Is Your Job Description Scaring Away Candidates?
A poorly written job post can send great candidates running. Let’s break down the biggest red flags that might be turning people away and what you can do to fix them.
1. The “Catch-All” Job
Ever see a job posting that reads like a full department’s responsibilities rolled into one role? Candidates notice, too. If your job description includes an endless list of duties that seem impossible for one person to handle, top talent won’t bother applying.
Example: "Marketing and Operations Specialist"
Responsibilities include:
Developing and executing comprehensive marketing strategies across all digital and traditional channels.
Managing all social media accounts, creating engaging content, and analyzing performance.
Overseeing daily office operations, including inventory management and vendor relations.
Providing customer support and resolving inquiries promptly.
Planning and coordinating company events and promotional activities.
Generating monthly reports on marketing and operational performance.
Assist with HR functions such as onboarding.
Any other duties as assigned.
The example description above touches a wide range of skills. It demands expertise in marketing, operations, customer service, and even HR. Plus, the "any other duties as assigned" is often a red flag that the job could expand in unpredictable ways.
Fix it: Be realistic about what one person can and should be expected to do. If the role genuinely spans multiple functions, consider whether you actually need two separate positions.
2. Unrealistic or Excessive Requirements
In today's tight labor market, you could be missing out on great candidates by having excessive requirements. If your job posting demands 10 years of experience for an entry-level role or a niche combination of skills that a slim few realistically have, you could be setting yourself up for failure. Candidates may decide not to apply simply because they don’t check every single box, even if you are flexible on requirements listed.
Fix it: Focus on the must-haves. What skills and experience are truly essential, and what can be learned on the job? Clarifying which qualifications are "nice to have" vs. "required" can help attract a wider, stronger applicant pool.
3. Vague, Generic Language
“We’re looking for a dynamic self-starter with a can-do attitude who thrives in a fast-paced environment.” Translation: You haven’t actually said anything about the role. Fluffy language doesn’t tell candidates what they’ll be doing, and it could make your company seem out of touch.
Fix it: Be specific. What will this person’s day-to-day look like? What impact will they have? Clarity attracts the right candidates.
4. No Salary Transparency
One of the quickest ways to lose candidates is to hide the salary. The vast majority of candidates are looking for salary information (74%) and benefits (70%) when researching a company. If a posting has “DOE” (dependent on experience) instead of a range, many job seekers assume the pay is too low or they’ll just focus on roles that are upfront about compensation.
Fix it: If your state doesn’t require salary transparency, consider adding a range anyway. It builds trust and attracts candidates who are genuinely interested in what you can offer.
5. Overused Buzzwords & Culture Clichés
“Work hard, play hard.” “We’re like a family.” “Looking for a rockstar.” These phrases have become so common, that they now often lack sincerity, and can be seen as a negative. They can come across as red flags, signaling potential burnout culture, lack of work-life balance, or unrealistic expectations.
Fix it: Show, don’t tell. If your culture is great, let it shine through by sharing real insights into your team dynamics, values, and work environment. Instead of saying, “We have a great team culture,” try something like:
"Our team kicks off every Monday morning with a quick huddle to align on priorities, celebrate wins, and support each other. Plus, our mentorship program pairs new hires with seasoned employees to help them grow in their careers.”
6. No Mention of Career Growth
Ambitious candidates want to know that a company is invested in their long term success. If your job description only focuses on immediate tasks and offers no insight into long-term opportunities, candidates may see it as a dead-end job. People want to know there’s room to grow.
Fix it: Highlight training opportunities, mentorship programs, or clear paths for advancement. Show candidates that joining your company is an investment in their future.
Your job description is often a candidate’s first impression of your company. If you’re struggling to attract great talent, it might be worth taking a step back and evaluating whether your job posting is setting the right tone. A few simple tweaks can make all the difference in bringing in the right people!
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