Now, basically. A recruitment AiDE, pt 6

Greg Wyatt • November 27, 2025

After a glut of hyper-boring* articles, this one was enjoyable to write, on a subject any good recruiter will symposcopate with:

how employers rely on generic, technical, job descriptions that hide meaning; why giving better meaning to our ideal audience helps us recruit.


Oh and this article from 2.5 years ago shows my prescience, in the tomfoolery of AI written CVs vs AI written job description adverts.


April 2023


The greatest acting performances of all time are indubitably:


#2 Dick Van Dyke, Mary Poppins

#1 Mike Kraft, Rockwell’s Retro Encabulator


Mike presents what appears to be the quintessential tech product sales video of the nineties.


You can believe hydrocoptic marzlevanes have a part to play in malleable logarithmic casings, so sincere is his performance. Click the link above - it’s hilarious/boring (ymmv).


It seems to make sense and you might come away thinking its customers will lap up the rich descriptions of its thingamabobs and wadgemacallits.


Yet it’s bullshit, based on a satirical advert in the 50s for the turbo encabulator, a non-existing product filled full of techno features and babble benefits.


It’s an example of “obfuscation by excessive jargon” typically found in tech marketing, where a lack of meaning is hidden by words you can’t understand. In this case, because they don’t exist.


I wonder how many tech buyers would prefer if these technobabble adverts were written plainly, in their language, rather than the language of the writer?


This brings me to the subject of how many job descriptions are written in the language of the employer.


Job descriptions whose context is known by existing staff, able to anchor jargon to their knowledge of the business.


Yet whose same content may not actually describe the job to people that may be candidates for employment.


A friend of mine transitioned a few years ago to a parallel career in a large organisation.


He was keen to break away from his dead end job, and knew the new company was a great incubator for careers, having talked to former colleagues that had already made the leap.


“That’s great”, I said. “So, what is it you’re going to be doing?”


He didn’t know!


And he still didn’t know going into day one.


He knew the job title and the broad overview of that role, but not the team structure, operational context or day to day responsibilities.


Crazy, eh?


In a time where many employers experience boomerang hires, counteroffers, attrition and ghosting, wouldn’t giving clarity to prospective employees be a minimum?


And if a potential employee doesn’t know what a role will entail, how will a 3rd party recruiter know, especially if they aren’t given access to the hiring process?


“Ah, that’s why we use specialists!”


Specialists in what?


Key words and jargon?


So they can send you CVs with the same key words and jargon?


I can’t wait for ChatGPT generated CVs to be send to ChatGPT generated job-descriptions-as-adverts.


What a great match they’ll be on paper… what about in real life?


Why not, instead, have a job description which describes the job in the simplest terms, giving meaning to both existing staff and prospective employees?


It’s true that a job description has performance and compliance-related components, but doesn’t simplicity allow easier clarity?

Part of my role as a recruitment partner is to make sure documentation is fit for purpose – I describe it as true and fair, and suitable and sufficient.


Where job descriptions can’t be amended, such as within fixed corporate structures/job families, I supplement this with an Executive Summary that fills in the blanks for candidates.


This is an interpretation document, that translates the employer’s lingo into digestible, clear language to enable better decisions from candidates.


No candidate of mine will ever go into a job not knowing what it entails.


That interpretation isn’t limited to the responsibilities – it covers the job title, skills/experience / capability required and person specification.


My role is to simplify the employer’s requirement into a minimum viable definition – which is to say the core set of candidate profiles that can fulfil the role with minimum satisfactory performance.


And from that minimum viable definition, build up full candidate profiles with the different iterations of what good might look like.


I mentioned in the last edition the ‘Sales, Inventory and Operations Planning Manager’ vacancy.

The candidate who went on to take that job, a few years back, told me on review of the job description – “I don’t have any of that experience! Are you sure I’m right for this?”


That was a contingency role, and I hadn’t even been able to speak to the hiring manager.


