Skip to main content

Why Does Every Job Description Sound Like It Was Written by a Robot?

 Have you ever read a job description and felt like you were being recruited for a top-secret government mission rather than a regular job? Or worse—felt like ChatGPT wrote it on autopilot?

Let’s be honest: most job descriptions (JDs) sound like they were created in a factory that mass-produces boredom. They’re stuffed with buzzwords, vague responsibilities, and the ever-elusive requirement for a “rockstar” or “ninja” (seriously, are we hiring for a startup or a Marvel movie?).

Breaking Down the JD Formula

A standard job description often looks like this:

  1. The Grand Introduction:
    “We are a dynamic, fast-paced, innovative company looking for a highly motivated individual to join our team.”
    (Translation: We have no idea how to describe ourselves, so we’re throwing in every generic adjective possible.)

  2. The Endless List of Responsibilities:
    “Manage end-to-end processes, collaborate cross-functionally, leverage data-driven insights, optimize workflows…”
    (Translation: We need you to do everything, but we’re going to make it sound fancy.)

  3. The Magical Requirements:
    “Must have 10+ years of experience in a technology that has only existed for five years.”
    (Translation: We copy-pasted this from another JD without fact-checking.)

  4. The Culture Flex:
    “We have a great work-life balance! Unlimited PTO! But also, you must be available 24/7.”
    (Translation: You will work weekends, but we’ll throw in a ping-pong table as compensation.)

How to Fix the JD Disaster

If you’re a recruiter or hiring manager, here’s how you can stop making JDs sound like an AI-generated snooze fest:

✅ Be Clear and Human: Instead of “We’re seeking a results-driven, detail-oriented professional,” just say, “We need someone who can get things done and has a keen eye for detail.”

✅ Drop the Corporate Jargon: If you wouldn't say it in a normal conversation, don’t put it in a JD. “Leverage cross-functional synergies”? No. Just say, “Work with teams across the company.”

✅ Cut the Unrealistic Requirements: No one is a “self-starter with 15 years of experience in an entry-level role.” Be realistic about what’s actually needed.

✅ Make It Fun (if possible): If your company culture is cool, show it! “Love solving problems and working with a bunch of smart, slightly coffee-addicted people? Let’s talk.”

Final Thoughts

A great JD doesn’t need to sound like a legal contract or a script for a corporate training video. Candidates appreciate clarity, honesty, and a touch of personality. If your JD sounds like it was written by a robot, don’t be surprised if only robots apply. 🤖

What’s the weirdest JD you’ve ever come across? Let’s hear them in the comments! 🚀

Comments

Post a Comment

Popular posts from this blog

Recruitment Reality: Navigating the Rollercoaster with Candidates, Colleagues, and Clients!

 Hi All! 👋 Welcome to my very first post on recruitment! 🎉 Having been in this space for over 4 years, I’ve had the privilege (and the occasional headache) of hiring for both non-tech and tech roles. On top of that, I've been juggling client coordination – because, who doesn’t love a little multitasking, right? Now, let me share my point of view (POV) about the three key players in this recruitment game – candidates, colleagues, and clients. Candidates – The First Call & The Never-Ending Negotiation Let’s face it, candidates are super interested during the first call! It's like they’ve just been handed the golden ticket! But as soon as the interview is done, they become like that friend who constantly texts, "What’s the feedback?" And then… drum roll … once the offer is rolled out, the tables turn. Suddenly, the ball is in their court. We find ourselves in a game of persuasion, convincing them to join despite a myriad of “What ifs.” Sound familiar? 😅 Colleagu...
Post a Comment
Read more

Effective Selection of a Candidate: The Art of Smart Sourcing 🕵️‍♂️✨

Selecting the right candidate is like finding a needle in a haystack, but with the right steps, you can make the process feel more like a treasure hunt! 🏆 Let’s break it down into three essential steps: Client Call, JD Understanding, and Candidate Persona – with a sprinkle of sourcing magic! Step 1: The Client Call – Where All the Magic Begins ✨ Before you dive headfirst into the candidate pool, you need to have a deep understanding of the client’s needs. The first step is to make detailed notes from the client call. Here’s where you’ll jot down the must-have skills, those nice-to-have skills, and – this is crucial – the types of candidates that should absolutely not be included in your search. The client’s preferences will guide you in filtering out the right talent. Also, take note of any domain-specific skills, whether they want candidates from services or product companies, their max budget, preferred work mode, and the pedigree of the candidates. It’s a checklist that’ll save ...
Post a Comment
Read more

Turning Theory into Practice: The Hunt for the Perfect Backend Wizard 🧙‍♂️🎯

In my last blog, we cracked open the secrets of smart sourcing with steps like Client Call, JD Understanding, Candidate Persona, and Sourcing. Now, let’s stir those secrets into action with a real-world example. Here's how I donned my recruiting cape to find a senior backend developer for a fintech startup. Step 1: The Client Call – Decoding the Quest Scroll 📜 Our client – let’s call them "FinTech Spark" – was on a mission to find their backend wizard. During the call, I uncovered the critical pieces of the puzzle: Must-Haves: Mastery in Python and Django, startup battle scars, and a knack for fintech wizardry. Nice-to-Haves: Experience crafting microservices and taming the AWS cloud. Absolutely Not: Wandering academics or knights from non-tech realms. We also conjured up a few specifics: a treasure chest of 25 LPA max, hybrid work magic in Bangalore, and a preference for product company warriors with 4+ years of experience. Step 2: Understanding the JD – Cutting ...
Post a Comment
Read more