When was the last time you read your own job description—like, really read it?  If you were a candidate, would you apply?

Job descriptions are one of the most powerful hiring tools you have. But they’re also one of the most overlooked. Written in a rush, recycled from old templates, or stuffed with corporate jargon, they often end up saying things hiring managers never intended to communicate.

And those unintended messages?  They can turn qualified candidates away, damage your employer brand, and slow down—or even derail your hiring process.

So before you post your next opening, make sure your job description isn’t accidentally sending one of these unintentional messages.

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1. “We haven’t updated this since 2013.”

Outdated language, tech stack references from a decade ago (“must know fax machines”), and phrases like “self-starter who thrives in a dynamic environment” scream “we copied this from an old file.”

What it really tells candidates: “We don’t evolve quickly, and this role might not either.”

The fix: Audit your job descriptions quarterly. Strip out dated tech, clarify responsibilities, and make sure you’re using modern, inclusive, human language.

2. “We want a unicorn. That does backflips.”

If your “junior” role requires a master’s, 5 years of experience, fluency in three programming languages, and project management certification… you’re not hiring for a real person. You’re writing fan fiction.

What it really tells candidates: “We’re unrealistic and likely don’t know what we want.”

The fix: Separate “must-haves” from “nice-to-haves.” If you’d be willing to train someone on a skill, leave it out of the “required” section.

3. “We don’t actually know what this role does.”

Vague phrases like “ensure cross-functional alignment” or “manage various tasks as needed” make the role feel ambiguous and chaotic.

What it really tells candidates: “You’ll figure it out as you go—with no support.”

The fix: Be specific. Outline day-to-day responsibilities and expected outcomes. Candidates want clarity, not cryptic puzzles.

4. “We’re not big on work-life balance.”

Job descriptions that glorify hustle culture (“must be willing to work long hours,” “thrives under pressure,” “24/7 mentality”) are a hard no for today’s workforce.

What it really tells candidates: “You will burn out here.”

The fix: Emphasize flexibility, wellness, and work-life harmony. Talk about results, not hours worked.

5. “We only hire people who fit in a very narrow box.”

Requiring a degree from a specific type of university or dismissing candidates without traditional experience can limit your talent pool.

What it really tells candidates: “We value conformity over capability.”

The fix: Focus on skills, experiences, and potential. If formal education isn’t a true requirement, remove it. Better yet, say so.

6. “We’re not confident in what we’re paying.”

Leaving out salary info—or writing “competitive based on experience”—can signal you’re either underpaying or disorganized.

What it really tells candidates: “We might waste your time.”

The fix: Post a range. Transparency builds trust and saves time for everyone involved.

7. “Culture? We haven’t thought that far.”

If your job description only talks about duties and doesn’t mention your company’s purpose, people, or perks—you’re missing the big picture.

What it really tells candidates: “This is a job, not a career.”

The fix: Briefly describe your team vibe, values, and why people stay at your company. Include a link to a culture video or employee testimonials.

8. “We copy and paste everything.”

Posting job descriptions that read like legal documents or sound just like every other company in your industry won’t stand out—at best, they’ll be ignored.

What it really tells candidates: “This isn’t a special opportunity.”

The fix: Add personality. Use conversational language. Let candidates feel the human side of your brand. Be bold enough to sound different.

9. “We value diversity… but don’t show it.”

Using gender-coded language, ageist assumptions (“digital native”), or implying a single personality type (“rockstar,” “killer instinct”) can turn away candidates from underrepresented backgrounds.

What it really tells candidates: “You won’t belong here.”

The fix: Use inclusive, gender-neutral language. Run your job descriptions through a bias checker. Highlight DEI initiatives authentically.

10. “This is about us—not you.”

Job descriptions that only talk about what you want, without highlighting what the candidate gains, are a huge missed opportunity.

What it really tells candidates: “You’re a cog in the machine.”

The fix: Balance your ask with an offer. Talk about growth paths, mentorship, benefits, and what makes the role exciting or meaningful.

The Bottom Line:

Your job description isn’t just a list of responsibilities — it’s a direct reflection of your company’s values, culture, and professionalism. Whether you realize it or not, candidates are reading between the lines and drawing conclusions about what it’s like to work with you.

It’s not just about spelling out what the role entails — it’s about showcasing who you are as an employer, how thoughtfully you hire, and what kind of environment people can expect to join.

A standout job description won’t just attract more applicants — it’ll attract the right ones.

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