Top 7 Mistakes Employers Make when Writing Job Descriptions
“If you build it; they will come.” That famous line from Field of Dreams points to an ever-present truth: the right environment will attract the right people. Likewise, when it comes to job descriptions, writing them correctly matters… and the outcome can attract or deflect the right talent.
Too often, companies can make a some common mistakes that result in attracting the wrong candidates. By failing to clearly communicate job expectations or other details, the job posting works against the company and wastes time.
In other words, writing an off-target job description can be likened to building a pickleball court instead of a baseball field. Sure, you’ll get sportsmen and women, but not those who play baseball as you expected.
So, how can you avoid these common mistakes? The first step is to know them.
Top 7 Mistakes Made on Job Descriptions
Using Vague or Generic Language:
Using too many broad terms like “team player,” “hardworking,” or “self-starter” without specific examples of what those traits look like in the context of the role can confuse candidates. These don’t give the applicant a clear idea of company culture, working conditions, or specific job responsibilities that could help them understand if they are right for the position.
Being Too Picky:
Sometimes, companies list too many specific technical skills that may be nice to have but are not essential for the job. Even qualified job seekers will not fit your list of criteria 100%. Therefore, refrain from listing excessive qualifications or experience that aren’t essential for the role. This can discourage qualified candidates from applying. After all, if there are any skill gaps, some can be taught if the candidate has a strong background in many other areas.
Pro Tip: It’s better to focus on the core responsibilities and how they contribute to the overall goals of the company.
Unrealistic Job Requirements:
With essential functions in mind, keep any unrealistic job duties and expectations off the table. For example, asking for “10+ years of experience” for an entry-level role or requiring 15 years of Python coding experience from an IT graduate would be a tough order. This can limit the pool of applicants who may be able to learn those skills on the job.
Not Mentioning Salary or Benefits:
Transparency is a big need for job candidates these days, and not being open about pay can cause many to lose interest. At least 40% to be exact (see more in our 2025 Recruitment Trends Report!). Being vague about compensation can make it difficult for candidates to assess whether the role aligns with their financial goals and expectations. Including salary ranges and benefits (or at least mentioning that they are competitive) can attract more candidates.
Using Complicated Job Titles:
Overly complicated or internal job titles can confuse potential applicants. It’s best to focus on key responsibilities and to make the role simple to understand. Check for commonly understood titles so candidates can easily grasp the nature of the role.
Being Too Long or Too Short:
Striking the right balance is key. Job descriptions that are too long can be overwhelming and discourage applications, while descriptions that are too short may not provide enough information about the role and the company.
Neglecting to Include a Call to Action:
Not including a clear call to action (e.g., “Apply now,” “Submit your resume and cover letter”) can leave candidates unsure of how to proceed. Make it easy to understand what next steps they need to take so they can send the appropriate information your way.
By avoiding these mistakes, companies can create clearer, more attractive job descriptions that resonate with the right candidates.
Why an Effective Job Description Matters
Writing an effective job description is essential for attracting the right candidates and ensuring a successful hiring process. A clear, well-structured job description helps potential applicants understand exactly what the role entails, the skills required, and the expectations of the employer.
When you know what you’re looking for, it becomes much easier to identify the ideal candidate when they come your way. By outlining specific qualifications and responsibilities, you can filter out applicants who don’t meet the necessary criteria, saving time and resources.
If you need further assistance in refining your search or finding top talent, Corporate Navigators is here to help. We specialize in identifying candidates who meet your job requirements, ensuring you find candidates that match your criteria.
