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When navigating the job market, job seekers often encounter job postings that raise concerns about potential employers. At the same time, employers must recognize and eliminate these job description red flags to attract top talent. A well-written job description leads to a great job posting and job ad; it sets clear expectations, appeals to potential employees, and helps job hunters find the right fit for a new role. By avoiding common pitfalls, employers can position themselves as desirable workplaces for high-quality candidates while ensuring a transparent and efficient hiring process.
Common Job Description Red Flags
Let’s take a look at 6 common job post red flags:
1. Vague or Unrealistic Job Requirements
A vague job description often signals a lack of clarity about the company’s needs. If a listing includes a long list of various tasks without specifying key responsibilities, it may indicate that the employer hasn’t clearly defined the role; and worse, a lengthy list of job requirements can discourage even qualified candidates.
Moreover, unrealistic expectations, such as requiring entry-level candidates to have five years of experience, can discourage qualified job seekers from applying. From an employer’s perspective, this can shrink the talent pool and deter top candidates who might otherwise be a great fit for the role.
Job Description Red Flag: Vague or Unrealistic Expectations
When job descriptions lack specificity, they create uncertainty for job seekers, making it difficult for them to gauge whether they are a good fit for the position. This can result in high turnover, as new hires may find the role isn’t what they expected. Employers who fail to define clear responsibilities may also face inefficiencies in team performance and difficulty measuring success within the role.
What Employers Should Do Instead
Rather than using a generic laundry list of responsibilities, employers should focus on outlining the most important skills and expectations for the role. Providing clear, structured descriptions with measurable goals helps attract high-quality candidates who understand what is expected of them.
Red Flag Example: Seeking a self-starter who can take on multiple tasks and adapt to an ever-changing environment.
Change to: This role involves managing client accounts, coordinating project timelines, and partnering with cross-functional teams. Candidates should have experience with account management software and the ability to prioritize tasks based on project needs.
By clearly defining the job scope, employers can improve hiring outcomes, reduce turnover, and ensure candidates have a full understanding of what success in the role looks like.
Red flags to look out for:
- Terms like “wear many hats”
- Overly broad job duties
- Unclear job expectations
- Excessive years of experience required for entry-level roles
2. Overemphasis on Cultural Buzzwords
While company culture is important, phrases like “we’re a family” or “must be willing to wear many hats” can be red flags. These statements often indicate a workplace where employees are expected to work long hours without additional compensation or clear boundaries between personal time and work responsibilities. A fast-paced environment should not mean heavy workloads with no work-life balance.
Employers should describe their culture in a way that is authentic and inviting without pressuring employees into an unhealthy work environment. A company that prioritizes employee well-being and work-life balance is more likely to attract and retain top talent.
Job Description Red Flag: Buzzwords
Using buzzword phrases to describe company culture can leave job seekers with more questions than answers. Candidates may wonder:
- Does “fast-paced” mean there is no work-life balance?
- Does “rockstar” imply that they will be overworked and expected to go beyond their job title without compensation?
- Does “we’re a family” mean personal time won’t be respected?
These phrases can deter candidates who value structure, boundaries, and transparency in the workplace. Many job seekers view them as telltale signs of a toxic workplace rather than a genuine description of a company’s values.
What Employers Should Do Instead
Rather than using cliché buzzwords, employers should provide concrete details about their workplace culture and expectations. Instead of saying “fast-paced environment,” they could describe the team’s collaboration style, work hours, and flexibility. Instead of “wear many hats,” they could clarify cross-functional responsibilities and opportunities for skill development.
Example: We’re looking for a rockstar who thrives in a fast-paced environment and is willing to wear many hats.
Change to: This role involves working across multiple teams and adjusting to changing priorities. You’ll have the opportunity to develop new skills while partnering with colleagues in a helpful and structured environment.
By using clear, meaningful language, employers can attract top talent while fostering an environment of transparency and respect.
Red flags to look out for:
- Terms like “rockstar,” “ninja,” “fast-paced environment,” “we’re a family,” “agile,” “nimble” or “work hard, play hard”
- Lack of clear boundaries between work and personal time
- Expectations for employees to perform duties outside their job scope
3. Absence of Salary Transparency
The absence of salary information is a major red flag in job postings. A lack of clarity about compensation packages can lead to misunderstandings later in the hiring process. Employers who are reluctant to disclose salary ranges may be underpaying employees or unwilling to negotiate fair compensation.
Job Description Red Flag: Omitting Salary Information
Failing to provide salary transparency can create distrust between employers and potential candidates. Without clear compensation details, job seekers may assume the salary is below market rate, leading them to skip applying altogether. According to recent research, job postings without salary ranges receive significantly fewer applications compared to those that provide a clear compensation package.
From the employer’s perspective, transparent salary information ensures that candidates who apply are aligned with the offered compensation, reducing wasted time in the interview process.
The bottom line: including a salary range fosters trust and positions the company as fair and competitive in the job market; candidates care about it more than anything else in your job posting.
