A job description should be clear, professional, and legally compliant while avoiding unnecessary or problematic details. Here are key things to avoid:
- Discriminatory Language
- Avoid age, gender, race, or other biases (e.g., “Looking for a young, energetic candidate” or “Must be a native English speaker”).
- Instead, focus on skills and qualifications (e.g., “Strong communication skills required”).
- Ensure compliance with Equal Employment Opportunity (EEO) laws.
- Overly Vague or Broad Descriptions
- Avoid generic statements like “Handles various tasks as needed.”
- Instead, be specific about key responsibilities and expectations.
- Unrealistic Expectations
- Don’t list unattainable or excessive qualifications (e.g., “Must have 15+ years of experience for an entry-level role”).
- Ensure the qualifications match the actual needs of the job.
- Internal Jargon & Acronyms
- Avoid company-specific language that external candidates won’t understand.
- Use clear and universally understood terms.
- Salary & Benefits (If Not Approved)
- If the salary range isn’t finalized, don’t include it to avoid misleading candidates.
- Ensure all listed benefits are accurate and up-to-date.
- Too Many Legal Disclaimers
- While a standard “subject to change” disclaimer is fine, avoid overloading with legal jargon.
- Keep policies like at-will employment or confidentiality clauses for contracts, not job descriptions.
- Exaggerated Language or Promises
- Avoid unrealistic claims like “The best job you’ll ever have!” or “Unlimited career growth!”
- Be honest and transparent about the role.
Would you like help to review or refine a job description to ensure it avoids these pitfalls? Give People First a call today.
