Still Writing Job Descriptions for "Ninjas" and "Rockstars"? Here’s How to Actually Attract Top Talent Using Job Descriptions, minus the Cringe ??

We’ve all been there—scrolling through endless job boards, eyes glazing over as we read the same generic job descriptions over and over again. "Dynamic individual wanted for fast-paced environment"—what does that even mean?

If your company’s job descriptions sound like they were copy-pasted from a 1990s job manual, it’s time for an upgrade. A well-written job description is your first chance to attract top talent, and trust me, the best candidates are looking for more than just a bullet point list of duties.

So, how do you write a job description that attracts rockstar candidates and doesn’t make them roll their eyes? Here are 5 actionable tips (with examples) to help you write job descriptions that stand out and draw in the best talent. Let's dive in!

1. Start With a Catchy and Clear Job Title

The first thing a candidate sees is the job title. If it’s boring, unclear, or (worse) confusing, your perfect candidate might scroll right past it. Here’s the golden rule: Be specific and clear about what the job actually is.

Bad Example:

"Marketing Ninja" (Ninja? Really? What kind of weapons will I need for this job?)

Good Example:

"Digital Marketing Specialist (3+ Years Experience)" (This is clear, specific, and tells me what level you're looking for.)

?? Actionable Tip: Avoid buzzwords like “guru” or “rockstar.” Candidates are looking for clarity, not mystery. Stick to commonly searched terms that match their skills and expectations.

2. Make Your Company Sound Like a Great Place to Work

Think about it: you’re asking candidates to tell you all about their achievements, but what’s in it for them? A job description shouldn’t just list what you need—it should also show why they should want to work for you. Candidates are looking for culture, perks, and purpose.

Example:

“At [Company Name], we’re not just another [industry] company. We’re a team of innovators, and we believe in creating a fun, flexible work environment. From weekly team lunches to quarterly hackathons, we foster creativity and collaboration—while making sure everyone gets home in time for dinner.”

?? Actionable Tip: Share your company culture! Highlight perks, like remote work options, growth opportunities, or flexible hours. 72% of job seekers say company culture is a major factor in choosing where to apply (Glassdoor).

3. Avoid the Laundry List of Responsibilities

Sure, candidates want to know what the job entails—but they don’t need an overwhelming list of every single thing they’ll ever do. Focus on the key responsibilities that are most important to success in the role.

Bad Example:

“You will be responsible for making coffee, responding to emails, ordering office supplies, scheduling meetings, writing reports, organizing birthday parties…”

Good Example:

“As a Digital Marketing Specialist, your main focus will be creating and managing digital campaigns, analyzing data, and optimizing performance to drive traffic and engagement.”

?? Actionable Tip: Stick to 5-7 key responsibilities. Keep it concise, and focus on the impact the role will have on the company.

4. List Must-Have Skills and Keep the "Nice-to-Haves" to a Minimum

You know those job descriptions where they ask for everything under the sun? No one is an expert in Photoshop, JavaScript, accounting, and basket weaving all at once. 63% of candidates will pass on a job if they feel underqualified (LinkedIn).

Bad Example:

“Must be proficient in Microsoft Office, Google Analytics, WordPress, video editing software, Python, and also able to do handstands.”

Good Example:

“We’re looking for someone with 3+ years of experience in digital marketing, with strong skills in SEO and Google Analytics. Bonus points if you’re familiar with email marketing or WordPress.”

?? Actionable Tip: Stick to the must-have skills and leave the “nice-to-haves” for the bonus section. This makes the job feel more approachable and less intimidating.

5. Be Realistic About Requirements (Don’t Scare People Off!)

One of the biggest mistakes companies make is listing unreasonable requirements. Unless the job truly requires 15 years of experience and three PhDs, don’t scare off candidates who may be a great fit but have a slightly different background.

Bad Example:

“Must have 10 years of experience in a role that has only existed for 5 years.”

Good Example:

“We’re looking for someone with 5+ years of relevant experience. If you’ve worked in fast-paced environments and love collaborating with creative teams, we’d love to talk!”

?? Actionable Tip: Be reasonable with your expectations. Focus on relevant experience over hard numbers, and don’t include more than what’s absolutely necessary.

Bonus Tip: Sell the Growth Opportunities

Top candidates aren’t just looking for a job—they’re looking for career growth. In fact, 87% of millennials say that professional development is a key factor in their job search (Gallup).

Example:

“At [Company Name], we believe in investing in our people. You’ll have opportunities to grow within the company, whether it’s through mentorship programs, leadership training, or taking on bigger projects over time.”

?? Actionable Tip: Let candidates know that they’ll have room to grow, develop, and make an impact. This shows you’re committed to their future, not just the company’s immediate needs.

Why This Matters: Better Job Descriptions = Better Candidates

Here’s the thing: you get what you ask for. A clear, engaging, and human job description will attract the same kinds of candidates. When you focus on creating a job post that’s both informative and exciting, you’ll get applications from candidates who are genuinely interested and qualified. Win-win, right?

Final Thoughts: Writing a Job Description That Attracts the Best Talent

Writing job descriptions doesn’t have to be boring, and it definitely shouldn’t be a cookie-cutter process. By making your descriptions clear, engaging, and focused on the candidate, you’ll set yourself apart from the countless companies still using buzzwords like “self-starter” and “guru.”

Remember:

• Be specific with your job titles.
• Sell your company culture and what makes working for you awesome.
• Keep your lists of responsibilities and qualifications concise and realistic.
• Show how the candidate can grow and develop in the role.

By following these tips, you’ll be attracting the top talent in no time—no more ninja job titles required. ??