Your Job Description Has Developed Main Character Syndrome (And It’s Scaring Away Great Candidates)

Let’s be honest.

Some job descriptions have become… a lot.

Somewhere between “We’re hiring!” and “Please submit a 12-page dissertation proving your passion for Excel”, we’ve lost the plot. Today’s average job advert often tries to be a company brochure, legal document, personality test, Christmas wish list and motivational TED Talk all rolled into one.

No wonder candidates are quietly closing the tab.

A job description isn’t there to tell someone everything about your business. Its job is much simpler – convince the right person that this role is worth applying for.

If your advert needs a contents page, we may need to have a little chat.

So… what actually belongs in a job description?

Imagine you’re scrolling through jobs on your lunch break.

Are you reading every word of a 1,500-word essay about company values?

Probably not, right?

Candidates usually want to answer a handful of simple questions as quickly as possible:

• What will I actually be doing?
• Am I qualified?
• Where is the role?
• What’s the salary or salary range?
• Is this somewhere I’d actually like to work?

Everything else is supporting information.

Research from LinkedIn found that job posts under 300 words receive 8.4% more applications per view than average. That’s not because candidates dislike reading – it’s because they appreciate clarity.

The shopping list problem

Here’s where many employers accidentally sabotage themselves.

The role starts off as:

Marketing Manager

Then someone says:

“Can they also manage social media?”

Another adds:

“They should probably know video editing.”

Someone from sales chimes in:

“It would be useful if they could write proposals.”

Finance wants reporting. IT wants website updates. The CEO remembers they once used Photoshop in 2009.

Before you know it, you’re looking for a marketing manager, designer, videographer, copywriter, data analyst, events coordinator and web developer… all wrapped up in one convenient human being.

Candidates can spot this a mile away. Instead of thinking, “What an exciting opportunity!”, they think, “Good luck with that.”

Essential isn’t the same as “nice to have”

One of the easiest ways to improve a job description is to ask one simple question for every requirement:

Could someone still succeed without this?

If the answer is yes, congratulations – you’ve found yourself a “nice to have”, not an essential requirement.

Long lists of mandatory skills shrink your talent pool dramatically. They also discourage capable candidates who could learn the missing pieces in a matter of weeks.

Remember, you’re hiring a person, not ordering a custom-built robot.

(Although if you are looking for a robot, I might know someone.)

Why aren’t good candidates applying?

This is probably one of the most common questions employers ask.

Sometimes the problem isn’t the market.

Sometimes it’s the advert.

If your job description is vague, overloaded or confusing, strong candidates often assume one of three things:

• the expectations are unrealistic
• the salary won’t match the workload
• the company doesn’t really know what it’s looking for

None of those encourage someone to click “Apply”.

Ironically, the people most likely to apply are often those who apply for absolutely everything.

That’s hardly the time-saving exercise anyone was hoping for.

Should you include salary?

In short… yes, whenever you can.

Salary remains one of the first things candidates look for, and transparency builds trust before the conversation even begins.

If company policy prevents publishing an exact figure, consider including a salary range or explaining the benefits, flexibility or growth opportunities available instead.

A little context is always better than complete mystery.

Does the job title really matter?

Absolutely.

Creative titles might earn a chuckle internally, but candidates search using straightforward language.

People are looking for “Financial Accountant”, not “Spreadsheet Wizard”.

They search for “Sales Executive”, not “Revenue Rockstar”.

Clear job titles improve visibility in search results and help the right people find your advert.

Save the creativity for your office karaoke night.

A quick job description health check

• Before publishing your next vacancy, ask yourself:
• Would someone understand the role in under a minute?
• Have we separated essential requirements from desirable ones?
• Does the title match what candidates are actually searching for?
• Have we explained why someone would want this role?
• Does this sound like one job… or three?

If you answered “no” to any of those, it’s worth another edit before hitting publish.

The bottom line

The best job descriptions don’t try to impress everyone.

They speak clearly to the right people.

They set realistic expectations.

They explain the opportunity without overwhelming the reader.

And perhaps most importantly, they remember that a job advert isn’t about showing candidates how much your business can say.

It’s about giving them a reason to say, “That sounds like a role I’d love to apply for.”

Because when your job description stops trying to be the main character, your ideal candidate finally gets a chance to be.

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Frequently asked questions

How long should a job description be?

Long enough to explain the role clearly, but short enough that candidates can quickly understand whether it’s right for them. Focus on clarity over word count, and avoid adding information that doesn’t help someone decide whether to apply.

What should every job description include?

A clear job title, a concise summary of the role, key responsibilities, essential requirements, location, salary or salary range where possible, and a brief introduction to your company and culture.

Why am I getting so many irrelevant job applications?

Your job description may be too vague, the title may not accurately reflect the role, or the requirements may not clearly communicate who the position is intended for. Clearer adverts generally attract better-qualified candidates.

Should I list every responsibility?

No. Focus on the responsibilities that genuinely define the role. A long list of occasional tasks can make a position seem overwhelming and discourage otherwise excellent candidates.

Do creative job titles help recruitment?

Usually not. Clear, recognisable job titles are easier for candidates to search for and understand, improving both visibility and application quality.

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About Job Crystal

At Job Crystal, we’re revolutionising recruitment with AI that’s swift and precise. Our mission? To supercharge hiring without compromising the human touch. By fusing cutting-edge tech with transparency and collaboration, we deliver AI-driven solutions that take care of the hard stuff, giving you more time for the parts of hiring a machine just can’t do.

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