One oddly common issue, I’ve found, with many job descriptions is that they are poorly written. I assume they are often prepared by an HR professional who doesn’t have a deep understanding of the role’s day-to-day responsibilities or by a team manager who may not fully grasp the broader context of the position. This lack of insight can lead to descriptions that are too vague, making it hard for candidates to gauge if they are a good fit, or overly detailed with irrelevant information.
In some cases, job descriptions focus excessively on promoting the company rather than clearly defining the role. Perhaps just a copy and paste of the company’s or organization’s bio. While it’s important to sell the organization to prospective applicants, it can feel like fluff when pages of text are dedicated to corporate accolades, mission statements, and buzzwords, with little practical information about the job itself. This approach risks alienating qualified candidates who want to understand what will actually be expected of them.
Additionally, some job postings use generic templates, recycling phrases like “team player” or “strong multitasking skills” without tailoring the content to the specific role. This makes the position seem unremarkable and fails to attract top talent. Worse, it can lead to mismatched expectations, with candidates walking into interviews unclear…
