The Scariest Things in Your JD That Are Chasing Talent Away (Halloween Edition)

October is here; yes, it’s that spooky time of year again. Ghouls come out to play, there’s trick-or-treating, and we celebrate all things scary. Well, almost all things scary. Let’s just say JD mistakes shouldn’t be chasing away your top talent! With that, we’re shining a light on some of the scarier elements that you should banish from your JDs. We hope our tips will help you attract better prospects by sending bad job descriptions to the darkness.

What’s So Scary About Bad Job Descriptions?

A JD could be your precious chance to introduce a potential hire to your company culture. It’s that first impression that shapes a long-term professional relationship. Thus, JDs play a huge role in the candidate experience. And the candidate experience influences a person’s willingness to apply and follow through with their application.

Here’s a glimpse (just the tip of one massive iceberg) of the JD red flags that might quietly scare skilled talent away:

Roles where hires “wear many hats.” Basically, what it’s telling people is that there isn’t a clear job scope. It could also suggest that you’re hiring for a lot of work at a questionable rate.

A “we’re like a family” culture. Such JD taglines sound warm and welcoming at first glance. But candidates could quickly see this as a sign of a company that lacks work-life balance. Is the JD insinuating that the office replaces a person’s actual home?

Missing JD sections. Job seekers have shifting role expectations. Not having them reflected in your JD could make your vacancies seem suspicious or unconvincing. The lack of a salary range is one of the prime suspects among incomplete JDs that turn talent away. And if you’re listing a salary range, ensure that it’s not ridiculously broad.

Biased JD titles. These may include subtly biased terms that sound fun or witty… until they don’t. For instance, roles like “guru” and “ninja” actually have gender-biased implications.

Yikes, we must admit that those sound quite terrifying, but we’re only getting started! Read on to discover more JD fear factors and how you can overcome them with a few tweaks and the power of automation.

JD Horror #1 – Unrealistic Job Requirements

The US job market is currently moving at a glacial pace, with few changes in headcount. This is in line with a cooling US economy, which could create a greater need for competitive JDs that attract top talent. As such, unrealistic JD requirements are going to be a huge downer for candidates and a horror story for TA teams.

Unrealistic prerequisites may include:

A super long checklist of skills for a specialized role.
Many years of experience for an entry-level job.
Years of proven expertise for a recently established technology such as multi-agent AI coordination or prompt engineering.
Strict degree requirements for a technical hands-on position.
Relocation requirements without proper support or guidance.

How to banish this JD spook: The best way around unrealistic requirements is to sit down and review the core purpose of the role. Doing so might involve HR, TA teams, and other decision-makers discussing how to separate the good-to-haves from the must-haves. Once you’ve done so, you should check your JD against similar postings by competitors. Compare the JD requirements to get a better idea of workforce expectations.

Spooktacular bonus tip: A reliable JD library makes it easier to keep requirements realistic as you scale your hiring campaigns. Ongig’s intuitive JD repository allows you to edit your JD templates to suit a role while keeping each posting on brand.

JD Horror #2 – Coded Words

There are many coded words that are meant to provide a sense of understanding among people in the same industry. These eventually become part of industry jargon. Over time, coded industry jargon can cause a real divide between existing members versus incoming hires.

How to banish this JD spook: Keep every description neutral; it’s about more than just removing jargon. Also beware of biased terms that have the same exclusionary effect. You could run JDs through ERGs or revise the content to focus on an outcome or skill rather than keeping them fancy-sounding or descriptive.

Spooktacular bonus tip: An automated JD vetting platform like Ongig’s Text Analyzer identifies jargon and coded words so you don’t have to do it manually (and risk human oversight). That way, you can broaden your talent pool by keeping JDs inclusive and engaging. It’s a good way to attract seasoned hires and industry newbies.

JD Horror #3 – The Great Wall of Text

Quick question. What’s the similarity between chunks of text, never-ending lists of bulleted points, and lengthy sentences? Answer: they’re readability nightmares for job candidates. The experience worsens for applicants who don’t use English as their first language. Chances are, they’ll get overwhelmed by the layout and hop to a rival company with a simpler JD.

How to banish this JD spook: You’ll need to run through each section of your JD to make sure it looks clear and uncluttered. Ideally, stick with simpler words and shorter sentences to ease reading. Remember, job seekers tend to spend hours skimming through hundreds of prospective roles. It’s easy for tired eyes to skip the boring ones that take forever to get to the point.

