We have all seen them. The mythical job descriptions asking for ten years' experience in a three-year-old framework, or the ones that read like an impossible wishlist of every technology trend under the sun. These kinds of specs are not just unrealistic; they are quietly sabotaging your hiring process.
There’s nothing wrong with ambition. In fact, it is healthy to want the best possible person for the role. But when ambition turns into a shopping list of unattainable skills, you end up with a job spec that drives talent away rather than pulling it in. Too often, these descriptions become a patchwork of inputs from multiple stakeholders until they no longer sound like an invitation for great people to apply.
They read instead like an internal strategy memo. And rather than attracting unicorn candidates, you end up scaring off exactly the kind of people you were hoping to find.
Why Candidates Walk Away
Candidates are sharper than many employers give them credit for. They can spot unrealistic expectations instantly, and when they do, their reactions are rarely positive.
Some roll their eyes and scroll past, assuming you do not understand the role or the wider market. Others experience a hit of imposter syndrome and convince themselves they are not good enough, even when they might be more than qualified.
Perhaps most damaging of all, they begin to distrust your organisation. If the job spec is already muddled, what does that say about the culture, the leadership team, or the work itself?
Take the common “entry-level” role that asks for three to five years of prior experience. For a candidate just finishing university, that sends a very clear message: you are not really serious about hiring people at the start of their careers.
The Common Pitfalls
There are a few repeat offenders that regularly derail otherwise promising job descriptions.
One is vague responsibilities. Candidates want to know what success looks like, not pick through corporate jargon. A sentence like “responsible for delivering strategic initiatives that drive business outcomes” does not help anyone. Compare that with: “you will oversee the rollout of our new internal CRM, working with sales and operations teams to ensure adoption and success.”
The difference is night and day.
Another problem is the dreaded tech wishlist. Listing every tool, platform, and programming language you have ever heard of does not make your organisation look innovative. It makes the role look impossible to fill. For example, a web development role that simultaneously demands mastery of React, Angular, Vue, and Svelte raises more questions than it answers. No one specialises in all four. Candidates will either feel underqualified or assume you do not know what you actually need.
Poor structure is another red flag. A job spec that jumps between responsibilities, benefits, and requirements in no particular order looks rushed and chaotic. Top candidates often read this as a reflection of how the company itself is run. If the advert is disorganised, what will the onboarding or team environment be like?
Finally, there are cultural clichés. Phrases like “we’re a family” or “work hard, play hard” have been used so frequently that they have lost all meaning.
Worse still, they can trigger concern. “We’re a family” sometimes reads as “we blur boundaries.” “Work hard, play hard” often reads as “expect long hours.” Candidates do not want slogans; they want an honest picture of your working culture.
How to Write a Spec That Works
The good news is that creating a better job description does not require reinvention. A few shifts in approach can make all the difference.
Clarity should always come first. Keep the language plain and direct, and explain responsibilities in a way that shows candidates what their day-to-day might look like. Instead of clever phrases, write simple sentences that give people confidence in the role.
Focus on outcomes rather than lists of requirements. If you need a front-end developer, explain that their role will be to design and deliver intuitive, user-friendly applications that delight customers.
That is far more engaging than “must have three years of React experience.” Candidates who know React will recognise the skills involved, but you will not accidentally exclude those who could learn quickly and succeed in the role.
Culture should be presented with the same level of thought. Instead of saying “we’re a family,” describe how collaboration actually happens in your business. Do you hold weekly knowledge-sharing sessions? Do you pair juniors with experienced mentors? Do you support hybrid working? These details paint a far more attractive and realistic picture than recycled clichés.
Finally, check your spec against the market. If no other company is asking for an obscure requirement, you may not need it either. A role description that matches the current talent pool will always attract more applicants than one that reads like a fantasy brief.
A Simple Fix With Big Results
Even the best organisations struggle with getting this balance right. Job descriptions are often written under pressure and can quickly bloat with unrealistic demands. But with a few careful changes, they can become powerful tools that set you apart.
Think of a job spec as more than an internal checklist. It is also a piece of marketing. It tells the outside world who you are, what you value, and why someone should want to join. Treating it with that level of care will not just shorten your hiring cycle, it will also strengthen your employer brand.
If you are unsure where to start, we have built a straightforward framework to help. It strips out the noise and provides a clear structure you can use for every role. With it, you will stop chasing unicorns that do not exist and start connecting with the brilliant people who do.
A Better Brief = A Better Shortlist = Faster Hiring
When your job spec clearly articulates exactly what you need, the talent you attract will match your vision. Stop chasing unicorns - start hiring amazing humans.
