2025 is here, and with it comes the annual “new year, new me” energy. While everyone else is hitting the gym or pretending they like kale smoothies, let’s talk about something super-duper fun: How your job descriptions could use a glow-up.

If your listings aren’t attracting top talent, the problem might not be the talent pool. To quote Ant and Dec during I'm A Celebrity eviction reveals: It might be you.

This year, make it your goal to stop writing job descriptions that read like they're the same ones that were used back in 2010. It’s time to freshen things up and create ads that make brilliant candidates stop scrolling and start applying. Here’s how.

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Step 1: Skip the Wish List, Focus on What Matters

You know those job descriptions that ask for five years of experience when someone has just graduated, along with expecting proficiency in three obscure software programs? Yeah, stop doing that.

In 2025, candidates know their worth. They won’t waste time applying for a job that feels impossible to qualify for. Instead of listing everything you might want, focus on what’s actually essential. What skills, traits, or experiences does someone genuinely need to thrive in the role? Keep it concise and realistic.

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Step 2: Lead With What’s in It for Them

It’s a candidate’s market, and top talent has options. If your job description reads like list of demands, you risk losing their attention faster than people forgot about their New Year’s resolutions.

Flip the script. Start by showcasing why they should want to work for you. Talk about your company culture, perks, growth opportunities, and any benefits that make your role stand out at the beginning. And don’t just say “we offer competitive salaries”—everyone says that. Be specific. Do you have a four-day work week? A great hybrid policy? Unlimited biscuits in the break room? Say so.

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Step 3: Speak Human

Corporate jargon is a vibe killer. Words like “synergy”, “dynamic environment”, and “paradigm shift” don’t mean anything to the vast majority of jobseekers.

Write the way you’d talk to someone over coffee. Be clear, conversational, and approachable. Instead of saying, “Seeking a results-driven individual to optimise cross-functional workflows,” try something like, “We’re looking for someone who’s great at bringing teams together to make things run smoothly.”

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Step 4: Paint a Picture of the Role

Generic job descriptions lead to generic applicants. If you want someone who’s truly excited about the role, you need to show them what it looks like.

Give a snapshot of a typical day or project they might work on. Include examples of recent wins from your team. If you’re hiring for a creative role, mention a cool campaign they’ll help shape. For technical roles, highlight cutting-edge projects. This is about the experience they’ll have in your team.

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Step 5: Make It Easy to Apply

It’s 2025. If candidates have to retype their entire CV into a clunky online portal or answer 20 unnecessary pre-screening questions, they’re out.

Streamline your process. A quick, straightforward application shows candidates that you respect their time. It also makes them more likely to hit “submit” before second-guessing.

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Step 6: Include Your Team’s Personality

If you want the best candidates, you need to stand out by showing off what makes your team unique.

Does your company have a quirky sense of humour? Drop in a light-hearted line or two.

Do you host monthly team away days or Friday breakfasts like us at VANRATH? Mention it.

Your job description should give candidates a glimpse of what life at your company feels like.

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Step 7: End With a Call to Action

Don’t assume candidates will apply just because they’ve read the whole description. Spell it out for them. This might be an obvious one but encourage them to take the next step by saying something like, “Excited? We’d love to hear from you. Apply now and let’s chat!”

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New Year, New Talent

2025 is the year to rethink how you approach hiring. Put the effort into crafting listings that reflect your company’s personality, show off what makes your role exciting, and make candidates feel valued before they even apply. If your job descriptions don’t stand out, neither will the talent applying for them.