In today’s talent-driven market, companies can’t afford to overlook any part of the hiring process — especially not the job description. Yet many organizations unknowingly repel high-quality candidates with outdated, unclear, or overly rigid job postings. If you’re struggling to attract the right talent, your job description might be the problem.

Here’s why your job description could be costing you top-tier candidates — and what to do about it.

1. You’re Asking for a Unicorn

Let’s face it: most job descriptions read like wish lists. Employers list every skill, qualification, and experience imaginable, hoping to find someone who checks every box. The result? You might actually be turning away highly capable candidates who feel they’re underqualified — especially women and underrepresented groups, who statistically apply only when they meet nearly all criteria.

✅ Fix it: Focus on must-have skills, not nice-to-haves. If something can be learned on the job, leave it off.

2. The Language Isn’t Inclusive

Job descriptions often include gendered or biased language without realizing it — words like “rockstar,” “ninja,” or “aggressive” can discourage women or candidates from diverse backgrounds from applying. Even subtle wording choices can signal that a workplace lacks inclusivity.

✅ Fix it: Use tools or checklists to review for bias. Aim for clear, neutral, and inclusive language that reflects your company culture and values.

3. It’s Too Vague or Too Specific

Generic descriptions (“must be a team player,” “fast-paced environment”) don’t help candidates understand what they’re actually applying for. On the other hand, overly rigid descriptions can leave no room for diverse experience or transferable skills.

✅ Fix it: Be specific about responsibilities and expectations, but allow for flexibility in how skills can be demonstrated. Use real-world examples of what success looks like in the role.

4. You’re Selling a Job, Not a Career

Top talent is looking for more than a paycheck — they want purpose, growth, and impact. If your job description only lists tasks without painting a picture of what a candidate will gain from the experience, you’re missing a key opportunity to stand out.

✅ Fix it: Highlight career development, mentorship, culture, mission, and how the role contributes to the bigger picture.

5. It’s Not Optimized for Mobile or Search

If your job descriptions aren’t easy to read on a mobile device or aren’t optimized with relevant keywords, they’re unlikely to show up in search results — or they may be abandoned midway by frustrated users.

✅ Fix it: Keep formatting clean, use bullet points, and make sure job titles are industry-standard and searchable.

Final Thoughts

In the staffing industry, we see this all the time: great talent slips through the cracks because of small oversights in job postings. A job description is more than a list — it’s your first impression, your pitch, your handshake. Make it count.

By crafting clear, inclusive, and compelling job descriptions, you not only attract better candidates — you set the tone for a better hiring process.