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Is the Job Spec You Wrote Actually Scaring Off Great Candidates?
Let’s set the scene: You’re a hiring manager or Partner, you’ve got a role to fill, and you’ve dug out the job spec from five years ago that someone once used and thought, “That’ll do.” Maybe you’ve even Googled a few others to cut and paste something together (no judgement, we’ve all been there). But here’s the kicker – that rigid, outdated, 18-bullet-point job ad you just posted? It’s not doing what you think it is.
In fact, it might be doing the exact opposite.
Great candidates are out there, scrolling through job boards with a strong brew in hand, thinking: “Is this really what I want to apply for?” And too often, the answer is no, not because the job isn’t right, but because the job spec is putting them off before you ever get the chance to speak to them.
So, let’s break down what’s actually going wrong (and how to fix it):
1. You’ve Written a Wish List, Not a Job Spec
Let’s be honest – some job specs read more like an Amazon wish list than an actual person spec. You want:
- 7+ years of experience
- Degree-qualified
- ACA/ACCA/CTA qualified (with first-time passes)
- Experience in X, Y and Z software
- Management experience
- Can bake banana bread in under 20 minutes
OK, maybe not the last one. But seriously, are you hiring one person, or six?
Fix it: Focus on the core competencies. What are the non-negotiables? If someone ticks 80% of the boxes and has potential to grow into the rest, that’s a win.
2. You’re Using Corporate Jargon That Means Nothing
“We’re a dynamic, fast-paced, forward-thinking organisation looking for a self-starter to synergise our holistic deliverables.”
…Come again?
To candidates, this sounds like nonsense. Or worse, like you’re trying to dress up a chaotic, understaffed team with big words. Either way, they’re clicking “Back”.
Fix it: Write like a human. If you wouldn’t say it in a conversation, don’t put it in the spec. Be clear, be real, be you.
3. You’re Not Selling the Job – You’re Listing Duties
“Responsibilities include: filing tax returns, preparing accounts, attending client meetings, reviewing junior staff work.”
Right. That’s the job. But why should someone choose your role over another 30 that sound the same?
Fix it: Lead with the benefits. Growth opportunities, team culture, progression pathways, mentorship, hybrid working, autonomy, the “vibe”. The best candidates want to know what’s in it for them.
4. You Haven’t Refreshed It for This Market
It’s 2025. The market’s changed, candidate priorities have shifted, and flexibility is king. If your spec still says “must be office-based 5 days a week” with no justification, you’re going to lose people.
Fix it: Adapt to what people want. Even if flexibility isn’t possible, explain why. Candidates respect transparency.
5. It Lacks Personality
This is your first impression. A dull, robotic spec says a lot about the environment. Are you fun? Collaborative? Supportive? Show it!
Fix it: Inject tone and culture into the spec. Get your recruiter (hi! 👋) to help bring your firm’s personality to life.
6. There’s No Salary Info (And That Matters)
Still leaving it blank with “competitive salary”? You’re not being mysterious – you’re being skipped.
Fix it: Where possible, include a range. It builds trust, filters irrelevant applications, and shows you respect candidates’ time. People always say that an advert with no salary makes the firm look sketchy. People think they either they don’t pay well or they have major pay discrepancies leading no consistency within the team for doing the same role. I have found this leads hard working staff that don’t ask for payrise left behind while people that do less and ask get more.
Final Thoughts From Me!!
I’ve seen some job specs that genuinely made me want to apply – and some that made me question my life choices. The difference? Tone, transparency, and the human element.
Don’t forget: candidates are real people. They’re looking for more than just a list of duties. They want to feel excited, seen, and valued before they even hit “Apply”.
So if you’re struggling to attract the right candidates, maybe it’s time to stop blaming the market and start updating the message.
If you want a second pair of eyes on your job spec, you know where I am. Let’s make sure your next role sounds like the opportunity it truly is.