Your job posting is likely the first impression a candidate has of your company. But it must be said: even well-meaning hiring managers write bad job descriptions that cause the best talent to run for the hills. If you’re wondering why your applicant pool seems underwhelming, your job description could be the problem.
So, let's break down the most common red flags in job descriptions that drive away top talent, plus actionable hiring tips for employers to fix them fast!
Weird, Vague, or Buzzwordy Job Titles
Top-tier candidates are searching for clear, industry-standard job titles. Invented titles like “Marketing Rockstar” or “Design Ninja” are not just cringe, they’re unsearchable. You’re missing out on both SEO and first-impression brand clarity.
Instead, stick with terms your talent pool is searching for. Titles like Marketing Manager, Senior Graphic Designer, or UX Researcher are more likely to show up in hiring alert emails, job boards, and searches.
The Required Skills List Is Too Long (or Just Plain Confusing)
A long list of required skills can make even the most qualified candidates pass right by. It sends two messages: (1) you set impossible standards and (2) your company culture might be, well, a bit elitist. Who would want to work at a place like that? Research also shows that high-performing talent with impostor syndrome may self-select out if they don't feel 100% qualified. Even for entry-level job postings, it’s confusing to require years of experience. If you need someone more experienced, be clear about it!
Fix this by listing only must-have, can't be trained skills (think: certifications, education, legal requirements). You can also include a short list of “nice-to-haves”, like experience within a certain industry or certain type of consumer marketing. Limit both lists up to five; anything else, save as questions during the introductory recruitment interview.
Remember: a strong resume will speak to much more than your job post outlines—especially from overachievers.
You're Combining Multiple Roles in One Listing
Yes, we've said this before, but it bears repeating (because we still see these types of job descriptions all the time!) Talented people are also smart people—they know the difference between reasonable asks and a job that asks way too much. If you’re trying to Frankenstein together a role that asks for a designer who can also write copy and be your content strategist, you’re never going to find that person. And if you do? They likely won’t stick around long.
To fix this, go back to your hiring budget and prioritize. Which role is most critical right now? Focus your job description on that role. The rest can wait until your team or resources grow.
No Mention of Salary or Benefits
Some companies are still treat compensation information as optional. It’s not. This is a big hiring tip for employers: salary and benefit transparency attracts top talent. When job descriptions lack mention of salaries and benefits, applicants have no idea what to expect. Simply listing the term “competitive salary” doesn’t mean anything on its own, either.
Instead include a salary range (even if it’s broad) and a list of your benefits. This lets candidates know what they’re applying for and helps your recruiting team avoid the “Thanks, but no thanks” calls.
Overly Corporate or Clique-ish Language
Job descriptions should feel inviting, professional, and human. Some employers swing too far into stiff, formal jargon. Other companies lean too heavily on their "vibes," values, and familial atmosphere, making their job descriptions seem too members-only. When applicants feel like they would have to change their personality to conform to your culture, that’s never the vibe you want to give off in any of your external communications!
Instead, use natural language that reflects your company’s values and work style. Avoid lines like do-it-all go-getter, someone who “gets” our vibe, etc. In short, make your job descriptions welcoming to all!
TLDR;
The best job descriptions are ones that feel genuine, like they were written by a human at the company (sorry, AI!). Never double up two separate jobs in one job description in an attempt to hire a unicorn. Include a reasonable amount of skills that are required, while distinguishing from “nice to have” skills. List your salary and benefits and stay away from overly stiff language or clique-ish phrases that imply they must fit in.
If you want to hire quickly, we know of a much easier way: work with Artisan! Our recruiters already have a pool of highly sought-after, talented individuals that we have active relationships with. We excel in placing people in job openings for our clients all the time, so why not start here?
