What? No industry-leading, expert, rock-star ninjas have applied?

It’s right there in writing. We need a world-class, industry-leading, expert, rock-star ninja – and we can’t understand why no one is applying!

The use of superlatives in job descriptions and requirements is rampant and actually prevents organizations from finding the talent they need.

When creating a job posting, think about the words you’re using and ask yourself if your candidate pool would describe themselves using those same terms. For example, “We’re looking for a “world-class web designer” said a recent job post I saw. How many web designers would describe themselves as “world-class?” Better options would highlight a more specific need, such as “creative,” “detail-oriented,” or “experienced with e-commerce”. Any of these help more candidates to self-identify as qualified to do that job.

While superlatives sound cool and may bring attention to the role, they don’t accomplish the purpose of attracting the best talent for the job.  Most leaders want someone who is realistic about their abilities and limitations. By advertising and attracting those that self-identify as rock stars, ninjas, or world-class experts, you may attract the opposite type of candidate than you intend.

Watch the use of superlatives – even in your job requirements.  Requiring “excellent common sense” doesn’t really tell me — or the candidate — much. Who defines “excellent?” How will you measure it? Be specific. Be relatable. Be real. And attract the candidates you’re seeking.