Such was their rush to get to market, had I tried to do my best work I may not have filled it, competing as I was against the behemoth of Michael Page’s Supply Chain division, and one other.


Fortunately, they were a company I knew well, having filled many exclusive vacancies, so I could talk about what I knew they wanted to achieve – cost reductions across complex multinational logistics and supply chains were an initial priority.


I coached him on questions to ask at interview so that he could gain clarity on this obfuscated opportunity.


And so it was that a ‘Supply Chain Manager with Logistics experience’ candidate was their preferred candidate, and they paid him 10% above budget.


Even though the #1 essential skill was something he hadn’t heard of.


A skill that appeared readily on a CV submitted from another supplier, who I had chosen not to submit because he wasn’t right for the business.


That’s the lesson for me – simplify every component to meaningful essentials.


Where simple meaning doesn’t make sense – such as SIOP, generic AI when you mean NLP, or 5 years+ in a skill that has existed for 3 – go back to the root and build a minimum viable spec.


Clarity for me, for candidates, for the process – with the outcome of filling vacancies more straightforwardly.


The next newsletter is about understanding how your words are experienced and using that for better effect. It’s called ‘…see more’


Regards,

Greg


p.s. While you are here, if you like the idea of improving how you recruit, lack capacity or need better candidates, and are curious how I can help, these are my services:

- commercial, operational and technical leadership recruitment (available for no more than three vacancies)

- manage part or all of your recruitment on an individually designed basis for one client

- outplacement support

*with insight!



