Your job description is usually a potential candidate’s first impression of your company — and it might also be the reason they never apply. In today’s competitive talent pool, candidates skim, assess, and move on fast. If your JD is obtuse, unengaging, or unsuitable, you’re probably missing out on the very individuals you need to entice. Let’s dissect a few of the most prevalent (and expensive) job description mistakes businesses commit when crafting jobs ads — and how to correct them.

1. Too Much Corporate Jargon

Words such as “synergize cross-functional deliverables” or “have excellent stakeholder engagement skills” are impressive-sounding but don’t often assist. In fact, they may confuse or intimidate job seekers who merely wish to know the function.

Correct it: Communicate as a person. Describe clearly and precisely what the candidate will actually be doing and with whom they will be working.

2. Unrealistic Requirements

Asking for 5+ years of experience for an “entry-level” role? Listing every tech tool under the sun as a “must-have”? You’re not casting a wider net — you’re shrinking your pool.

Fix it: Differentiate between “must-haves” and “nice-to-haves.” Focus on core skills and potential, not a perfect resume.

3. Generic Responsibilities

If your job title reads like it might work for any firm, prospects won’t care about your mission or position. Being vague in stating that someone will “manage projects and work with teams” isn’t sufficient.

Correct it: Get specific. What types of projects? Which teams? What will they be driving toward?

4. Unspecified Salary Range

Salary transparency isn’t trendy — it’s increasingly expected. Omitting a range can turn off the best candidates or waste everyone’s time.

Correct it: Provide a fair salary range. It engenders trust, particularly with newer talent who expect transparency.

5. Ignoring Culture and Growth

Many job descriptions forget to answer: Why should someone work here? Candidates want to know not just what they’ll do, but where they’ll grow and how they’ll belong.

Fix it: Briefly highlight your team culture, values, and what makes your workplace different. A line or two goes a long way.

Final Thoughts

A great job description doesn’t just fill roles — it attracts the right people. In a market where top candidates have options, the small things you overlook might be the exact reasons they scroll past.

Even small tweaks to how you describe a role can make a big difference in who applies — and who doesn’t. Take the time to get it right.