Hiring the right person shouldn’t feel like a gamble. But for many hiring managers, it often does—especially when applications flood in from people who look great on paper but fizzle out in interviews.
The good news is that one small but powerful change has helped businesses like yours significantly improve the quality of their candidate pool and the best part? It doesn’t cost a cent.
The Change: Stop listing responsibilities. Start describing impact.
Most job ads read like internal task lists:
“Develop strategy.”
“Liaise with stakeholders.”
“Create reports.”
“Manage calendars.”
While accurate, these phrases don’t spark the imagination of top performers. They don’t paint a picture of success, growth, or contribution and as a result, they often attract candidates who are simply looking for their next “job,” not those driven to make a difference.
The Impact Shift - Here’s how this one tweak works:
Instead of saying: “You’ll manage the team’s schedules and coordinate meetings.”
Say: “You’ll keep the leadership team running like clockwork, anticipating needs and ensuring their time is spent where it matters most.”
Instead of: “You’ll be responsible for stakeholder communications.”
Try: “You’ll be the bridge between the business and its partners—translating insights, aligning expectations, and building trust.”
It may seem subtle, but this reframing does two things:
Signals higher expectations and ownership
Top candidates want to be challenged. When a role is framed in terms of outcomes and contribution, it attracts those who are eager to step up—not those just going through the motions.
Filters out checkbox applicants
When job ads move beyond basic duties, it becomes harder for unqualified or disinterested applicants to just “spray and pray.” You're left with a more thoughtful, invested pool of talent.
Real-World Results
As recruiters, this is exactly where our expertise makes the difference. We know how to craft role descriptions that go beyond listing tasks—they tell a compelling story about the opportunity, the impact, and the kind of person who will thrive.
Stronger alignment, clearer expectations, and more motivated applicants mean our clients spend less time interviewing the wrong people—and more time choosing between the right ones.
It’s a simple shift in language, but it delivers real results and if applied, could make a difference in the quality of the applicants at your company.
Final Thought
In today’s competitive market, top candidates have options. They’re not looking for a to-do list—they’re looking for a mission, a challenge, a chance to contribute meaningfully.
So the next time you’re writing a job ad, ask yourself:
'Am I listing tasks—or am I describing the kind of impact someone could make here?'
That one small change might be the difference between just filling a role … and hiring your next game-changer.