Jump the shark. A Recruitment AiDE, pt 13

By Greg Wyatt • January 29, 2026
May 2023 You’ve heard the phrase, I take it – “jump the shark”? It’s the moment when one surprising or absurd experience can indicate a rapid descent into rubbishness and obscurity. When it’s time to get off the bus. Typically in media. Jumping the Shark comes from an episode of Happy Days in which the Fonz does a water ski jump over a shark. 👈 Aaaaay. 👉 A sign creators have run out of ideas, or can’t be bothered to come up with fresh ones. In movies, sequelitis is a good example of this – an unnecessary sequel done to make some cash, in the hope the audience doesn’t care about its quality. Sometimes they become dead horses to flog, such as the missteps that are any Terminator film after 2. It’s an issue that can lead to consumers abandoning what they were doing, with such a precipitous drop in engagement that the thing itself is then cancelled. Partly because of breaking trust in what was expected to happen next. And because it’s a sign that the disbelief that was temporarily suspended has come crashing down. If you don’t believe that your current poor experience will lead to further, better experiences, why would you bother? Once you’ve had your fingers burnt, how hard is it to find that trust in similar experiences? It doesn’t have to be a single vein of experience for all to be affected. Watch one dodgy superhero movie and how does it whet your appetite for the next? You didn’t see The Eternals? Lucky you. Or how about that time we had really bad service at Café Rouge, a sign of new management that didn’t care, and we never went again? Just me? Did they sauter par-dessus le requin? Here’s the rub – it matters less that these experiences have jumped the shark. It matters more what the experience means for expectation. So it is in candidate experience. It’s not just the experience you provide that tempers expectations – it’s the cumulated experience of other processes that creates an assumption of what might be expected of yours. If you’re starting from a low trust point, what will it take for your process to ‘jump the shark’ and lose, not just an engaged audience, but those brilliant candidates that might only have considered talking to you if their experience hadn’t been off-putting? Not fair, is it, that the experience provided by other poor recruitment processes might affect what people expect of yours? Their experiences aren’t in your control, the experience you provide is. Of my 700 or so calls with exec job seekers, since The Pandemic: Lockdown Pt 1, many described the candidate experience touchpoints that led to them deciding not to proceed with an application. These were calls that were purely about job search strategy, and not people I could place. However, one benefit for me is that they are the Gemba , and I get to hear their direct experiences outside of my recruitment processes. Experiences such as - ‘£Competitive salary’ in an advert or DM, which they know full well means a lowball offer every time, because it happened to them once or twice, or perhaps it was just a LinkedIn post they read. Maybe it isn’t your problem at all, maybe your £competitive is upper 1% - how does their experience inform their assumptions? Or when adverts lend ambiguity to generic words, what meaning do they find, no matter how far from the truth? How the arrogance of a one-sided interview process affects their interest. The apparent narcissism in many outreaches in recruitment (unamazing, isn’t it, that bad outreach can close doors, rather than open them). Those ATS ‘duplicate your CV’ data entry beasts? Fool me once… Instances that are the catalysts for them withdrawing. I’d find myself telling them to look past these experiences, because a poor process can hide a good job. It’s a common theme in my jobseeker posts, such as a recent one offering a counterpoint to the virality that is “COVER LETTERS DON’T M4TT£R agree?” Experiences that may not be meant by the employer, or even thought of as necessarily bad, yet are drivers for decisions and behaviour. I can only appeal to these job seekers through my posts and calls. What about those other jobseekers who I’m not aware of, who’ve only experienced nonsense advice? What about those people who aren’t jobseekers? What about those people who think they love their roles? What about all those great candidates who won’t put up with bad experiences? The more sceptical they are, and the further they are from the need for a new role, the less bullshit they’ll put up with. What happens when an otherwise acceptable process presents something unpalatable? Might this jumping the shark mean they go no further? Every time the experience you provide doesn’t put their needs front and centre or if it’s correlated to their bad experiences…. these can prevent otherwise willing candidates from progressing with your process, whether that’s an advert they don’t apply to, a job they don’t start, or everything in between. Decisions that may stem from false assumptions of what a bad experience will mean. Instead, look to these ‘bad experience’ touchpoints as opportunities to do better: instead of £competitive, either state a salary or a legitimate reason why you can’t disclose salary (e.g. “see below” if limited by a job board field and “we negotiate a fair salary based on the contribution of the successful candidate, and don’t want to limit compensation by a band”) instead of a 1-way interrogation… an interview instead of radio silence when there’s no news - an update to say there’s no update, and ‘How are things with you by the way?’ instead of Apply Now via our Applicant Torture Sadistificator, ‘drop me a line if you have any questions’ or ‘don’t worry if you don’t have an updated CV - we’ll sort that later’. Opportunity from adversity. And why you can look at bad experiences other processes provide as a chance to do better. With the benefit that, if you eliminate poor experience, you'll lose fewer candidates unnecessarily, including those ideal ones you never knew about. Bad experiences are the yin to good experience’s yang and both are key parts of the E that is Experience in the AIDE framework. The good is for next time. Thanks for reading.  Regards, Greg

