As a starting point, here are three common mistakes that can inadvertently deter the best candidates from applying.

1. Lack of a compelling, inspiring company description

One of the first elements candidates encounter in a job description is the company description. It is essential to use this space wisely and avoid generic, copy-paste paragraphs from the company’s website. Instead, invest the time to craft a compelling narrative that highlights your organization’s mission, reach, and impact. Emphasize the unique value proposition and the positive change that your organization is dedicated to achieving. By creating an engaging company description, you capture a candidate’s attention and inspire them to be part of something meaningful.

2. Not conveying the desired personality profile

While listing tasks and qualifications is essential for conveying the basic requirements of the role, it’s equally important to go beyond these standard details. Paint a vivid picture of the type of personality and strengths you seek in a candidate. For instance, are you looking for a strategic thinker, a mentor to a young executive team, someone finance-savvy, a storyteller, a harmonizer across operational teams, or a leader who is exceptional at external relations. By showcasing the desired traits and skills, you create a more comprehensive profile of the ideal candidate and pique the interest of the correct type of applicant.

3. Not focusing on desired achievements:

Instead of merely listing tasks and responsibilities, shift the focus to what you expect the person to achieve within the first 12 months of the role. Clearly articulate the goals and objectives that the candidate will be responsible for accomplishing. This approach not only helps candidates envision their impact but also demonstrates your organization’s commitment to results-oriented work. By highlighting the desired achievements, you attract candidates who are motivated by challenging goals and possess a drive for making a tangible difference.