Articles · Hiring
Writing Job Postings That Don't Quietly Filter Out Great Candidates
A practical edit for separating the work from habits, personality shorthand, and unnecessary barriers.
Shared Language editorial team
Published · 4 min read
Describe the job, not an imaginary ideal worker
Job postings often inherit phrases that were never tested against the actual work: excellent people skills, thrives under pressure, energetic team player, able to multitask. A qualified candidate may read those phrases as requirements even when the role mainly needs careful analysis, dependable follow-through, or clear written communication.
Before publishing, ask the person who knows the work to identify the few outcomes that genuinely matter. Then make every qualification earn its place.
A five-part editing pass
The Employer Assistance and Resource Network recommends distinguishing required and preferred qualifications, removing vague nonessential requirements, and using clear language. Put that advice into practice with one focused review.
- Outcome: Can a candidate tell what they will be expected to produce or improve?
- Necessity: Is each degree, year count, travel demand, or communication requirement truly essential?
- Clarity: Have you replaced idioms and culture shorthand with observable expectations?
- Process: Does the posting explain the interview stages, format, and expected timing?
- Access: Is there a clear, private route to request an accommodation?
The reframe
“Strong communicator” is vague. “Explains technical decisions to nontechnical partners in writing and meetings” gives candidates something real to evaluate.
Keep flexibility specific
Sometimes flexibility is part of the role. Say what it means: two evenings per month, changing priorities during incident response, or travel to three planned events each year. Specific information helps candidates make an informed decision and reduces surprises after hiring.
The goal is not to make a role sound easier than it is. It is to make the demands legible so the right people can recognize themselves in the work.
Try this next
Circle every adjective in one job posting. Replace each one with an outcome, a frequency, or an example—or delete it.
This is general hiring guidance, not legal advice. Review local employment requirements and your organization's accommodation process.