If you had just five minutes to fix bad job descriptions before they went live, what would you change first?
That’s the question Heather Fenty posed to job content strategist Sarah Akida in a recent episode of The JD Fix. The pair reviewed a real-world JD that was riddled with red flags. Think biased language, vague phrases, confusing acronyms, and a title that didn’t match the actual role.
While these issues may seem small, they send powerful signals — ones that can either attract great talent or even turn them off.
The good news?
You don’t need to spend hours rewriting. With a few thoughtful edits, you can transform a weak job description into one that’s clear, inclusive, and also effective.
So, let’s dive into what went wrong and how to fix it.
Red Flags That Ruin Candidate Experience
Some job descriptions don’t just miss the mark; they also actively hurt hiring efforts. The JD Sarah and Heather reviewed had several problems that can alienate candidates and damage the employer brand.
Here’s what stood out:
1. Biased Language: “Accent Preferred”
The biggest red flag? A line that said an “American accent” was preferred.
Aside from being exclusionary, this kind of request may violate fair hiring standards. It also reinforces bias and implies that only a certain type of candidate will succeed. In global or multicultural hiring, this is especially harmful.
A Harvard Business Review study found that listeners can accurately infer a speaker’s socioeconomic status within seconds, based solely on speech patterns such as accent, word choice, and pacing.
This means that referencing or favoring a specific accent instantly introduces bias based on class or background, even before qualifications are reviewed.
The same study showed that hiring managers tend to rate candidates who “sound upper class” as more competent and a better cultural fit, even when their actual credentials are identical. Accent-based filtering doesn’t just limit who applies. It also unfairly skews who gets through the screening.
Fix it: Focus on communication skills, not accents. Say:
Instead of “American accent preferred”, use “Clear spoken and written English skills”.
2. Misleading Job Title
The job was titled Appointment Setter, but its responsibilities leaned heavily toward sales development and lead qualification, more closely aligning with an SDR (Sales Development Representative) role.
Indeed reported that 36% of job seekers who use job sites search for a job using the title of the job they’re looking for. When a title doesn’t match the role, it confuses candidates and undermines trust. It can also impact visibility in job board searches.
Fix it: Choose a title that reflects the actual scope of the role and aligns with industry norms.
3. Fluffy, Vague Language
Phrases like “must be a go-getter” or “rockstar communicator” may sound appealing. But they don’t add clarity. They’re filler words that fail to describe actual qualifications. They also create uncertainty, which disproportionately affects women and underrepresented groups.
Research from Harvard Business School findings indicates that women are less likely to apply when job descriptions are vague about whether a candidate is a “good fit.” On the other hand, when job descriptions include clear, concrete qualifications (such as skills or years of experience), women are significantly more likely to apply.
This means that vague or fluffy requirements fuel self-doubt among women, making them more likely to opt out, even when they’re fully qualified. Meanwhile, men are more likely to apply despite a looser fit.
Fix it: Replace them with measurable, concrete skills. Say:
“Able to make 50+ outbound calls per day and follow up using CRM tools.”
4. Acronyms Without Context
The JD was littered with acronyms (like “CRM” and “KPIs”) without explanation. While these terms are common within the company or industry, they may confuse candidates, especially those who have just transitioned from a different industry or are applying internationally.
Fix it: Spell out the first instance of each acronym and provide context. Say:
“Customer Relationship Management (CRM) platform such as HubSpot.”
The 5-Minute Fix: What We Changed in Bad Job Descriptions and Why
Here’s what Sarah and Heather did to fix bad job descriptions. They turned a flawed JD into a stronger, more inclusive one, without a total rewrite.
1. Removed Biased Phrasing to Fix Bad Job Descriptions
That “accent preferred” line? Gone. Instead, they emphasized strong communication and interpersonal skills.
“Ability to communicate clearly and professionally with clients via phone and email.”
Removing that phrase doesn’t just make the job description more inclusive; it also makes it more effective. It protects the brand. Candidates talk, and language like that could land the company in hot water.
2. Retitled for Accuracy
They updated the title to better reflect the core responsibilities—Sales Development Representative (SDR)—which aligned with industry expectations and search behavior.
Original: Appointment Setter
Revised: Sales Development Representative (SDR)
So, why does this matter?
