Are your job descriptions helping or hurting your hiring process? Because the truth is… a lot of job descriptions really stink. They’re vague, overloaded with buzzwords, or list so many requirements that no single candidate could possibly have them all.
And while we understand that you’re trying to keep it flexible or open-ended, analytical candidates (especially lawyers and paralegals) are reading between the lines. If they can’t clearly see the impact, priorities, or authority tied to the role, they move on. It’s no wonder why you’re not getting quality applicants. The truth is, vague job descriptions don’t give you flexibility. They create chaos.
The Two Extremes We See
The “Everything and Nothing” Job Description – So broad it says nothing. Candidates read it and think, “What would I actually be doing here?”
The “Unicorn Hunter” Job Description – A kitchen sink of requirements. Seven years of M&A experience, plus regulatory compliance, plus employment law, plus contract negotiation, plus, plus, plus.
Both approaches have the same result: the best candidates move on.
What We Do Differently
Before we touch any search, we have an in-depth conversation with the hiring manager to explore:
“What will this person ACTUALLY spend most of their time doing?”
“Is this really a contract manager who dabbles in compliance, or a compliance lead who happens to review contracts?”
“Which of these 12 requirements would you trade away for the right culture fit?”
Why Clarity Matters
When candidates read a confusing job description, they think:
“This company doesn’t know what they want.”
“They’ll keep changing the role after I’m hired.”
“The decision-making here is probably chaotic.”
And they move on to companies that have their act together. The confusion isn’t giving you options. It’s costing you talent.
Three Quick Fixes
The Bottom Line
The best hires come from the clearest briefs. Get aligned internally. Communicate what the role actually is. You’ll attract candidates who are genuinely excited about the work.
