Why Your Job Descriptions Aren’t Working — And How to Fix Them

by | Sep 25, 2025 | For Companies

In today’s competitive hiring landscape, writing a compelling job description is no longer optional — it’s a critical part of attracting high-quality talent. Yet many employers struggle with job postings that underperform, attract the wrong applicants, or fail to generate any real traction.

If your job descriptions aren’t pulling in strong candidates, you’re not alone. At Engage Partners, we review thousands of postings every year, and we consistently see a few common issues that hold companies back.

The good news? With a few strategic adjustments, you can transform your job descriptions into high-converting talent magnets.

Let’s break down what’s going wrong — and how to fix it.

1. Your Job Description Is Too Long (or Too Vague)

Candidates want clarity.
Most job seekers will spend less than 30 seconds scanning a posting to decide whether to apply. If your description is overloaded with buzzwords, paragraphs of text, and unrealistic “wish list” requirements, they’ll scroll right past.

Fix It:

  • Keep descriptions concise and scannable
  • Use bullet points instead of long paragraphs
  • Focus on must-haves, not every possible skill
  • Add a brief summary at the top highlighting the role’s purpose and impact

A great job description gives candidates enough detail to feel informed — without overwhelming them.

2. Your Requirements List Is Chasing Away Good Talent

One of the biggest hiring barriers? Overstuffed requirements lists.

Studies show:

  • 60% of qualified candidates won’t apply if they don’t meet every requirement
  • Women are especially likely to self-select out unless they meet 100% of listed qualifications

If your list is filled with “nice-to-haves,” unrealistic experience levels, or internal jargon, you’re eliminating strong potential hires.

Fix It:

  • Prioritize your top 4–6 must-have competencies
  • Clearly separate “required” vs. “preferred” skills
  • Remove outdated experience requirements (e.g., “must have 10 years in X”)
  • Focus on value and outcomes, not just credentials

Inclusive, streamlined requirements = a larger, more diverse candidate pool.

3. Your Posting Doesn’t Highlight What Makes Your Company Special

Top talent isn’t just looking for a job — they’re looking for a workplace where they can grow, contribute, and belong.

If your posting doesn’t communicate anything about your company culture, mission, or values, candidates will assume you’re offering nothing unique.

Fix It:

Include:

  • What makes your culture stand out
  • Team structure or leadership style
  • Why this role matters to the organization
  • Growth opportunities and career path
  • A brief “Why work here?” section

This is your chance to sell the experience — use it.

4. Your Salary Information Is Missing

Transparency has become non-negotiable.

In many states, salary disclosure is now required by law — and even where it isn’t, candidates expect it. Job postings without salary ranges often receive significantly fewer applicants because people don’t want to waste time.

Fix It:

  • Include a clear salary range
  • Mention bonuses, incentives, equity, or commission
  • Highlight benefits like PTO, healthcare, and flexibility

A transparent job posting builds trust from the start.

5. The Language Isn’t Inclusive or Engaging

Words matter. If your descriptions use biased language — even unintentionally — they can discourage applicants from underrepresented groups.

Fix It:

  • Avoid gender-coded words like “rockstar,” “ninja,” or “dominant”
  • Remove aggressive phrasing (e.g., “thick-skinned”)
  • Prioritize collaborative, people-first language
  • Use second person (“you will”) instead of third person (“the ideal candidate”) to create connection

Inclusive language increases your reach and improves application quality.

6. You’re Not Writing for Search Engines

A job description that’s hard to find won’t convert, no matter how well written it is.

Fix It:

  • Use the job title candidates actually search for
  • Include relevant keywords naturally throughout the posting
  • Add location/hybrid/remote details
  • Optimize formatting so job boards can parse it easily

SEO isn’t just for marketing — it’s a powerful recruiting tool.

7. You Haven’t Clarified the Application or Hiring Process

Candidates want to know what comes next. When the process feels unclear or intimidating, they move on.

Fix It:

  • Outline the steps in the hiring process
  • Share expected timelines
  • Indicate who they’ll meet with
  • Give insight into your culture or interview style

Transparency reduces drop-off and improves the overall candidate experience.

The Bottom Line: Better Job Descriptions Lead to Better Hires

A great job description isn’t just about attracting more candidates — it’s about attracting the right candidates. When you combine clarity, transparency, inclusivity, and compelling employer branding, you set the stage for stronger applications and faster, more successful hiring.

At Engage Partners, we help organizations refine their job postings, optimize hiring workflows, and attract top-tier talent across industries.

👉 Need help improving your job descriptions or filling critical roles?
Let’s get to work — connect with Engage Partners today.

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