Common Job Posting Mistakes
Vague, unfair or opaque postings reduce conversion and quality.
Table of contents
Avoid these pitfalls to attract qualified candidates
A job posting is often the first touchpoint between your company and potential candidates. Yet even small mistakes in wording, structure, or transparency can have dramatic impacts on both the quality and quantity of applications. Studies show that up to 60% of job postings contain critical flaws that deter qualified candidates while simultaneously attracting unsuitable applicants.
The cost of poorly written job ads is enormous: companies not only lose potential top talent, but also waste valuable recruiting resources. A vague job description leads to an average of 35% fewer qualified applications and extends time-to-hire by an average of 3-4 weeks. At the same time, the number of unsuitable applications increases, unnecessarily costing HR teams time and energy.
Particularly problematic are mistakes that appear harmless at first glance: buzzwords like 'rockstar' or 'ninja', unrealistic requirement lists without prioritization, missing salary transparency, or vague descriptions of responsibilities. These stumbling blocks signal a lack of professionalism to candidates and can sustainably damage your employer brand. In an era where candidates are increasingly selective and rating platforms like Glassdoor or Indeed have major influence, no company can afford to ignore these mistakes.
The good news: most of these mistakes can be avoided with proven best practices and systematic revision. This guide shows you the most common pitfalls in job postings, explains their impact on your recruiting funnel, and provides concrete solutions with before-and-after examples. You'll learn how clarity, fairness, and transparency help you receive not just more applications, but better ones.
Whether you work in a startup environment or recruit for an established company—the principles of good job postings apply universally. From precise formulation of requirements to separating must-haves from nice-to-haves to legally compliant salary transparency: we'll show you step by step how to optimize your job ads and achieve measurably better results.
Top mistakes
Vague requirements
Unclear skill levels and expectations without measurable criteria. 'Good Excel skills' can mean anything from basics to VBA programming.
Buzzwords & clichés
Empty phrases like 'fast-paced environment' or 'flat hierarchies' without concrete examples. These signal lack of substance.
Missing transparency
No salary range, no timeline, no process description. 78% of candidates drop off when salary information is missing.
Unrealistic wish lists
15+ requirements without prioritization. Studies show: more than 2 hard must-haves reduce applications by 35%.
Discriminatory language
Phrasing that excludes certain groups or conveys stereotypical expectations, e.g., 'young, dynamic team'.
Copy-paste syndrome
Generic text blocks without adaptation to the specific position. Candidates immediately recognize lack of care.
−35%
Apply rate
Drop with vague postings
+22%
Qualified apps
Gain with clear must/nice split
−18%
Time‑to‑fill
Improves with transparent range
How to fix
Define concrete levels
Instead of 'programming skills' → 'Python: develop REST APIs with FastAPI, 2+ years production experience'. Use established frameworks like CEFR for languages or seniority levels.
Strict must/nice separation
Maximum 2-3 hard must-haves, all others as 'nice-to-have'. Explain why something is required. Reduces self-selection by qualified candidates.
Make salary transparent
Required by law in many countries (EU Pay Transparency Directive). Format: '$60,000-$80,000 depending on experience'. Increases applications by 30% on average.
Eliminate buzzwords
Replace 'dynamic team' with measurable facts: 'team of 8 people, average age 32, monthly retrospectives'. Concrete examples instead of marketing language.
Use inclusive language
Gender-neutral phrasing, no age limits, no physical requirements unless job-relevant. Use tools like gender-decoder.katmatfield.com for verification.
Job-specific wording
Customize each job description individually. Copy-paste from templates is visible and signals lack of appreciation. Invest 30 minutes per posting.
Before/After
| Before | After |
|---|---|
| Strong communication skills | Facilitate weekly stakeholder sync (15 people); document decisions in Confluence |
| Cloud experience | Operate AWS CI/CD (GitHub Actions, Terraform) for 6 microservices; on-call rotation |
| We're looking for a rockstar developer! | We're seeking a Senior Backend Developer with 4+ years Python experience |
| Flexible hours, flat hierarchies | Remote-first (2 days/week office optional), direct reporting to CTO, monthly 1:1s |
| Salary negotiable | $60,000-$80,000 annual salary + 10% bonus, based on experience and qualifications |
| Good Excel skills required | Excel: pivot tables, VLOOKUP, macro recording (no VBA programming required) |
| At least 10 years experience in all common frontend frameworks | 3+ years React experience (must-have); Vue.js or Angular knowledge a plus (nice-to-have) |
| Team player with hands-on mentality | Experience in agile teams (Scrum/Kanban); willingness for pair programming 2-3x/week |
Clarity is kindness — also in job ads.
— Career Wiki Editorial
Frequently Asked Questions
What's the biggest job posting mistake?
Vague requirements. 'Strong communication skills' means nothing without context like 'facilitate weekly 15-person stakeholder sync'.
How many requirements are too many?
More than 2 hard must-haves reduces applications by 35%+. List nice-to-haves separately with clear levels.
Should I use buzzwords like 'rockstar' or 'ninja'?
Never. They're exclusionary, meaningless, and reduce applications from qualified senior candidates.
Is it okay to hide salary information?
Job postings without salary ranges get 30% fewer applications. Transparency is increasingly required by law.
How do I know if my posting has problems?
Track metrics: low apply rate, high drop-off, poor quality fit. A/B test different versions.
Do I really have to include salary information?
In the EU, salary transparency will be mandatory for many companies from 2026 (Pay Transparency Directive). Studies already show: job postings with salary information receive 30% more applications and save time in screening, as candidates can better assess themselves.
How long should a job posting be at most?
Optimal is 800-1200 words. Longer texts are rarely read, shorter ones appear unprofessional or incomplete. Mobile optimization is critical: 65% of candidates read job ads on smartphones.
Should I use AI tools for job descriptions?
AI tools can help create generic drafts, but never use them unchecked. ChatGPT & Co. often produce buzzwords and vague formulations. Use AI for inspiration, but always revise manually for your specific position.
How do I handle unrealistic internal requirements?
Common problem: hiring managers demand 'unicorns'. Show data: each additional must-have requirement reduces the candidate pool by an average of 20%. Suggest compromises: core skills as must-haves, rest as nice-to-haves with training plan.
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