MSPs often struggle to bring in qualified candidates. However, the issue may not be the labor market but the job description itself. The way roles are written can unintentionally narrow the applicant pool. This turns away capable candidates before they ever click “apply.”
Well-crafted job descriptions focus on the work, the environment, and the opportunity. They also help candidates quickly understand whether the role and the company are the right fit. Here’s how MSPs can rethink job ads to attract stronger, more diverse talent without changing who they are as an employer.
Focus on the Work, Not Personality Traits
Many job descriptions spend too much time describing the type of person the company wants, rather than what success in the role actually looks like.
Experts recommend grounding job descriptions in responsibilities and outcomes instead of personality-driven language. Descriptions such as “must be a go-getter” or “looking for a self-starter” can come across as overly competitive and, in some cases, exclusionary. They’re rarely essential to doing the job well.
Practical Tips for MSPs
- Describe daily responsibilities and expected outcomes.
- Define what success looks like in the first six to 12 months.
- Avoid vague descriptors that don’t tie directly to performance.
Be Careful With Overly Rigid Requirements
Long lists of “must-have” skills can discourage qualified candidates. This is especially true when many of those skills can be learned on the job. Women are less likely to apply if they “aren’t 100% qualified for it,” said Amy Babinchak, owner of consulting firm Third Tier.
A practical alternative is to keep requirements focused on what’s truly necessary on Day 1, then leave room for growth and training. In many MSP roles, broad experience and strong fundamentals matter more than a specific checklist.
Practical Tips for MSPs
- Separate “required” and “nice to have” skills.
- Emphasize core competencies over niche experience.
- Assume capable candidates can learn specific tools internally.
Clearly Communicate Culture and Work Environment
Amy Babinchack
Candidates aren’t just evaluating the role. They’re also evaluating the company. Job descriptions that provide insight into culture and expectations help candidates self-select and build trust early in the process.
Women, in particular, want to know, “Is it a place that they would be comfortable working at?” Babinchak shared. “There are certain ways of saying things that convey a reflection of the culture to women more than men.”
One practical step: make the “what it’s like to work here” section easy to find. Listing benefits, flexibility, and day-to-day norms up front can help candidates decide if the environment fits their needs. “People want to know what they are getting into, as they are taking some risk to leave where they are,” Babinchak said. “Having benefits listed makes your ads stand out.”
Practical Tips for MSPs
- Lead with benefits and flexibility; don’t bury them at the end.
- Be explicit about remote, hybrid, or flexible schedules.
- Use plain language to describe what it’s like to work there.
Lead With Company Identity
Rayanne Buchianico, owner of ABC Solutions LLC in Clearwater, FL, starts job descriptions with a short overview of the business.
Rayanne Buchianico
She opens with “who we are and what we do,” emphasizing “the low-stress atmosphere of the company.” ABC’s postings also highlight work-life balance and opportunities for ongoing learning. These factors resonate across demographics.
Practical Tips for MSPs
- Include a brief, authentic company overview at the top.
- Highlight growth opportunities and learning paths.
- Avoid corporate buzzwords that don’t reflect reality.
Get a Second Set of Eyes Before Posting
Inclusive writing improves with feedback. Share drafts with someone who represents the kind of candidate you want to attract. This can help you learn the perspective of the community you’re trying to attract. It also helps avoid language that will not resonate with the talent you seek. This doesn’t require formal committees. It should just feature thoughtful review before publishing.
Practical Tips for MSPs
- Ask a trusted employee to review job ads for tone and clarity.
- Check for jargon or assumptions that may limit applicants.
- Revise language that could be misinterpreted or misunderstood.
Be Honest and Authentic
Finally, job descriptions should reflect reality. Overstating culture or goals can backfire if candidates don’t see evidence to support the claims.
Organizations often say they want to improve representation, however, there’s often little-to-no action to back up that statement. It’s better to frame goals as a work in progress than to create expectations the company can’t meet.
Practical Tips for MSPs:
- Avoid promises you can’t support.
- Use straightforward, authentic language.
- Let actions, not slogans, define your culture.
By treating job descriptions as strategic tools rather than checklists, MSPs can attract stronger candidates, set clearer expectations, and improve hiring outcomes over time — without reinventing their business or their values.
This article was updated on 12/30/2025.
Image: iStock