How To Network For A Job - Jobseeker Basics XIV

By Greg Wyatt • January 26, 2026
The following is Chapter 42 in A Career Breakdown Kit (2026) . In a sense it's a microcosm of how any commercial activity can see a better return - which is to put the needs of the person you are appealing to above your own. It feels counterintuitive, especially when you have a burning need, but you can see the problem of NOT doing this simply by looking at 99% of job adverts: We are. We need. We want. What you'll do for us. What you might get in return. Capped off by the classic "don't call us, we'll call you." If you didn't need a job, how would you respond to that kind of advert? In the same vein, if you want networking to pay off, how will your contact's life improve by your contact? What's in it for them? 42 - How to network for a job Who are the two types of people you remember at networking events? For me two types stand out. One will be the instant pitch networker. This might work if you happen to be in need right now of what they have to offer or if mutual selling is your goal. There’s nothing inherently wrong with this but it’s a selling activity pretending to be networking. If you want to sell, go and overtly sell rather than disguise it with subterfuge. Lest we mark your face and avoid you where possible in future. The second is the one who gets to know you, shows interest and tries to add to your experience. You share ideas, and there’s no push to buy something. They believe that through building the relationship when you have a problem they can solve, you’ll think to go to them. It’s a relationship built on reciprocity. One where if you always build something together there is reason to keep in touch. And where the outcome is what you need if the right elements come together: right person, right time, right message, right place, right offering, right price. Job search networking is no different. The purpose of networking in a job search is to build a network where you are seen as a go-to solution should a suitable problem come up. In this case the problem you solve is a vacancy. Either because your active network is recruiting, or because they advocate for you when someone they know is recruiting. It is always a two-way conversation you both benefit from. Knowledge sharing, sounding board, see how you’re doing - because of what the relationship brings to you both. It is not contacting someone only to ask for a job or a recommendation. A one-way conversation that relies on lucky timing. That second approach can be effective as a type of direct sales rather than networking. If you get it wrong it may even work against you. How would you feel if someone asked to network with you, when it became clear they want you to do something for them? You might get lucky and network with someone who is recruiting now - more likely is that you nurture that relationship over time. If your goal is only to ask for help each networking opportunity will have a low chance of success. While if your goal is to nurture a relationship that may produce a lead, you’ll only have constructive outcomes. This makes it sensible to start by building a network with people that already know you: Former direct colleagues and company colleagues Industry leaders and peers Recruiters you have employed or applied through Don’t forget the friends you aren’t in regular touch with - there is no shame in being out of work and it would be a shame if they didn’t think of you when aware of a suitable opening. These people are a priority because they know you, your capability and your approach and trust has already been built. Whereas networking with people you don't know requires helping them come to know and trust you. Networking with people you know is the most overlooked tactic by the exec job seekers I talk to (followed by personal branding). These are the same people who see the hidden jobs market as where their next role is, yet overlook what’s in front of them. If you are looking for a new role on the quiet - networking is a go-to approach that invites proactive contact to you. Networking with people who know people you know, then people in a similar domain, then people outside of this domain - these are in decreasing order of priority. Let's not forget the other type of networking. Talking to fellow job seekers is a great way to share your pain, take a load off your shoulders, bounce ideas off each other, and hold each other accountable. LinkedIn is the perfect platform to find the right people if you haven't kept in touch directly. Whatever you think of LinkedIn, you shouldn’t overlook its nature as a conduit to conversation. It isn’t the conversation itself. Speaking in real life is where networking shines because while you might build a facsimile of a relationship in text, it's no replacement for a fluid conversation. Whether by phone and video calls, real life meetups, business events, seminars, conferences, expos, or in my case - on dog walks and waiting outside of the school gates. Both these last two have led to friends and business for me though the latter hasn’t been available since 2021. Networking isn’t 'What can I get out of it?' Instead, ‘What’s in it for them?’ The difference is the same as those ransom list job adverts compared to the rare one that speaks to you personally. How can you build on this relationship by keeping in touch? Networking is systematic, periodic and iterative: Map out your real life career network. Revisit anyone you’ve ever worked with and where Find them on LinkedIn Get in touch ‘I was thinking about our time at xxx. Perhaps we could reconnect - would be great to catch up’ If they don’t reply, because life can be busy, diarise a follow up What could be of interest to them? A LinkedIn post might be a reason to catch up When you look up your contact’s profile look at the companies they’ve worked at. They worked there for a reason, which may be because of a common capability to you Research these companies. Are there people in relevant roles worth introducing yourself to? Maybe the company looks a fit with your aspirations - worth getting in touch with someone who may be a hiring manager or relevant recruiter? Maybe they aren’t recruiting now. Someone to keep in touch with because of mutual interests. Click on Job on their company page, then "I'm interested" - this helps for many reasons, including flagging your interest as a potential employee Keep iterating your network and find new companies as you look at new contacts. This is one way we map the market in recruitment to headhunt candidates - you can mirror this with your networking The more proactive networking you build into your job search, the luckier you might get. While you might need to nurture a sizeable network and there are no guarantees, think about the other virtues of networking - how does that compare to endless unreplied applications? I often hear from job seekers who found their next role through networking. This includes those who got the job because of their network even though hundreds of applicants were vying for it. While this may be unfair on the applicants sometimes you can make unfair work for you. It can be effective at any level.