Basic Recruiting Stuff, Week 1: Writing Job Descriptions That Don’t Suck
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🚨 Basic Recruiting Stuff, Week 1 🚨
Ever read a job description so bad you wondered if the company wants to fill the role? You’re not alone. Most are written by committee—and it shows. (Let’s fix that.)
Welcome to Week 1 of my “Basic Recruiting Stuff” series—your weekly dose of recruiting fundamentals, common pitfalls, and practical solutions from nearly two decades in the search business.
💥This Week’s Focus: Writing Job Descriptions That Don’t Suck💥
✅ What Should Happen:
You craft a job description so clear and compelling your ideal candidate can’t help but apply, and everyone else self-selects out.
🚩 What Usually Happens:
Most job descriptions read like they were written by a committee of lawyers and robots—vague, jargon-packed, and trying to cover every possible skill “just in case.” The result? Qualified candidates scroll past, and you get a flood of resumes from people who once saw a computer.
💡 Why It Matters:
A bad job description slows your search, attracts the wrong applicants, and damages your employer brand. In tech, it’s a recipe for missing out on the talent you actually need—while your competitors snap them up.
🛠️ The ATS Approach:
At Asymmetric Talent Solutions, we start every search with a rigorous discovery process—clarifying minimum viable criteria and what truly matters for success. We map the entire talent market, then craft authentic, targeted outreach that resonates with the right people. Our clients don’t waste time sorting through noise; they see only finalist-level talent, delivered 25% faster and with 5x the qualified options of traditional search, all tracked in real time, with less than 4 hours of your time invested.
🎯 The Takeaway:
If your job description reads like a ransom note or a wish list for Santa, you’ll get exactly what you asked for: chaos. Let’s make job descriptions a strategic weapon, not a recruiting punchline.
