3 Mistakes we have all done when writing a job post (And how to fix them)

Ah, the job post. A gateway to finding that next rockstar hire who will swoop in, embrace our company culture, and lead us to the promised land of quarterly KPIs. Sounds simple. But if we're honest, most job posts are a bit like a bad movie trailer—more fluff than vengeance, and the best parts don't even make sense when people finally get to the interview.

Let's discuss how to avoid making critical mistakes when drafting our job posts. Let's explain why fixing them could change the game for your next hire.

# Mistake #1: Selling Ourselves with Buzzwords Instead of Values

We've been there. We're writing up our job description, and suddenly, every cool buzzword under the sun finds its way in: "cutting-edge," "fast-paced environment," and "innovative synergy." We feel like we're painting a picture of an epic workplace, but what candidates are reading is noise. We're not selling our team's soul—we're jargon of sale.

Here's the real issue to share: we fail to share our core values. Every team has a manifesto, a reason they wake up and come to work that’s more than just chasing profits. But when it comes to job posts, we tend to throw those aside.

Imagine you're in a job interview, and the candidate asks, "What's the most important value on your team?" If we're left mumbling something like "teamwork" or "innovation," we've already lost the plot. It's not that those things aren't necessary, but they've become filler words when not backed by authentic examples.

# How to Fix it

Tell your team's story. What drives you? Is it solving customer pain points with obsessive attention? Is it making the world of AI a little smarter, one data set at a time? Whatever it is, candidates need to feel that. Forget the generic fluff and articulate what you stand for.

A real-life story here would be gold. Maybe share how your team rallied during a product launch or the quirky, passionate discussions in Slack that led to a breakthrough. Candidates want to see what they'll be doing, why they'll be doing it, and how they'll be doing it. The why is what gets people invested.

# Mistake #2: Skipping the "A Day in the Life"

Picture this: You're scrolling through a job post. The salary seems decent, and the role matches your skills, but then it hits you — what do they do all day? How is the day structured? Are there morning stand-ups, weekly planning sessions, or monthly review ceremonies? Do they celebrate wins, or is it just heads down, grind away?

So many job posts fail to paint a picture of what it feels like to be on the team. This isn't just about listing your meetings. It’s about describing the flow of the day, the rituals your team follows to stay on course, and the culture embedded in those processes.

# How to Fix It

Take a moment to describe your company's heartbeat. Do you have a weekly demo day where the whole team showcases what they've been working on? Or maybe you start the day with a 15-minute "stand-up" where everyone checks in on priorities. Even the simple things, like a team lunch on Fridays or a flexible working-hours approach, help candidates imagine themselves there.

People want to know how your workplace feels. Is it structured, chaotic, creative, or collaborative? These details can be the difference between a candidate imagining themselves thriving at your company and running for the hills.

# Mistake #3: Promoting "Benefits" That Are Essentials

This one's a bit of a head-scratcher. Have you ever seen a job post proudly boasting that they'll provide you with a laptop? You read it, then blink. Are we back in the '90s?

Providing the basic tools to do your job is not a benefit. It’s a prerequisite. Yet many companies list things like a desk, computer, and Internet access as part of their benefits package.

This is like saying, "Look! We'll give you oxygen so you can breathe!" Candidates will not be "wowed by the fact that you provide the bare minimum "mum to do their job. What they want to know is your policy around this equipment. Can they use their own? Do you provide a budget for upgrades? That's valuable information, but stop pretending it's a perk.

# How to Fix It

Stop calling these things "benefits," and let's call them what they are: essentials. Let's instead focus on what really" matters," things like personal growth, mentorship, or flexible working arrangements—benefits that actually benefit the candidate.

For example, maybe you offer dedicated time for personal projects or a yearly stipend for educational growth. People care about those benefits because they directly impact their well-being and future.

# Conclusion

Job posts are our company's first impression. Please don't waste it by drowning in jargon or forgetting to describe the daily experience. And please — don't pretend that the computer we're handing out is a luxury item. It's time to be honest, be authentic, and show candidates why joining our team is more than just another job — it's a place where they'll belong. Cheers!!