Job seekers rely heavily on titles to understand what a role entails. Mislabeling a job not only reduces your visibility in searches but sets up mismatched expectations from the start.
3. Swapped Fluff for Facts to Fix Bad Job Descriptions
Out went the hype language. In came specifics: how many calls per day, tools used, types of prospects contacted.
“Schedule 4–6 qualified meetings daily through cold calling, email outreach, and LinkedIn follow-ups.”
These edits help candidates self-qualify, improve recruiter efficiency, and foster transparency. Clarity is kind. And it’s also an easy way to fix bad job descriptions.
4. Explained or Removed Acronyms to Fix Bad Job Descriptions
Instead of assuming candidates understood internal shorthand, they clarified key terms to ensure understanding.
“Track performance using key performance indicators (KPIs), including call-to-meeting conversion rates.”
If you want to attract top talent from different industries or backgrounds, clarity is your ally. Unexplained acronyms can lower confidence and reduce the perceived professionalism of the employer.
5. Humanized the Tone to Fix Bad Job Descriptions
They used everyday language and a more conversational tone to make the post feel more approachable.
“We’re looking for someone comfortable starting conversations, curious about solving problems, and excited to learn.”
It’s a small change that makes a big difference in how candidates perceive your culture. Research found that removing gendered and exclusionary language increased response rates by 42%.
Why These Quick Fixes Matter
When you use vague, biased, or overly complex language, you don’t just confuse candidates; you also repel them.
Every word in a job description sends a message. Candidates use your JD to evaluate not just the role, but the company itself. So if your tone feels cold or your expectations feel unclear, they may move on—even if they’re a great fit.
Small changes like swapping out a phrase, fixing the title, or clarifying an acronym can:
- Improve inclusivity by removing bias and gatekeeping language.
- Increase candidate trust by being transparent about expectations.
- Boost application rates by aligning titles and keywords with search behavior.
- Save time for recruiters by attracting better-matched candidates up front.
So, here’s the bottom line: Job descriptions aren’t just a formality. They’re a signal to talent.
“Every word in a job description sends a signal. Make sure yours says what you actually mean.”
Quick JD Review Checklist
Before your next JD goes live, ask yourself:
- Is there any biased language (e.g., accents, gendered terms, age preferences)?
- Does the job title accurately reflect the responsibilities of the position?
- Have I replaced vague language with specific tasks or skills?
- Would someone outside the company understand every term and acronym?
- Does the tone sound human and approachable?
Even a brief review like this can highlight significant improvements.
Want to take it further?
Invite someone outside your department to review your job description and highlight any points that are confusing or off-putting. Sometimes, a fresh set of eyes is all it takes to spot a blind spot.
Real-World Consequences: What Happens If You Don’t Fix Bad Job Descriptions
Let’s not sugarcoat it. Bad job descriptions don’t just cause minor annoyances. They can also seriously hurt your ability to hire the right people.
- Qualified candidates skip your role because they don’t see themselves in the language.
- Recruiters waste time fielding questions that the JD should have answered.
- Hiring managers get frustrated with mismatched applicants.
- You lose trust internally and externally.
And if biased language like “accent preferred” makes it into your JD? That could even expose your company to legal and reputational risks.
This is why JD hygiene matters. It’s about protecting your hiring funnel, your culture, and your brand.
Five Minutes Can Fix Everything
Editing a job description doesn’t always require a complete rewrite. Sometimes, five minutes is all you need to make a post more transparent, more inclusive, and also more aligned with your brand.
The job description in this episode wasn’t the worst we’ve seen. But like many others, it had blind spots. However, with a few thoughtful tweaks, Sarah and Heather transformed it into something that candidates would want to read and apply to.
Why I wrote this:
Too often, job descriptions are launched with biased phrasing, unclear expectations, or insider jargon that confuses candidates and erodes trust. But with a short review—literally five minutes—you can make meaningful changes that strengthen your hiring outcomes. So, do you need help spotting red flags faster? Schedule a demo to see how Ongig can help you review and improve job descriptions in just a few minutes, before they go live.
Shout-outs:
Research: How Speech Patterns Lead to Hiring Bias – Harvard Business Review
JD Red Flags: Appointment Setter or Sales Gatekeeper? – The JD Fix Podcast
Whether to Apply – Harvard Business Study
Survey: How to Improve Your Job Postings to Attract Better Candidates – Indeed
