Listen, I love irony. Irony is life’s poetry with the volume cranked up. You know what I mean. Like when the movie ‘NOAH’ came out, and one of the screenings in Arizona got canceled due to flooding. The comedy writes itself! It will come as a shocker to absolutely nobody that graduate recruitment is also riddled with a bad case of irony. While it’s funny at times, some of these issues pose a serious problem for both recruiters and students that few have addressed so far. I call this next number, ‘Your blasted job descriptions make no sense’!

Think of what a job description’s only job is. In an ideal world, it’s supposed to inform, excite and elicit an action. Unfortunately we don’t live in an ideal world but instead in a twisted, cracked version of bizarro world where job descriptions confuse, bore and turn off.

If there was ever an appropriate time for a fitting gif…


For such an integral part of the process, job descriptions are often the red-headed stepchild of recruitment. We’ve all seen the horror shows.

The badly copy/pasted descriptions, the gigantic blocks of text, the boring copywriting that shows no passion (yet states that the job itself is exciting), the absolute lack of transparency and humanity. Not to mention the “me, me, me” approach where 95% of the ad is about what the company wants, and not what it provides to the prospect.

The measly 5% that’s left is usually some filler about “an international environment” and “competitive salary”, giving the student no reason to apply other than his/her state of desperation, which is the wrong motivator when someone is making a career defining decision.

The biggest oxymoron here is the fact that job ads are written/distributed by people who used to be students, and were no more impressed by the lack of quality in the copy than we were.

Today, the entire methodology behind “how to write job ads” is flawed and perhaps needs to go in the bin entirely. The companies that become aware of how inefficient this is and take action to excite, raise curiosity and humanize their brand will likely be the ones snatching up the best talent out there.

The best talent goes to the employer that provides the best environment, conveys the best message and reaches the candidate on a mental and emotional level. The squeaky wheel gets the grease.

In fact, here are a few employers on who have been performing fantastically and have a beautiful brand and message. Capgemini, J.P. Morgan, UBS

Coincidence? I don’t think so.

“Every success story is a tale of constant adaptation, revision and change.” – Richard “Disgustingly Rich for a Reason” Branson