Are Your Job Posts Scaring Off Top Talent?

If you can’t seem to attract enough high caliber candidates, the fix could be a lot easier than you think.

Most hiring managers think they've got their bases covered when it comes to job post listings. They’ve got the… 

Nice, long skills and qualifications laundry list ✔

Perfunctory inclusionary statement ✔

Sufficient amount of fantastic-culture fluff ✔

Buzzworthy and oh-so catchy title ✔

So they’ve nailed it, right?

Well, not so much. 

There’s an uncomfortable truth to contend with here: Laundry lists and culture fluff make code wizards cringe almost as much as being referred to as “code wizards.”

If you’re (wisely) measuring your recruiting success based on the quality rather than the quantity of your applicant pool, and you’re not currently happy with the numbers, your job posts could be what’s sending all the rockstars running for the door. 

To secure the kind of hires that really shift your bottom line, you'll need to shift your posting paradigm.

Before we talk about what that job post approach (and the results of taking it) looks like, let’s zero in on the biggest red flags to watch out for.

Red Flags That Warn—"Run Away!"

Red Flag #1: Unrealistic Wish List 

It's tempting to include every possible skill under the sun in your description, hoping that if you cast a wide net you’re sure to catch your dream candidate. Unfortunately, all those long lists tend to do is make high potential candidates uncomfortable. 

Research shows that when job seekers—especially highly qualified ones—see mile-long bullet lists of requirements, a surprisingly large percentage of them feel they're not a good fit. This is true even if they meet the majority of the requirements. 

Though it seems counterintuitive, this phenomenon makes perfect sense. Research shows that the higher the achiever, the more intense the struggle with imposter syndrome.

If you want to hook the high-achievers, boil your descriptions down to the essential must-haves plus a few realistic nice-to-haves, and be done with it.

Red Flag #2: Empty Buzzwords and Clichés

If your job ad is riddled with a bewildering abundance of buzzwords, you're sending a bad signal—unwittingly warning top talent that your culture is chaotic and its people put appearances over substance. 

While that’s probably not true at all, applicants have no way of knowing so.

Why is that? Well, consider the words innovative, dynamic, and proactive. What comes to mind when you see them? As with every used-up buzzword, the only things that come to my mind when I encounter them are, well… the words themselves.

It’s called the “Buzz Effect.” When a word or phrase is repeatedly applied across contexts, its original meaning gradually weakens, reducing it to a superficial cliché devoid of depth.

High-performing tech talent tends to value clear communication that reveals exactly what they're getting themselves into. And buzzwords don’t cut it. 

Fortunately, the solution is as simple now as it was back in freshman comp: When you write, remember to show don’t tell, and keep in mind that less is more. 

Red Flag #3: No Salary Listed 

The bottom line: 

If you leave salary off the posting, you’ll lose good candidates. 

Without a salary range included, your job description will seem dishonest to top-tier candidates, as if you’ve got something to hide—and not something good. 

Research proves it. Gartner found that the presence of salary info hugely influences candidate decisions. Of those surveyed:

• 68% expected to see salary information included in job postings.
• 64% said they were more likely to apply to a job listing with compensation in the description.
• 44% decided not to apply because the job description did not include salary info.

Companies believe erroneously that they gain an edge by withholding explicit pay and benefits info. Instead, these companies mainly end up losing trust (and a lot of high potential candidates!). Really, the only thing to be gained is the appearance of attempting to gain the upper hand.

It may feel risky, but openness around salary and benefits is well worth it. 

Red Flag #4: Exclusive / Biased Language 

This one’s tricky and subtle. Words like "competitive,” "aggressive," "digital native," or "recent graduate" seem innocuous enough, right? But they’re not—at least, not according to the perception of top performers. 

This kind of language unintentionally pushes away candidates—especially older people, women, and people from other underrepresented groups—whose skills, experience, and talents might be exactly what your company needs.

Research clearly backs this up, too. Job postings with neutral language result in as many as 42% more applicants who are qualified. And in a competitive market, alienating top talent before they've even finished reading the posting is a quick way to lose.

Red Flag #5: Negative / Aggressive Tone 

Believe it or not, some companies still use a combative tone in job postings. You’ve probably seen (or maybe even used) it yourself—“Leave your ego at the door” or “No B.S. allowed.”

Aside from the fact that in general, and deep down, no one really likes negativity, these kinds of aggressive messages beg the question: Why do they feel like they have to point this out? 

Rather than giving the appearance of a “jerk-free environment,” this messaging makes it seem like big egos and lots of B.S. are real problems in the culture—a major turnoff for top-tier candidates.

The best ones seek environments where respect is foundational and collaborative cooperation is a given. A friendly, professional tone signals a company that’s mature, emotionally intelligent, and serious about nurturing its team members. 

Red Flag #6: Sloppy Presentation

This is basic psych 101. If your job description is disorganized, poorly written, or full of errors, candidates will rightly wonder how seriously your company takes itself.

When it comes to top-notch professionals, even just a few minor oversights like a typo and a bit of wonky formatting can signal warning signs of a careless culture.

With widely available tools like AI platforms and browser extension grammar checkers, there’s really no excuse these days. And people know that. So it’s best to remember that your job descriptions are your first impression—make them easy to digest, sharp, professional, and perfecto.

—

So, now that you know which red flags you don't want to fly...

Here's How to Turn Your Job Posts Into Top-Tier Talent Magnets

Show Don’t Tell

As mentioned, let go of the cringy titles like “Sales Guru” or “JavaScript Jedi.” Instead, go for straightforward, searchable terms—“Senior Software Engineer” or “DevOps Manager.”

