Let’s be honest: most job descriptions don’t feel believable.
Candidates read them and instantly think; this can’t be real.
Too much jargon. Too many expectations. Too little clarity.
This loss of trust hurts companies more than they realise. It reduces application quality, pushes good candidates away, and creates confusion during interviews.
Let’s break down what’s going wrong and how TalentGenics helps companies fix it.
What candidates complain about (but rarely say out loud)
1. “Everything sounds the same.”
Every JD has the same buzzwords- team player, self-starter, dynamic, multitasker.
It doesn’t tell candidates anything about the real job.
2. “They’re asking for five jobs in one.”
A marketing role that needs design, sales, analytics, content and strategy?
A finance role that expects HR tasks?
It’s exhausting.
3. “There’s no clarity on growth or reporting.”
People want to know: who will they work with, what decisions they make, how success is measured.
Most JDs skip this.
4. “The salary is a mystery.”
In 2025, hiding compensation makes candidates suspicious.
They assume the pay is low.
5. “The role sounds unrealistic.”
When expectations don’t match real responsibilities, candidates feel the company isn’t self-aware.
Why this matters more than ever?
Candidates now compare roles like customers compare products.
If the JD doesn’t feel credible, they scroll past- no matter how good the company is.
Low trust = low applications
Low applications = weaker hiring
Weaker hiring = slower business growth
It’s that simple.
How can companies fix job descriptions without overthinking it?
1. Focus on outcomes, not adjectives
Instead of “must be proactive”, write what they will actually own or deliver.
2. Share the work, not the wish list
Cut the extra expectations. Keep the real responsibilities.
3. Add context
Share who they’ll report to, what a typical week looks like, and key goals for the role.
4. Be honest about challenges
Candidates appreciate transparency. If the role is new or the team is small, say it.
5. Put at least a salary band
Even a range improves trust and increases the right applications.
How TalentGenics helps companies build trustworthy JDs?
This is where your team stands out.
• We simplify and humanise job descriptions
Clear language. Real responsibilities. No fluff.
Candidates instantly understand what the role actually means.
• We align expectations with the market
So companies don’t expect senior skills for junior salaries.
• We help structure the JD for conversion
Top, middle, and bottom sections arranged to attract – not confuse.
• We build role clarity with the hiring manager
This avoids mismatches and friction later in the process.
• We create versions for different platforms
LinkedIn, Naukri, Insta – each gets a tailored version.
Final note
Job descriptions are the first handshake between a company and a candidate.
If that handshake feels weak or confusing, the best talent simply doesn’t engage.
The fix isn’t complicated. It’s clarity, honesty and better communication – something TalentGenics helps companies achieve every day.
Sources:
- If You Thought The Job Search Was Rigged Against You, Here’s Why You’re Not Wrong
- Why 70% of Hiring Managers Lie to Job Candidates in 2024
- BI Readers Share Their Biggest Turnoffs in Job Posts, Applications – Business Insider
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