Why Job Descriptions Are Quietly Killing Great Applications

Most hiring teams believe job descriptions exist to attract great candidates.

In reality, many job descriptions are doing the opposite.

They’re quietly discouraging qualified, high-potential people from applying, without anyone noticing. Not because the role is unattractive, but because the way it’s written sends the wrong signals to the very talent companies say they want.

Let’s unpack how this happens, and what to do instead.

The Job Description Problem No One Talks About

Job descriptions were never meant to be marketing documents. They were designed as internal compliance tools, lists of duties, requirements, and reporting lines.

But today, they’re often the first and most influential touch point between a candidate and your company.

And yet, many still read like:

• Legal disclaimers

• Shopping lists of skills

• Internal documentation accidentally posted online

The result? Strong candidates self-select out before you ever see their CV.

Overloaded Requirements Filter Out High Performers

One of the biggest application killers is the “everything-and-the-kitchen-sink” requirements list. Research consistently shows:

• Men apply when they meet ~60% of requirements

• Women often wait until they meet close to 100%

  
  

When you list every possible skill instead of the critical ones, you don’t raise the bar, you shrink the pool.

What happens instead:

• Career-switchers don’t apply

• High-potential candidates assume they’re “not ready”

• You attract applicants who are confident rather than capable

  
  

Fix: Separate must-haves from nice-to-haves, and be ruthless about what truly matters in the first 6–12 months.

Vague Language Creates Uncertainty, Not Excitement

Phrases like:

• “Fast-paced environment”

• “Wears many hats”

• “Must be resilient”

• “High-pressure role”

…are red flags without context.

To candidates, vague language often translates to:

• Poor planning

• Unrealistic workloads

• Burnout culture

• Lack of role clarity

Top candidates don’t want vague challenges, they want clear problems to solve.

Fix: Replace buzzwords with specifics:

• What makes it fast-paced?

• What problems is this role hired to fix?

• What does success look like after 90 days?

Clarity builds confidence, and confidence drives applications.

Job Descriptions Focus on Tasks, Not Impact

Most job descriptions answer one question: “What will this person do all day?”

Great candidates are asking a different one: “Why does this role matter?”

Lists of responsibilities don’t inspire. Impact does.

Compare:

• “Manage stakeholder communications”

• “Own communication between product and customers during major launches”

Same task. Completely different emotional pull.

Fix: Frame responsibilities around outcomes, not activities. Show how the role contributes to the business, the team, or the mission.

Culture Is Claimed, Not Shown

“Great culture” has become meaningless.

So have:

• “Collaborative team”

• “Innovative environment”

• “Flat hierarchy”

Candidates have seen these phrases everywhere, and learned they often mean nothing.

What they want is evidence.

Fix: Show culture through:

• How decisions are made

• How performance is measured

• How feedback is given

• How people grow

One concrete example is worth more than five culture buzzwords.

The Tone Often Signals “We Hold the Power”

Many job descriptions unintentionally sound authoritarian:

• “Must demonstrate…”

• “Candidates will be expected to…”

• “Failure to meet requirements will…”

This tone positions the role as a test, not an opportunity.

Top talent doesn’t want to feel interrogated, they want to feel invited.

Fix: Shift the tone from gate keeping to partnership:

• “You’ll work with…”

• “You’ll have the opportunity to…”

• “We’re looking for someone excited to…”

Subtle language changes dramatically affect who applies.

Job Descriptions Ignore the Candidate Experience

Ironically, job descriptions often demand skills the hiring process itself doesn’t demonstrate:

• Clear communication

• Empathy

• Efficiency

• Respect for time

When descriptions are bloated, confusing, or unrealistic, candidates assume the hiring experience, and workplace, will be the same.

Fix: Treat the job description as a preview of how your company thinks, communicates, and priorities.

Because candidates absolutely do.

The Bigger Cost: Invisible Talent Loss

The most damaging part? You’ll never know who didn’t apply.

No rejection email. No feedback. No data.

Just a smaller, less diverse, less innovative candidate pool, while teams wonder why “good candidates are so hard to find.” Often, they aren’t hard to find. They’re just quietly opting out.

Final Thought: Job Descriptions Are a Design Choice

Every word in a job description sends a signal.

About:

• Who belongs

• Who will succeed

• What the company truly values

  
  

The best job descriptions don’t try to screen everyone out. They try to invite the right people in. If you want better applications, start by rewriting the door.