Job descriptions still sound like satire.
⚠️ “Entry-level position. Requires 10 years of experience.”
Ali Aydan says; We’ve all seen it, rolled our eyes, and maybe even laughed at the absurdity. But for job seekers, especially early-career professionals, it’s no joke. It’s disheartening, and it’s bad business.
As leaders, we need to do better. Here’s how we can fix job descriptions in 2025:⤵️
➡️ 1. Clarity over complexity.
Ditch the jargon and laundry lists. Instead, clearly define the role, key responsibilities, and must-have skills. A job description should excite potential candidates, not overwhelm or confuse them.
➡️2. Distinguish “nice-to-haves” from “need-to-haves.”
Not every role requires a PhD, a unicorn skillset, or 15 certifications. Be honest about the essentials, and list additional skills as bonuses, not barriers.
➡️3. Stop gatekeeping “entry-level” roles.
Entry-level means no prior experience is required. If the job genuinely requires years of experience, label it accordingly. Let’s create real opportunities for emerging talent, not endless frustration.
➡️4. Highlight growth, not just demands.
Candidates want to know what they’ll gain, not just what you expect. Share opportunities for mentorship, training, career advancement, and the impact they can have within your organisation.
➡️5. Audit for inclusivity.
Words matter. Avoid phrases that might alienate or discourage qualified applicants. For example, instead of “must have extensive industry-specific experience,” try “we value transferable skills and diverse perspectives.”
⁉️ Here’s the twist: Job descriptions aren’t just about hiring; they reflect your company’s culture.
If your job postings are unclear, rigid, or uninspiring, what does that say about how you treat your employees? Candidates notice.
💡 In 2025, let’s stop making recruitment harder than it needs to be. Clearer, fairer, and more inspiring job descriptions will help us attract the talent we deserve. – Ali Aydan
Ali Aydan: Let’s Fix Job Descriptions in 2025
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