You’ve got a role to fill. You post the job. You wait. And wait. But instead of strong candidates, the wrong résumés trickle in—or worse, silence. How many baristas apply for a position requiring 5+ years of engineering experience? What gives?
Here’s the truth: job postings aren’t just job ads. They’re digital marketing assets—your chance to showcase culture, clarity, and credibility. In today’s competitive market, job seekers are savvy. They’re evaluating you just as much as you’re evaluating them. And sometimes, your posting is waving red flags you didn’t mean to raise.
Here are the five biggest job posting red flags—and how to fix them.
1. Vague Titles and Descriptions
Red Flag: “Rockstar Needed” or “General Office Help”
Why It’s a Problem: Ambiguity breeds confusion—and skepticism. Candidates rely on clear, industry-standard titles to self-assess fit.
Fix It: Be specific. Instead of “Office Ninja,” try “Administrative Coordinator – Client Services.” It’s searchable, professional, and clear.
2. The Wall of Text
Red Flag: A dense, unformatted block of text.
Why It’s a Problem: Candidates skim. If your posting looks like a legal contract, most won’t make it past line two.
Fix It: Break it up with headers, bullets, and short paragraphs. Make it easy to read on mobile.
3. Unrealistic Requirements
Red Flag: “Entry-level role requiring 5+ years of experience.”
Why It’s a Problem: It signals a disconnect between expectations and reality. Top talent won’t waste their time.
Fix It: Separate must-haves from nice-to-haves. Focus on transferable skills and potential—not just pedigree.
4. No Mention of Compensation or Flexibility
Red Flag: “Competitive salary” with no details.
Why It’s a Problem: Transparency matters. Vague pay language feels evasive and discourages applications.
Fix It: Include a salary range, even if broad. Highlight other perks too—flexibility, mentorship, wellness benefits.
5. Cold, Robotic Tone
Red Flag: “The candidate will execute duties as assigned under supervision.”
Why It’s a Problem: It reads like a compliance manual, not an invitation. Candidates want warmth, purpose, and growth.
Fix It: Write like a human. Show personality, share why the role matters, and spotlight who they’ll collaborate with.
Final Thought: Your Job Post Is a Mirror
Like it or not, your posting reflects your culture, clarity, and candidate experience. If it feels rushed, vague, or outdated, applicants will assume the same about your workplace.
Before you hit “publish,” ask yourself: Would I apply to this job?
Need help crafting job postings, screening candidates, and managing the hiring process? We’ve got you covered. Call me at 480.305.0761 to learn about our hiring assistance packages.