We have all scrolled through them. Job adverts so overstuffed with requirements that they read more like a fantasy CV than a genuine role. An “entry-level” position demanding five years of experience. A single job that covers the workload of three departments. It is a familiar sight, but the impact is anything but harmless.
Unrealistic job descriptions damage candidate confidence, slow down recruitment, and ultimately cost businesses money. They are not a sign of high standards, instead they are a sign of unclear thinking.
Research into job postings has shown that almost half of entry-level listings now ask for mid-level experience, with one in nine using vague catch-alls like “wear many hats” that leave candidates wondering what the role really involves (TealHQ).
The result? Talented people scroll past, assuming they do not meet the mark, while the few who apply may not align with what the business actually needs.
The costs go beyond missed applications. Prolonged vacancies mean lost productivity, overstretched teams, and weaker long-term performance. Vague or unrealistic job descriptions are one of the most common reasons recruitment drags out longer than it should. A poorly defined role at the start often means another search six months later when the mismatch becomes clear.
It also dents reputation. In a competitive market, candidates talk. A confusing or unrealistic job ad can quickly become a cautionary tale that puts off future applicants. A clear, specific job description is one of the simplest ways to make a positive first impression as an employer.
Ever said in your job description that you’re ‘one big family’ - we hate to tell you, but that translates to ‘we are toxic and have no boundaries at work’. Your language and how you describe things matter.
Not every job is worth applying for. If you see an advert that piles on requirement after requirement, or one where the responsibilities are so vague you are not sure what you would actually be doing, take it as a warning sign.
It is better to invest time in roles that set out clear expectations and describe measurable outcomes. Those are the adverts that show the company knows what it wants and values your contribution.
Hiring should start with clarity, not a shopping list. Two simple shifts can make a major difference:
When adverts are honest and realistic, everyone benefits. Candidates feel confident applying and know what they would be stepping into. Employers attract the right talent, shorten hiring cycles, and improve retention by setting expectations that match reality.
At its heart, hiring is not about writing the perfect list—it is about building trust.
If you’re a candidate, do not waste time on adverts that make you question whether you are good enough for a role that barely exists.
And if you are an employer, pause before posting. Ask yourself: are you inviting someone into your team with clarity, or putting them off with confusion?
Because the best hires come from honesty, not impossibility.
At Orbis, we believe recruitment should be built on clarity, integrity and people-first thinking. We work with companies to shape realistic, engaging job descriptions and hiring processes that actually connect with talent.
And for candidates, we make sure you are seen as a person, not just a CV.
If you want to experience recruitment done the right way—by real people who care, take a look at our open roles here.