Another potential pitfall is offering “unlimited PTO” without clear guidelines. While it may seem like an attractive benefit, it can lead to uncertainty for employees about how much time off is actually acceptable to take. In some cases, employees may end up taking less time off than they would with a defined policy, leading to burnout and dissatisfaction. Employers should ensure that if they offer unlimited PTO, they also establish clear expectations and encourage employees to take the time they need.
What Employers Should Do Instead
To attract top talent and build trust with candidates, employers should adopt pay transparency practices. Clearly stating the salary range in a job ad signals fairness, helps job seekers make informed decisions, and improves application rates.
Example: Competitive salary based on experience.
Change to: Starting salary: $80,000 – $95,000 per year, plus performance-based bonuses and comprehensive benefits.
Employers should also provide details on benefits such as health insurance, retirement plans, and paid time off. If offering unlimited PTO, it’s crucial to clarify how employees are encouraged to take time off and what the average usage looks like.
By being upfront about salary and benefits, employers can attract candidates who are genuinely interested in the role, reduce negotiation friction, and improve retention rates.
Red flags to look out for:
- Vague phrases like “competitive salary” or “salary depends on experience” without specifics
- No mention of benefits or perks
- Employers unwilling to discuss compensation during the hiring process
- “Unlimited PTO” without clear guidance on usage
4. Use of Biased Language
Job descriptions can unintentionally include biased language that deters diverse candidates from applying. For example, terms like “recent graduates” may alienate older applicants, while gendered words like “competitive” or “dominant” may deter female candidates.
Job Description Red Flag: Biased Language
Using biased language in job descriptions can severely limit the pool of potential candidates. Certain phrases may unconsciously signal to applicants that they do not belong or that the company has a narrow perspective on who is considered a good fit. This not only reduces the number of qualified applicants but also impacts diversity and inclusivity within the workplace.
For example:
- Gendered language: Words like “aggressive,” “dominant,” or “competitive” may discourage female candidates, while words like “supportive” or “nurturing” may unintentionally alienate male candidates.
- Age bias: Phrases such as “recent graduate” or “energetic team” might discourage experienced professionals from applying, assuming the role is meant for younger candidates.
- Cultural and racial bias: Terms like “native English speaker” can exclude skilled professionals who are fluent but not native speakers.
From an employer’s perspective, failing to use inclusive language can lead to a homogenous workforce, reducing innovation, creativity, and diverse viewpoints. It can also negatively impact employer branding, as job seekers are becoming more aware of the importance of workplace inclusivity.
What Employers Should Do Instead
Employers should audit their job descriptions for biased language and ensure they are attracting a broad, diverse talent pool. Here are some practical steps:
- Use gender-neutral terms like “leading” instead of “dominant,” or “proactive” instead of “aggressive.”
- Replace age-specific language with skill-based requirements. Instead of “recent graduate,” say “degree in [field] or equivalent experience.”
- Avoid racially or culturally exclusive phrases such as “native English speaker” and instead use “proficient in English.”
- Utilize bias-detection tools like Ongig’s Text Analy which helps eliminate unconscious bias from your job descriptions and replaces biased terminology, ensuring job descriptions appeal to diverse, high-quality candidates which increases the likelihood of a well-rounded workforce.
Example: We’re looking for an energetic, young go-getter who thrives in a competitive environment.
Change to: We’re looking for a motivated professional who enjoys a results-driven workplace and values partnership.
By being mindful of language and making job descriptions as inclusive as possible, employers can attract a wider talent pool, enhance workplace diversity, and foster a positive employer brand.
Red flags to look out for:
- Gender-coded words (e.g., “assertive” or “nurturing”)
- Age-specific phrases (e.g., “digital native” or “recent grad”)
- Racially exclusive terms (e.g., “native English speaker”)
- Any wording that signals a preference for a specific demographic over skills and experience
5. Lack of Diversity and Inclusion Statements
Companies that do not include diversity and inclusion statements in their job descriptions may not prioritize an inclusive workplace. A strong diversity statement reassures job seekers that the company values diverse perspectives and fosters an equitable environment.
Job Description Red Flag: Omitting a Diversity and Inclusion Statement
Failing to include a diversity and inclusion statement can send the wrong message to potential candidates. Job seekers today actively seek employers that encourage an inclusive and equitable work environment. When a job posting lacks a clear commitment to diversity, it can deter top talent—especially from underrepresented groups—from applying, as they may feel uncertain about the company’s culture and values.
From an employer’s perspective, the absence of a diversity and inclusion statement can limit the talent pool, making it harder to attract and retain a diverse workforce. Research shows that companies with strong diversity and inclusion policies perform better financially and have higher employee satisfaction and retention rates. In an increasingly global job market, organizations that prioritize inclusivity appeal to a broader audience, strengthening their employer brand.
What Employers Should Do Instead
Employers should craft a meaningful diversity and inclusion statement that reflects their company’s values, initiatives, and goals. A great DEI statement can improve employer branding and reputation, attract a wider range of applicants, and enhance overall employee satisfaction. Companies known for inclusivity tend to have stronger retention rates and a more positive work environment. Even in the wake of recent and ongoing DEI bans, organizations which prioritize inclusivity (while staying ahead of the legislation), improve their chances of attracting top talent from a diverse pool. Instead of using a generic statement, employers should provide actionable commitments and highlight their ongoing efforts toward building an inclusive workplace.
