates aren’t just looking for another job; they seek career-defining opportunities.

A compelling job description isn’t a laundry list of requirements—it’s a tantalizing glimpse into a better future.

Highlight the challenges, the impact, the learning opportunities, and watch the applications flood in.

Bottom line: To attract top talent, your job descriptions must do more than list qualifications. They must paint a picture of an irresistible career move. Focus on the benefits to the candidate, and watch your recruitment game reach new heights.

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