Why Your Job Descriptions Are Scaring Off Great Candidates (and How to Fix Them)

If you’ve ever posted a job and wondered why the resumes aren’t rolling in—or why the wrong resumes are—there’s a good chance the issue isn’t the talent market. It’s the job description.

Today’s job seekers are selective, savvy, and quick to scroll past postings that feel unclear, outdated, or overwhelming. As a recruiting agency working with businesses across Montgomery and Bucks County, we see it every day: great opportunities hidden behind not-so-great job descriptions.

The good news? With a few simple adjustments, you can turn your job descriptions into powerful tools for attracting high-quality candidates.

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

1. Your Responsibilities List Reads Like a Grocery Receipt

Many job descriptions include long, generic lists of responsibilities—some relevant, some not, some duplicated, some outdated. When candidates see 20+ bullet points, they assume:

• The role is chaotic or unclear

• The company has unrealistic expectations

• They won’t be supported

How to Fix It:
Focus on the 5–7 core tasks essential to the job. Combine or eliminate redundancies. Use clear, plain language.

Better example:
Instead of:

• “Maintains excellent communication with internal and external stakeholders”
  Try:

• “Communicate project updates to both internal teams and customers in a timely, clear manner.”

2. You're Requiring Skills That No One Actually Needs

We get it—you want the best. But job posts often include an unrealistic mix of must-haves that eliminate strong candidates before they even apply.

Common offenders:

• Asking for 5+ years of experience in a tool that’s only existed for 2

• Requiring a degree when relevant experience matters more

• Listing soft skills that are nearly impossible to measure (“must work well under pressure,” “must be a rockstar multitasker”)

How to Fix It:
Identify which skills are truly essential and which are simply “nice to have.”
Be honest about what’s trainable.

You’ll dramatically expand your candidate pool—and often find more loyal, motivated hires.

3. The Salary Is Missing

In Pennsylvania, salary transparency isn’t yet required everywhere—but it is absolutely expected by candidates.

When compensation is missing, candidates often assume:

• The pay is low

• The company isn't competitive

• Applying may waste their time

Even a range makes a major difference.

How to Fix It:
Include a clear, realistic salary range that matches local market standards in Montgomery and Bucks County. If the range is broad, explain why (experience levels, shift differentials, etc.)

4. Your Job Description Sounds… Like Every Other Job Description

Candidates read dozens of postings a week. If yours blends in, you’ll lose attention fast.

Overused phrases include:

• “Fast-paced environment”

• “Seeking a self-starter”

• “Competitive compensation”

• “Team player with strong communication skills”

These don’t differentiate your opportunity or your company culture.

How to Fix It:
Show personality. Highlight what actually makes your company special:

• Community involvement

• Growth opportunities

• Company values

• Flexible scheduling

• Tenure of the team

• Unique perks

Local details matter too—candidates in Bucks and Montgomery County want to know about commute, parking, nearby public transit, and company atmosphere.

5. The Description Doesn’t Reflect the Real Job

One of the fastest ways to scare off great candidates—or worse, lose them after hiring—is misalignment between description and reality.

When job duties don’t match what’s advertised, candidates immediately lose trust.

How to Fix It:
Work with the department manager and team to confirm the job’s:

• Real daily responsibilities

• Challenges

• Performance expectations

• Growth path

Authenticity attracts candidates who are genuinely excited, not just vaguely interested.

6. It's Not Written with the Candidate in Mind

Some job descriptions read like contracts. Others sound like internal documents filled with jargon and corporate speak. Many don’t address what today’s candidates care about most:

• Work-life balance

• Flexibility

• Stability

• Career development

• Impact

How to Fix It:
Talk to the candidate, not at them.

Include a short section like:

“What You’ll Love About Working Here”

Then list 3–5 appealing points. This helps your posting stand out in a crowded market.

7. The Application Process Is Confusing or Time-Consuming

Even the best job description can be undone by a frustrating application process.

If candidates have to:

• Create an account

• Upload a résumé and manually re-enter it

• Complete screening questions that aren’t relevant

…they often quit halfway through.

How to Fix It:
Keep applications short and mobile-friendly. Make it clear how long it typically takes—and stick to that promise.

The Bottom Line: Great Candidates Want Clarity, Honesty, and Respect

In Montgomery and Bucks County’s competitive hiring landscape, candidates aren’t just looking for a job—they’re looking for the right job.

A thoughtful job description helps you:

• Attract stronger applicants

• Reduce time-to-hire

• Minimize turnover

• Improve your employer brand

And of course, partnering with a recruiting agency (like us!) ensures your postings hit the mark every time.