Most job descriptions are written to describe a role internally, not to attract a candidate externally. Those are two different documents, and treating them as the same one is the most common reason strong applicants scroll past a posting — or apply, then withdraw once the actual conversation reveals a role that doesn’t match what was posted.
For Philippine employers, the gap matters more than it used to. Candidates, particularly in IT, BFSI, and BPO, are comparing multiple postings side by side within minutes, often on mobile. A job description now has to do the work a recruiter used to do in the first phone screen: explain the role clearly enough that the right candidates self-select in and the wrong ones self-select out.
Why job descriptions fail before they’re even read in full
Two failure patterns show up repeatedly. The first is the requirements list that reads like a wish list rather than a real hiring bar — ten years of experience, five different technical certifications, and native-level proficiency in three languages, for a role that pays mid-level salary. Strong candidates read this and correctly conclude the employer hasn’t thought through what the role actually needs.
The second is vagueness dressed up as flexibility — “dynamic team player” and “wears many hats” in place of an actual description of what the person will do day to day. Candidates evaluating multiple offers use job descriptions to judge how organized the employer is. A vague posting signals a vague hiring process.
What belongs in the structure
| Section | What It Should Do |
| Job title | Use the title candidates actually search for, not an internal title that only means something within your organization. “Business Analyst” attracts far more relevant applicants than “Process Transformation Associate,” even if the latter is technically more accurate to the role’s scope. |
| Short role summary | Two to three sentences explaining what the role exists to do and where it sits in the team. This is what candidates read first, and it should answer “why does this job matter” before listing a single responsibility. |
| Responsibilities | Frame around outcomes, not tasks. Instead of “prepare reports” or “coordinate with stakeholders,” describe what the person is accountable for delivering. Candidates picture themselves in outcome-based roles far more easily than in a checklist of activities. |
| Requirements | Split into must-have and nice-to-have. This single change reduces both under-qualified and over-qualified drop-off — candidates who are a strong fit on the must-haves but missing one nice-to-have will still apply, where an undivided list often discourages them. |
| Compensation and work setup | Salary range, work arrangement (onsite, hybrid, remote), and shift or schedule expectations should appear in the posting itself, not be held back for later conversation. Employers who withhold this lose applicants to those who don’t. |
Writing for the Philippine market specifically
A few market-specific details consistently affect application quality:
1. Work setup expectations need to be explicit and accurate. “Hybrid” means different things at different companies, and candidates who discover the real arrangement only at interview stage frequently withdraw. State the actual split.
2. Benefits that matter locally — HMO coverage and dependents, allowances, 13th month pay timing, leave conversion — are worth naming specifically rather than summarized as “competitive benefits package.” Candidates in BFSI and BPO in particular compare these line by line.
3. Language requirements should be precise. “Excellent English communication skills” is vague; “able to lead client calls with US-based stakeholders” tells a candidate exactly what’s being assessed.
What to avoid
Internal jargon and acronyms that mean nothing outside your organization filter out qualified external candidates who would otherwise be a strong fit. Similarly, avoid combining two or three roles into one posting to save on headcount — a “Marketing and Admin and IT Support Coordinator” posting signals role ambiguity that discourages serious applicants regardless of the pay offered.
Avoid generic close-out lines like “if you think you have what it takes, apply now.” They add nothing and don’t tell the candidate what happens next. Replace them with a clear, specific next step.
A short before-and-after
| Before | “Looking for a dynamic HR professional to handle various HR functions and support the team in a fast-paced environment.” |
| After | “You’ll manage end-to-end recruitment for our IT and operations teams, own onboarding for new hires across two office locations, and support our HR Manager on policy implementation. This role suits someone with 2–4 years of generalist HR experience who wants to grow into a specialist track within 12–18 months.” |
The second version gives a candidate enough information to decide, within thirty seconds, whether to apply.
A7 Recruitment’s approach
We help employers translate an internal hiring need into a job description that actually performs — one that attracts qualified applicants rather than a high volume of mismatched ones. Because A7 works across IT, BFSI, FinTech, BPO, and several other sectors in the Philippines, we also help employers benchmark requirements and compensation against what the current market will realistically support.
To discuss your hiring requirements with A7 Recruitment, contact our team at https://a7recruitment.com/contact-us/ or explore our services at https://a7recruitment.com/services/.
