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

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

Ctrl+C, Ctrl+Candidate: The Copy-Paste Resume Chronicles

Recruiters everywhere know this feeling: you start reviewing resumes, and by candidate number 8, you’re experiencing déjà vu. By candidate number 15, you’re convinced the entire talent pool sat together one weekend and wrote their resumes off the same WhatsApp template. Welcome to the Ctrl+C, Ctrl+Candidate era — where “originality” is on vacation, and copy-paste is the reigning king. 1. The Buzzword Buffet There are certain words that have officially overstayed their welcome: Involved in… Implemented… Orchestrated… If I had a rupee for every “orchestrated cross-functional initiative” , I’d already be orchestrating my retirement plan in Maldives. Fun fact: most of these orchestrations were less like a symphony and more like a trumpet in a traffic jam. 2. The R&R Loop (Ctrl+C Championships) Here’s how it goes: Company A: “Involved in requirement gathering, implemented solutions, orchestrated deployments.” Company B: “Involved in requirement gathering, imple...
Post a Comment
Read more

The Recruiter’s Sixth Sense: Spotting Red Flags Without a Polygraph

  Introduction: You’ve been there. The Zoom call is going well — the candidate is nodding, smiling, hitting all the right buzzwords — and yet… something feels off. Your recruiter spidey senses tingle. Is it the awkward pause after “Tell me about yourself”? The suspiciously perfect resume? Or the way they say “I love teamwork” with all the enthusiasm of a Monday morning alarm? Welcome to the world of recruiter intuition — that magical sixth sense that develops somewhere between your 100th interview and your third ghosting of the week. Let’s dive into the quirky, uncanny ways recruiters spot red flags… no polygraph needed. 🕵️‍♂️ 1. The Resume That’s Too Perfect You get the resume. Every bullet point reads like it was written by a robot who graduated summa cum laude in buzzwordology. Red Flag: Overuse of phrases like “results-oriented professional with a proven track record” , “synergizing cross-functional teams” , or “leveraging frameworks for optimal scalability.” Transla...
Post a Comment
Read more