Joblistings: Describing tasks – How candidates understand whether the role suits them

Tasks decide who feels addressed. Concrete descriptions help candidates assess themselves – and save you applications that should never have come in the first place.

"You will support our team with a variety of tasks." That sentence appears in almost every second job ad – and says nothing to anyone. For the candidate it means: I don't know what to expect. For the wrong fit it means: sounds fine, I'll apply anyway.

The problem isn't that too much is said. It's that too little is said. Without concrete tasks, you leave interpretation to the candidate – and everyone interprets differently. Good candidates doubt whether they fit. Unsuitable candidates apply on the off-chance.

Three to five tasks are enough – but each should be concrete enough that the reader can picture what they'd do on a Tuesday afternoon.

Active verbs, not filler words. Not "you will be responsible for", but: renovate, advise, coordinate, install, plan, record. Active verbs make clear what's actually done.

Context where it helps. "You advise clients" is good. "You advise clients directly on-site" is better. The difference is small – but it shows whether someone needs to be comfortable working outdoors or prefers an office.

Name the level of independence. Does the person work alone on assignments or always as part of a team? Do they take responsibility for jobs or follow instructions? For many candidates, this is a deciding factor.

Mention any particular features. Is the role physically demanding? Are there early or late shifts? Is travel frequent? An honest note filters better than any requirement – because it sets expectations before someone starts.

Write concretely about what the role involves, and you'll receive applications from people who know what they're signing up for. That saves time on both sides – and leads to better conversations.