Is your job description pushing away the best talent? Discover the common mistake that makes top Software Developers and AI specialists click away, and how to fix it.

You've crafted a job description. You've listed the required skills, the benefits, and the company mission. Yet, the applications from high-quality candidates are trickling in, or worse, non-existent.

The problem might not be the role, the salary, or the company. Often, it's a single, common element in the job description that acts as a major red flag for the very talent you want to attract.

The Offender: The Overwhelming "Wish List"

The most common mistake is the "kitchen sink" job description—a long, unfocused list of every possible skill, framework, and technology the team has ever encountered. This might seem thorough, but to a top-tier candidate, it signals a lack of clarity and unrealistic expectations.

Why This Scares Top Talent Away:

• It Screams "We Don't Know What We Need": A list of 15+ "required" skills, from Python and Go to TensorFlow and Kubernetes, suggests the company hasn't defined the role's core function.

• It Implies a Lack of Focus: The best specialists are experts in their domain. A full-stack developer proficient in a modern JavaScript framework might not also be a DevOps expert with 5 years of AWS experience. A scattergun approach tells them they'll be stretched too thin.

• It Creates an Application Barrier: Even if a candidate has 70% of the skills and is a fast learner, they may not apply if they feel they don't check every single box. You miss out on high-potential individuals.

The Fix: Differentiate Between "Must-Haves" and "Nice-to-Haves"

The solution is to create a focused, honest, and compelling job description.

1. Define the Core Mission: What is the one primary problem this hire will solve in their first 6-12 months? Structure the requirements around this.

2. Categorise Your Skills:

   • Must-Haves (3-5 skills): The non-negotiable competencies needed to hit the ground running.

   • Nice-to-Haves: Skills that are beneficial but can be learned on the job. This is where you show you're invested in professional growth.

3. Focus on Impact, Not Just Tools: Instead of listing "5 years of Kubernetes," try "You will be responsible for deploying and maintaining our containerised microservices to ensure 99.9% uptime." This describes the impact and attracts problem-solvers.

Example: From Bad to Great

• Before (Vague & Demanding): "Must have 5+ years with Python, Java, Go, AWS, Azure, Docker, Kubernetes, TensorFlow, PyTorch, SQL, NoSQL, React, and excellent communication skills."

• After (Focused & Appealing): "We are looking for a Backend Engineer to build scalable APIs. Must have strong experience with Python and a cloud platform (AWS preferred). It would be great if you also had experience with Docker or an interest in MLOps."

Need Help Crafting the Perfect Job Description?

A compelling job description is your first and most important marketing tool. Get it wrong, and you'll never meet the best candidates.

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