Believe the Hype in the Job Descriptions You Write

Substantiate the Claims You Make in Your Job Postings

Job descriptions are often the first glimpse candidates get into your company’s culture. Too often, organizations lean on buzz phrases like “we foster collaboration,” “sense of belonging,” and “flexible working environment” to signal their commitment to culture and adaptability. While these phrases may sound appealing, they must be backed by genuine, actionable practices to truly resonate with top talent.

Get Real and Celebrate Culture.

Authenticity is key. Instead of relying on overused jargon, focus on what makes your organization distinct. In fact, a survey highlighted on the Glassdoor Employer Blog found that nearly 60% of candidates view overly generic, buzzword-heavy job postings with skepticism, feeling that vague language diminishes trust in a company’s true culture. By detailing tangible people-first investments, you present a realistic and compelling picture of your workplace. This type of transparency not only sets you apart but also builds trust with prospective employees from the very first interaction. If you fall victim to the buzz-phrases listed above, here are some actionable strategies to avoid the perception of window dressing:

Highlight Real Initiatives: Replace buzzwords with specifics. Instead of saying “flexible working environment,” mention details like remote work options, flexible hours, and how these policies have improved employee satisfaction. You could even share the average time an employee takes off work if you can stand by the commitment to “work-like balance”.

Share Employee Stories: Reflect on what “sense of belonging” means within your organization. Is it your regular team-building events, personalized career development, or a robust feedback culture? Incorporate testimonials or case studies that illustrate how your culture comes to life. Authentic voices from within your organization can make your job descriptions far more engaging.

Integrate Culture into the Role: Ensure the job’s responsibilities reflect your company’s core values. If innovation is key, talk through how the role contributes to breakthrough projects or cross-department collaboration. Describe your team structures, communication practices, or the tools that support your hybrid work model.

Use Data to Validate Your Claims: Back up your cultural assertions with numbers. Where possible, use metrics (for example, share data on employee satisfaction or the average time off taken by your team) to substantiate your claims. Include data on employee retention and/or engagement survey results, and even provide a link to your Glassdoor company profile for added credibility.

(Job Seeker Hot Tip: If you don’t see specific examples, ask for them.)

Bridging Job Descriptions to Transparent Compensation

Once your job descriptions are aligned with your organizational reality, the next natural step is to translate that clarity into your compensation strategy. Clearly defined min-max salary ranges not only reinforce your commitment to fairness but also provide candidates with a realistic picture of career progression and equitable pay. Actually, 73% of U.S. workers are more likely to trust organizations that provide pay ranges in job postings (SHRM), and publicly-posted ranges have become a requirement in many parts of the world. Integrating this approach ensures that the authenticity of your job postings extends seamlessly into your compensation practices.

Conclusion

The language you choose in your job descriptions should be an authentic representation of your company’s brand. By eliminating vague buzzwords and celebrating the unique aspects of your culture backed by real data and employee insights you offer candidates a clear, compelling view of what it’s really like to work at your organization. Moreover, when these well-crafted descriptions are paired with transparent compensation practices, including clearly defined salary ranges, you not only attract the right talent but also lay the foundation for a stronger, more aligned team. In fact, 

At Moore Cooperative, we help you bridge the gap between compelling job descriptions and real-world practices. We ensure that the appealing language in your postings is backed by actionable strategies and transparent pay policies. Partner with us to refine your job descriptions and develop a compensation strategy that resonates with both your team and the marketplace here.