What’s wrong with job posts today?

We hear it all the time:

• "We had to rewrite the job post."
• "We didn’t get enough applicants."
• "We had to extend the application period."
• "We had to repost the job."

Sound familiar? You’re not alone. A survey by Indeed found that 65% of employers had to revise a job description after posting it, and 62% received too many unqualified applicants. Yet, no one seems to talk about the real problem: the job post itself.

Your job post is a candidate’s first impression of your company. If it’s not clear, the best candidates might not apply. And if they do, their experience could already be off to a rocky start.

So, what typically goes wrong? Here are the most common mistakes that hold job posts back:

1. Unclear job titles

Yes, standing out is great. But a job title isn't the place to be "creative."

Avoid vague or gimmicky titles like "Coding Ninja" or "Customer Success Rockstar." Instead, use clear, searchable job titles that immediately tell candidates (and search engines) what the role is. If you're hiring for a Sales Manager, call it that - not "Revenue Growth Architect."

2. Too long or too short

A long, rambling job post loses people fast, especially on mobile. But too little detail isn’t helpful either. The key is balance:

• Stick to essential information.
• Use bullet points for clarity.
• Avoid unnecessary fluff.

People are bombarded with information daily, and their brains take shortcuts to process it. Make it easy for them to grasp your job post quickly.

3. Generic, AI-generated, or copy-paste posts

Many job posts feel like they were copied from the same template - or straight from ChatGPT. If your job post sounds like every other one out there, why should a top candidate choose your role?

Instead, make it personal:

• Who will they work with?
• What does the team culture feel like?
• What are the top three key responsibilities?

Make sure the job post clearly outlines specific tasks, leaving little room for guesswork. While it might reduce the number of applicants, giving concrete details will attract more qualified candidates. This way, you’ll avoid wasting time on unsuitable applicants and have better options to choose from.

4. Too many requirements or "Nice-to-Haves"

A laundry list of requirements will cause you to lose great candidates. Instead of demanding everything under the sun, focus on the must-haves:

• What skills are truly essential?
• What can be learned on the job?
• Could someone with transferable skills succeed in this role?

When you limit requirements to the essentials, you expand your talent pool and attract candidates with potential - not just those who believe they tick every box.

5. Confusing language

Job posts should be clear and inviting, not filled with corporate jargon - that'll attract the same people over and over again. Keep it simple, on-brand, and human:

• Skip acronyms and buzzwords.
• Use easy-to-understand language.
• Be specific without being robotic.

Avoid over-the-top superlatives like "world-class" or "unmatched." Instead, describe the role and company in a way that feels real and authentic.

6. Exclusionary language

Some words and phrases can unintentionally discourage people from applying. Research shows that job descriptions can subtly exclude candidates based on gender, age, ethnicity, neurodiversity, and more. Even seemingly neutral language can reinforce stereotypes and limit your talent pool.

Common pitfalls to avoid:

• Gendered language (e.g., "strong leadership" vs. "supportive team player")
• Age-related terms (e.g., "young and energetic")
• Stereotypical phrases that imply a specific type of candidate is preferred

Small wording changes can have a big impact. If your job post isn’t attracting a diverse range of candidates, what do you have to lose by tweaking the language? Studies clearly show that inclusive job descriptions attract more qualified applicants - so let’s make that the norm.

7. Prioritizing degrees and years of experience over skills

For years, companies have relied on "resume-first" hiring, which favors education and job titles over actual ability. But research shows that hiring for skills is 5x more predictive of job performance than hiring for education and 2x more predictive than hiring based on work experience (McKinsey & Co.).

A skills-first approach:

• Expands your talent pool.
• Leads to better-quality hires.
• Results in faster onboarding and better retention.

So, instead of listing rigid degree requirements or years of experience, focus on what a candidate needs to do well in the role.

8. Lack of transparency

Candidates want to know what they’re getting into - and salary is a huge factor. In fact, salary transparency is becoming a legal requirement in parts of Europe with the EU Pay Transparency Directive set to take effect. This law requires employers to disclose salary ranges upfront, aiming to reduce pay gaps and promote fairness in hiring.

Being upfront about salary:

• Saves time (for you and candidates).
• Builds trust.
• Attracts diverse talent.
• Ensures compliance with upcoming EU regulations.

The bottom line? Transparency isn’t just good ethics - it’s good business. And soon, for many companies, it will also be the law.

Time to fix your job posts

A great job post is all about attracting the right talent and setting them up for success. By rethinking parts of it and making it clearer, you can:

• Get more qualified applicants.
• Spend less time on unqualified applicants.
• Fill roles faster with candidates who actually fit.

So, before reposting that job listing, take a step back. Does it make sense? Is it clear, concise, and inclusive? Would YOU apply?

Fix the post, and the right candidates will follow.