The way a job description is written can either attract top-tier talent or drive them away before they even apply. While the volume of applications you receive could be influenced by market conditions or the specificity of the role, it’s also possible that your job posting itself is the issue. A vague, outdated, or overly rigid job description can deter top candidates, while a well-crafted one sets the foundation for a strong hiring process.
What many hiring managers don’t realize is that some of the biggest mistakes aren’t the obvious ones – like typos, vagueness, unrealistic qualifications – but the subtle missteps that quietly turn away great candidates. These hidden errors can weaken your employer’s brand, slow down the hiring process, and even cost you your ideal hire.
As a specialized search and staffing firm with twenty years in business, we’ve seen firsthand how job descriptions can impact the hiring success of organizations. Here are some lesser-known but critical mistakes hiring managers make, along with practical ways to fix them.
Treating the Job Description Like an HR Document
Mistake: Many job postings read like they were written for compliance or HR documentation rather than for a real person looking for a meaningful opportunity. They’re too lengthy and include an entire laundry list of items that may be useful in an internal document but will not resonate with a larger online audience.
Instead: Write for the candidate, not just your internal processes. Make it engaging and conversational where appropriate. When in doubt, put yourself in a job seeker’s shoes – if you were reading it, would it make sense and provide the right amount of information to catch your attention?
Example: “We’re looking for an Executive Assistant who is proactive, highly organized, and thrives in a fast-moving environment where no two days are the same”…instead of “The incumbent will be responsible for executing multifaceted administrative functions, overseeing interdepartmental communications with key stakeholders and ensuring the seamless facilitation of operational workflows within the executive office.”
Ignoring Career Progression in the Role
Mistake: Research shows that one of the most common reasons individuals want to leave their current organization is a lack of career progression. Think about it – would your job description stand out that much more if you were able to speak to where the role leads? Many job descriptions fail to answer that key candidate question. If you only focus on current responsibilities without addressing growth potential, top talent may be deterred from exploring your opportunity.
Instead: Highlight what success looks like beyond the first year and potential career trajectories.
Example: “This role offers a clear path to a senior leadership position within three years, with mentorship from our executive team.”
Overloading on Corporate Jargon
Mistake: While some industry terminology is necessary (especially in industries like IT or Legal), loading a job description with corporate-speak like “synergy” and “cross-functional alignment” or trendy buzzwords like “guru” and “rockstar” makes it less accessible.
Instead: Use clear, straightforward language that reflects how your team actually communicates day-to-day.
Example: “You’ll work closely with our Marketing and Sales teams to ensure seamless campaign execution”…instead of “This role will facilitate cross-functional strategic initiatives for optimized revenue-driving synergies.”
Forgetting to Address Remote vs. Hybrid Expectations
Mistake: In today’s post-pandemic workforce, job seekers want to know where they’ll be working, yet many job descriptions remain uninformative and vague about remote, hybrid, or in-office expectations.
Instead: This one is super easy to fix! Be upfront about location flexibility, work arrangements, and if there is a set amount of days required in the office. If specific days of the week require a mandatory in-office presence, be sure to mention those as well (for instance, Tuesdays and Thursdays).
Example: “We offer a hybrid work model with two days in-office per week and flexibility to work from home the rest of the time.”
Treating Company Culture as a One-Size-Fits-All
Mistake: Far too many job descriptions copy and paste the same cliche culture statements or list of corporate values – “We have a fun, fast-paced, and inclusive environment” – without real substance. Some job descriptions don’t even bother to include anything on company culture!
Instead: Offer a specific, authentic glimpse into what makes your culture unique. Add in employee retention metrics, company awards, testimonials, milestones you’re proud of, etc. Check out this video for tips on how to build and effectively communicate a compelling employer brand.
Example: “We’re a company that thrives on curiosity, whether it’s monthly ‘innovation hours’ where employees pitch new ideas or our annual retreat focused on team learning.”
Not Prioritizing Inclusive and Equitable Language
Mistake: Job descriptions that unintentionally use gendered language, ableist terms, or exclusionary requirements can discourage diverse candidates from applying.
Instead: Audit your job descriptions for inclusive language, remove unnecessary barriers, and explicitly encourage diverse applicants. For additional examples and tips for rethinking your job descriptions from an inclusivity standpoint, check out this blog post on “How to Successfully Hire a Diverse Workforce in Ottawa.”
Example: “We are an Equal Opportunity Employer committed to a diverse workforce. We do not discriminate on the basis of race, religion, colour, gender, sexual orientation, age or disability.”
Not Mentioning Who They’ll Work With
Mistake: Candidates don’t just apply for a job; they apply to work with people and a team. Oftentimes, job descriptions fail to highlight the team dynamic or mention what part of an organizational ecosystem a candidate would be a part of. Would they be joining a larger team with a defined leadership structure? Or perhaps they would be coming into an organization and be the employee responsible for building out the role and team?
Instead: Introduce potential colleagues, reporting structures, or cross-departmental collaboration if they’re going to be a team of one.
Example: “You’ll report to the VP of Operations and collaborate with a team of five experienced analysts.”
Writing an effective job description isn’t just about filling a role, it’s about attracting the right people to your team. By avoiding these often-overlooked mistakes and refining your approach, you can improve the quality of your applicants and make your hiring process more efficient.
Need help crafting job descriptions that stand out OR help with finding talent altogether? Our highly specialized recruitment team at LRO Staffing has helped countless businesses align the right professionals with their business plans. Contact us today.