And get rid of the AI-generated buzzwords.

Plain, descriptive language removes ambiguity and confusion. It lets candidates know exactly what they’re signing up for, which will set the stage for effective communication right from the start.

The table below features an example, with the original AI-generated version on the left and the cleaned-up version on the right:

As you can see, the de-buzzed version is shorter, easier to read, and makes so much more sense.

⭐PRO TIP: Using AI to generate job descriptions is smart and efficient—we all do it. But AI is the worst offender when it comes to overused buzzwords. Fortunately, the problem is easy to fix. After you’ve got your AI-generated post, create (and save) a list of the buzzwords you want to avoid, and then simply paste your list into a prompt asking the bot to revise the content without those words. It may take a couple of runs, but it will save a ton of time in the end.

Lead with Impact and Opportunity

The high caliber contributors you want to attract aren’t just looking for a paycheck—they want to make an impact, be intellectually stimulated, and expand their horizons. So, tell them explicitly how the role affords them these sorts of opportunities. 

Will their work grow customer interactions or product adoption?

Will it be foundational in establishing positively disruptive new tech?

Say so. And make sure to emphasize growth potential and clear paths to advancement.

Rethink Your Must-Haves 

Absolutely no human being can be, do, or have done everything. However, certain characteristics indicate a person's ability to abstract existing knowledge in such a way that helps them excel in new situations. A few of these golden characteristics are:

• Clear reasoning – has the ability to understand and evaluate concepts deeply enough to apply them in a wide range of scenarios
• Pattern recognition – can quickly pick out similarities between vastly different problems
• Conceptual reasoning – comfortable working with ideas rather than relying only on concrete examples.

• Fast learning – has the ability to grasp new ideas quickly and connect them to previous experiences (related to clear reasoning)
• Curiosity – asks thoughtful questions to understand how and why things work.
• Flexible thinking – has no trouble adjusting their approach when dealing with new or evolving situations

• Practical creativity / resourcefulness – finds novel solutions by combining ideas or experiences in unexpected ways
• Big-picture perspective – has an intuitive understanding of how the micro affects the macro and vice-versa 

• Humility / able to learn from peers – pays attention to how others solve problems and uses those insights.
• Verbal clarity – can express complicated ideas using simple, understandable language and metaphor

• Open-mindedness – is willing and eager to try new ways of doing things
• Persistence – keeps working through challenging problems, even when the answers aren't obvious

Deeply consider, and then be crystal clear about, what’s really mandatory for success in the role. Some level of experience probably is, but attempting to recruit a super specific set of experience and skills is unrealistic and only sets you up for failure. 

Add the three or so concrete, experience- and skill-related must-haves, then focus on the above character traits. Doing so will attract people bold enough to self-assess accurately.

Be Open About Pay and Perks 

Don't vaguely reference "competitive pay" or offer a salary range so wide it might as well be unlisted. Give a fair, realistic range. Transparent compensation listings immediately raise trust, save time on both sides, and attract candidates whose expectations match your offer. 

Detail important benefits like professional development, remote flexibility, or comprehensive healthcare, not just ping-pong tables and casual Fridays.

Use Honest, Direct, and Welcoming Language 

First off, consider writing a genuine and original (not canned) diversity statement that shows your company’s commitment to equality. Use wording that invites diversity without being disingenuous. 

Neutral language sends a clear signal that your company values all backgrounds and perspectives. Here are a few examples of exclusive words along with their neutral alternatives:

And be nice. Rather than pointing out what you don’t want, describe your dream culture. Stay away from combative phrasing and grumpy vibes. Instead of "Leave your ego at the door," say "Come ready to listen, learn, and grow as a team.”

Structure and Polish to Perfection 

This one is easy: Do the proofreading for goodness sake! 

Your job posting should be error-free and well-written, with solid formatting. Keep it tight and scannable, with abundant bullet points.

Get rid of fluff, and highlight core responsibilities, skills, and perks. Above all, communicate professionalism and respect.

Why Traditional Job Description Metrics Miss the Mark

Too many companies measure the success of job descriptions purely by traditional metrics: number of applicants, time-to-fill, and cost-per-hire. But the truth is, filling a position fast or cheaply doesn't guarantee value.

If anything, a rushed or overly transactional process is likely to attract exactly the kind of hires you don't want—the ones who look great on paper but simply don’t deliver.

Your real metric for job description success should align with what genuinely moves your business forward—time-to-value (T/V). And T/V always starts with T/T (top talent, that is).

Why Time-to-Value Changes Everything

Just like you’d measure a new hire by how quickly they deliver results, your job descriptions should be written to attract individuals who will hit the ground running and contribute from the start.

A powerful job ad helps you spot individuals who bring hidden advantages—like contextual intelligence, adaptability, and the drive to identify solutions to emerging rather than full-fledged problems.

When your descriptions target the kind of people who can shorten your company's time-to-value, you’ve already shifted your hiring from transactional to transformative.

The Takeaway: Think of Your Job Descriptions as Strategic Assets

Ultimately, your job descriptions are so much more than simple ads—they’re critical resources capable of attracting candidates who deliver immediate and lasting impact. When written with intention, your descriptions will fill roles with talent that can take your company to the top.

Remember, hiring isn't a race. It's a targeted strategy aimed squarely at business impact that endures. In the end, the real hiring win isn't measured by how quickly you fill a chair, but by how quickly the new hire moves your business forward.

Now that's a hiring metric worth tracking. ⭐