Ditch the Long Job Description: 3 Questions That Actually Attract Gen Z Talent

Okay, let's be honest. Most job descriptions are boring. They're filled with corporate buzzwords and vague requirements that make even the most motivated job seeker want to yawn.

And Gen Z? They have the attention span of a goldfish. If your job ad doesn't grab them in the first few seconds, they're gone.

Here's the secret: Gen Z wants to know what they'll achieve, how they'll grow, and why their work matters. They're not just looking for a job; they're looking for an experience. 

Instead of listing a million responsibilities, use just 3 powerful questions to create a job description that actually captures their attention and motivates them to apply.

3 Powerful Questions for Your Job Description

1. What's the major objective or biggest challenge?

Forget the generic, corporate-speak like "drive revenue growth" or "enhance customer experience." Get real. Get specific. What's the actual problem this role is going to solve? Paint a picture. Make it exciting!

Example:

• Marketing role, e-commerce company: "Our website traffic is stagnant. We need someone with fresh ideas to boost our online presence to increase sales."

• Software development role, tech startup: "We're building the next big thing in Recruitment industry, and we need a talented developer to help us create an app that will speed up recruitment process."

• Sales role, financial services: "We're expanding our team to SEA and looking for a sales person who can connect with new clients and help us reach our ambitious growth goals."

2. What do I need to do to be successful?

This is where you outline the key outcomes you want from this role. What does success look like? What impact do you want this individual to make?

Example:

• Marketing role, e-commerce company: "You'll be responsible for developing and implementing a comprehensive social media strategy, designing engaging content, and optimizing website SEO for increased organic traffic."

• Software development role, tech startup: "You'll lead the development and testing of new features for our mobile application, ensuring a smooth user experience and seamless integration with existing systems."

• Sales role, financial services: "You'll need to prospect for new clients, build relationships, present our products and services effectively, and close deals to meet your sales targets."

3. What are the key milestones for the next 3 months?

Gen Z wants to know what they're working towards, and they want to see results quickly. Highlight the key milestones they’ll be responsible for within the first three months.

Example:

• Marketing role, e-commerce company: "Within the first 3 months, you'll need to launch a new social media campaign, create 20 engaging video tutorials, and increase website traffic by 20%."

• Software development role, tech startup: "In the next 3 months, you'll need to complete the first phase of development for the mobile app, conduct user testing, and ensure the app is ready for launch."

• Sales role, financial services: "Your first 3 months will focus on building a strong pipeline of potential clients, completing 30 initial consultations, and securing 5 new clients."

Why These 3-Question Approach Works (and Why Gen Z Loves It)

These 3 simple questions might seem basic, but they're actually a powerful tool for attracting top Gen Z talent. Here's why:

1. Crystal-Clear Expectations = Less Confusion, More Motivation

Gen Z craves clarity. They want to know exactly what's expected of them, how their work contributes to the bigger picture, and what they'll achieve in the role.

This approach eliminates ambiguity, setting them (and you!) up for success.

2. Showcasing Opportunities = More Engagement, Better Candidates

Gen Z is ambitious. They want to learn, grow, and make a real impact. Highlighting the growth potential and impact of the role makes your company more attractive to top talent.

3. Purpose-Driven Roles = Higher Engagement, Lower Turnover

Gen Z wants their work to have meaning. By connecting the role to a larger goal or social mission, you'll attract candidates who are passionate about your company's purpose.

Writing Gen Z-Friendly Job Descriptions? Kabel Makes It Easy.

By now, you're probably thinking, "Okay, those three questions are great, but how do I actually put them into practice?"

At Kabel, we understand the importance of a great job description. But we also know that crafting one takes time and effort. 

That's why we've designed our platform to make it easy for you.

Our AI-powered tools will help you create job ads that actually attract Gen Z (without the headache of starting from scratch!).

Ready to ditch the boring job descriptions and start attracting top talent? Check out Kabel.