Example: We are an equal opportunity employer.
Change to: We celebrate diversity and are committed to creating an inclusive environment for all employees. Our initiatives include mentorship programs for underrepresented groups, unconscious bias training for leadership, and partnerships with diverse professional networks.
By clearly demonstrating their commitment to diversity, employers can attract a wider range of applicants, enhance employee engagement, and create a workplace where everyone feels valued and included.
Red flags to look out for:
- No mention of diversity initiatives
- A generic, boilerplate statement without actionable commitments
- Lack of representation in leadership roles
6. Formatting and Grammatical Errors
Poorly written job descriptions can indicate a lack of professionalism. Formatting inconsistencies, spelling errors, and confusing sentence structures may reflect disorganization within the company. Additionally, job postings that appear copy-pasted from old descriptions may contain outdated information, making it difficult for job seekers to understand the role accurately. A job ad with bad grammar and unclear job expectations is a huge red flag.
Job Description Red Flag: Formatting and Grammatical Errors
A poorly formatted job description can deter job seekers before they even finish reading the posting. Long, unstructured paragraphs, excessive jargon, or inconsistent fonts and bullet points create a negative impression of the company.
Grammatical errors and typos can signal a lack of attention to detail. Job seekers often interpret sloppy writing as a reflection of company culture—if an employer doesn’t take the time to proofread a job posting, it may indicate that they don’t value clarity or professionalism in the workplace. This can lead top talent to seek opportunities elsewhere, assuming that the company is not invested in providing a high-quality candidate experience.
Formatting issues can make job descriptions harder to scan and understand. Research suggests that job seekers spend only a few seconds skimming a job ad before deciding whether to apply. If they encounter a difficult-to-read post, they are more likely to move on to another opportunity. Inconsistencies in formatting, such as misaligned bullet points or varying font styles, can also signal that the job description was hastily copied and pasted from multiple sources without proper revision.
What Employers Should Do Instead
To ensure job descriptions are well-structured and professional, employers should follow these best practices:
- Use clear headings and bullet points to make job postings easy to read and navigate.
- Maintain a consistent font and formatting style to improve readability.
- Avoid long, dense paragraphs by breaking information into concise, digestible sections.
- Proofread for spelling and grammatical errors to present a polished, professional image.
- Use plain, professional language rather than excessive jargon or overly complex sentences.
- Review formatting before publishing to ensure bullet points are aligned, fonts are uniform, and spacing is consistent.
Example: Looking for a detail-oriented professional who is able to work in a fast paced, environment, while managing many different projects, deliverables, and priorities at once. Candidate should have a strong work-ethic, self-starting attitude, and should be able to work under pressure without complaining.
Change to: We are seeking a detail-oriented professional to manage many projects and priorities in a dynamic environment. You will be proactive, organized, and able to work with deadlines.
By taking the time to refine job descriptions, employers can make a positive first impression on job seekers, improve applicant engagement, and ensure that their hiring process attracts the best talent.
Red flags to look out for:
- Frequent typos and grammatical mistakes
- Disorganized paragraphs or inconsistent bullet points
- Vague or outdated job responsibilities
- Long, difficult-to-read sections without proper formatting
- Inconsistent use of fonts, bolding, or italics
How Ongig’s Text Analyzer Can Help with Red Flags in JDs
To craft well-written job descriptions that attract top talent and avoid common red flags, tools like Ongig’s Text Analyzer are invaluable. Here’s how the analyzer assists:
Job Description Red Flag: Biased Language
Ongig’s Text Analyzer identifies and suggests replacements for gender, age, or racially biased terms. This ensures job ads are inclusive and appealing to a diverse talent pool.
Job Description Red Flag: Readability
By providing insights on sentence length and complexity, the tool helps improve clarity, making job descriptions more accessible and engaging for job seekers and job description skimmers.
Job Description Red Flag: Formatting
The analyzer detects and corrects formatting inconsistencies, ensuring job descriptions remain professional, structured, and easy to read.
Job Description Red Flag: Pay Transparency and Compliance
Ongig’s platform also helps employers ensure they include necessary job description sections, such as salary ranges, to comply with evolving pay transparency laws. This ensures potential employees have a clear picture of their compensation package and work hours.
Why I wrote this
Recognizing job description red flags is a vital step in the job search process. For job seekers, avoiding these warning signs helps ensure they find roles aligned with their career aspirations and values. For employers, refining job descriptions by eliminating these red flags is essential for attracting, hiring, and retaining the best talent.
By using tools like Ongig’s Text Analyzer, companies can optimize their hiring process, eliminate biases, and enhance candidate experiences.
Shout Outs
- 5 Red Flags to Look Out for in job Descriptions by Emily Moore
- Salary Transparency Trends: Statistics on Job Seeker Behavior and Employer Strategies by Matsh
- 10 Toxic Phrases in Your Job Description That Turn Off Candidates by Ali Donaldson
- 6 Hidden Job Description Red Flags That Cost You Time by Shelley Piedmont
- 9 job Description Statistics to keep in Momd for 2025 by Alexandra Woodford
