Job Ads and Benefits – Between Fairy Tale and Reality
Job Ads and Benefits – Between Fairy Tale and Reality
“The best way to build trust in business is to tell the truth — even when it’s uncomfortable” – Patrick Lencioni
Do You Believe That Fairy Tales Are Real?
That there’s a real dragon breathing fire, an immortal Koschei, a genie in a lamp, a house made of candy (with no expiration date), a magical kingdom where everyone is happy, etc.?
No? That’s nice and mature — good for you.
Then I wonder…
Why do you write job ads as if they were fairy tales?
Why not start treating candidates as normal, grown‑up people who are looking for a better (financial) life (and a more meaningful career), instead of like children you want to lure into your “Disneyland” (which, in reality, doesn’t exist)?
“Here we go again, another one who’s frustrated with some company for who knows what reason…”
Some of you might think that.
Actually, no.
This is just a small observation and a little (unofficial) research over the past few years, comparing (so to speak) the epicness of job ads and the reality of the actual job.
“It’s like going on a date, and then after a while you see her without all the makeup and with a completely different personality…”
That was a comment from an acquaintance who left his company after a few months, realizing the job would never be as described in the ad… not even close, actually.
Pretty funny comparison, I must admit.
But not without a point.
Talent Attraction Has Started to Feel Like:
“Do you like this candy (job ad), little boy/girl? Hehehe… come with me, little boy/girl, there’s more in my sweet little house, come, come…” (creepy laugh)
Where is the transparency (or, heaven forbid, honesty)?
Candidates are already on the edge of having this attitude toward such ads:
“Hey witch (assuming we’re still in a fairy tale, no offense to anyone), I’m not going anywhere until you tell me what kind of sweets these are! If it’s quality chocolate or vanilla or pistachio, maybe I’d be interested — but don’t promise me chocolate and then hand me bland caramel!” (For some reason, I imagined this as something comedian Kevin Hart would say, so in my head it sounded funnier)
Instead, candidates can only hope (or let’s say fantasize) that there’s some truth in what’s written.
“Oh, grow up, it’s also about marketing and companies trying to ‘sell’ themselves and what they can offer, competing against others, etc…” someone might say.
I agree…
But I can’t help but wonder…
Why Can’t Companies “Sell” Honesty, Transparency, and Real Value?
Why is it so hard to tell candidates what your company actually strives to become?
If you give candidates (through a job ad or an interview) a fake story:
“Everything is amazing here!”
…don’t be surprised if you hire a fake candidate who gives you a (fake) response:
“Great, I’m amazing too!”
…and who isn’t what they seem to be.
Someone might say that today searching for good candidates works like this because there are so few.
Alright then, why don’t you “hunt” those with less experience but more potential — and turn them into your superstars?
Try being a little more honest.
Honesty can also be attractive. Believe it or not, honesty can even be sexy.
Honesty can give your company and your candidates/employees the chance for genuine growth.
Tell candidates clearly what you’re ready to offer them right now.
Tell them clearly what you expect in return.
And then mention your forecast (with some degree of certainty) of what they can expect if they stay longer with the company… but don’t tell fairy tales… or, to put it bluntly, lies.
What would you rather have:
- 100 résumés and maybe 4–5 candidates who might fit your “fancy” ad…
or
- 30 résumés and, say, 10 candidates who could fit, thanks to your slightly more honest job ad?
Benefits Are Not the Same as Employee Rights
Do you think I need to remind you every day of the following benefits: that you can eat, breathe, walk, travel, vote, be protected by law, that your life is inviolable, that no one can trade you as a slave, and so on?
You’d probably look at me like I’m crazy and say those things aren’t benefits but rights… some defined by natural law/survival/common sense, and others by your country’s Constitution (and accompanying laws).
That’s a nice, mature observation on your part — well done.
Then I wonder…
Why do you list things defined by labor law as “benefits” in job ads?
Listing as benefits:
- “regular (and on time) salary”
- “guaranteed 20 days of annual leave”
- “weekends off”
- “working five days a week, 8 hours a day”
- “employment from day one”
…makes your company look immature and sends potentially bad messages, such as:
- This is a lawless country (and so is our company), but we decided to present rights as benefits so the ad looks cool.
- We don’t really respect employees’ rights, but we want it to look like we’re a great company.
- We actually have no real benefits to offer, so we list legal rights as benefits — because, well, something has to be written in the ad to “justify” low salaries.
So what are real benefits?
Benefits mean that, as a company, you’re willing to go a step further and give your employees rights (or, better said, perks) beyond those defined by law. In other words — advantages and added value.
These can be (ranging from small and fun to quite serious):
- free snacks and/or drinks
- regular team‑building activities (not just once a year, and not on weekends)
- gym memberships, vouchers, private health insurance
- additional days off, more than 20 vacation days
- gifts for employees’ birthdays (doesn’t count if colleagues chip in themselves), gifts for childbirth, kids starting school
- a budget for courses and seminars
- financial bonuses
- a 13th salary
- or anything else that truly benefits employees
So…
How about we stop (or at least reduce) the fairy tales and start being more honest?
Let your company stand out from others who follow the same (fake) style.
Maybe you can also improve your approach with the following exercise. ⬇⬇⬇
🧭 Exercise: “No‑Fairy‑Tale Job Ad”
Goal:
By the end of this exercise, you’ll have a more honest, authentic version of a job ad that doesn’t promise a fairy tale but shows the reality of your company — and therefore attracts the right people.
Time: 30–45 minutes
1. Analyze your current job ad
Take a job ad from your company (or your industry).
Copy it into Word or onto paper and do the following:
✅ Highlight in green the sentences that are clear and verifiable.
❌ Highlight in red the sentences that sound like clichés or fairy tales.
🟡 Highlight in yellow the sentences that are promises without concrete examples (e.g., “dynamic environment” — what does that mean?).
👉 Mini‑questions:
- Can a candidate check or see this during a trial period?
- Can you back this up with examples?
2. Separate legal rights from true benefits
Make a table with two columns:
Left: All “benefits” listed in the ad.
Right: Mark each item as:
✅ Real benefit (e.g., private insurance, education budget, working from home on Fridays)
⚖️ Legal obligation (e.g., annual leave, free weekends)
👉 Reflection question:
- Can you add at least one small but real benefit that you truly offer as a company but haven’t mentioned?
3. Describe the reality of the job
Answer these questions honestly (just for yourself, no filters):
- What’s genuinely good about working here? (e.g., team spirit, flexibility, support)
- What’s challenging? (e.g., tight deadlines, demanding clients)
- What does a typical workday look like?
- What types of people tend to stay and grow here the longest?
4. Write three honest sentences
Imagine you’re talking to a friend looking for a job. Write without sugarcoating:
- “If you join us, it’s great here because…”
- “But you need to be ready for…”
- “This is a company that rewards you if you…”
5. Create your ‘No‑Fairy‑Tale’ job ad
Based on everything above:
- Remove empty phrases.
- Add concrete examples and honest descriptions.
- Promise only what you know you can deliver.
👉 Bonus: Add a sentence like:
“If you like what you’ve read and see yourself in this kind of environment — apply. If it doesn’t appeal to you, it’s better to look for something that suits you better. We respect your time and choice.”
✅ Result:
You end up with a job ad that:
✔️ Respects candidates as adults.
✔️ Clearly shows what you offer and what you expect.
✔️ Attracts fewer people — but the ones who are the right fit. 