Spooktacular bonus tip: Ongig’s Text Analyzer allows you to check your readability score at a glance. The platform’s readability meter shows whether your content falls within the ideal reading range of 7th – 9th grade. The automated solution also guides you through word choices, highlighting complex words and word count so you can make a winning impression each time.

JD Horror #4 – “Ghost Jobs”

At times it’s not completely clear that a company doesn’t intend to immediately fill a vacancy. Enter the world of ghost or phantom postings. In fact, a workforce report found that 17% of employers said 75% of the jobs they post were ghost jobs. Some employers may leave their JDs and postings floating to build their talent network. But leave a couple of ghost jobs online long enough and word would eventually circulate about employers who aren’t serious about hiring.

This inevitably leads to a horror story down the road, when the company is in a real hurry to fill a time-sensitive talent gap (quite a “boy who cried wolf” scenario). And yes, talent will be less enthusiastic about submitting a CV to the usual-suspect employers.

How to banish this JD spook: In cases where it wasn’t a deliberate ghost campaign, the best way forward is to conduct a thorough audit of every actively published job ad. Quickly take down any postings that are no longer actively receiving applications to avoid giving the wrong idea. If possible, add a “last updated” status to indicate whether a job is active. Transparency wards off doubt.

Spooktacular bonus tip: A centralized JD library integrated with your ATS makes JD housekeeping easy. The only ghosts allowed to roam freely should be the ones dressed up this Halloween, not the ads on your career page.

JD Horror #5 – Perks Over Benefits

A strong sense of responsibility and purpose at work is a major motivating factor for talent. Yet, some JDs or ads may offer vague job scopes to emphasize perks like a gym membership or a well-stocked pantry. While these add-ons are neat morale boosters, they may appear differently to cautious hires: signs of a company that lacks proper direction.

How to banish this JD spook: Maintain a clear JD structure that centers on roles and responsibilities alongside a clear career growth trajectory. It’s okay to have a few job perks as icing on the cake, but all in moderation.

Spooktacular bonus tip: An automated JD vetting system enables you to track your content direction to prevent perks from dominating the posting. That way, you can offer career-affirming support and practical employee benefits that resonate with what hires actually want. A well-structured JD also shows that your company has a clear hiring direction and that you’re inviting talent to join you for the long term.

JD Horror #6 – Questionable Hiring Processes

Some skills-based hiring processes may include a proficiency test. These may come in the form of a writing assignment for content management positions or a sample design for visual design roles. While these assignments are an effective way to identify a hire’s hard skills, they’re also scary because they may trigger fears of exploitation.

It’s also important to clarify the number of interview rounds and the steps involved (will it be a combination of interviews and proficiency tests?). A JD that lacks a systematic hiring process brings lots of uncertainty (and fear) to the candidate, which could hurt conversion rates.

How to banish this JD spook:Transparency remains a priority, as with most of the items on this list. Make it explicit that your company won’t use any of the submitted test assignments for their own profit. Remove the fear of the unknown from your JD and and applying for your role will seem like a less daunting task.

Spooktacular bonus tip: Create a checklist (or automate it) that allows you to add and remove JD sections easily. A “Hiring Process” or “What to Expect” section provides candidates with peace of mind when they hit submit. These JD add-ons remove the vagueness while also providing job seekers with the timeline for better preparation.

JD Horror #7 – “Frankenstein Monster” JDs

It’s not easy for large companies and enterprises to keep up with the demands of hiring at scale. These may result in hastily reused templates that contain mismatched job requirements and outdated information. Candidates are confused as a result and may have second thoughts about applying for a vacancy that leads them in every direction.

How to banish this JD spook: Candidate trust is important in hiring, and it’s often forged through the JD. A Frankenstein Monster JD presents a culture that’s so hectic that JDs can’t keep up. It’s certainly a job description red flag because it creates a great deal of uncertainty. Always review your JD templates thoroughly before submitting, preferably through an automated process that allows you to tweak specific parts of the description while retaining a logical structure.

Spooktacular bonus tip: Ongig’s Text Analyzer equips you with an online JD library that simplifies mass hiring campaigns. The AI solution offers editable templates, consistent layouts, and a structured check of key sections. Text Analyzer also runs dynamically, syncing with the latest hiring standards that might have you exclaiming, “it’s alive!”

JD Horror #8 – Roles That Seem to Exist in a Vacuum

Applying for a job is about more than just establishing the hire’s role and responsibilities. It’s equally important to inform them about the people they’ll be working with at the company. JDs with a long lineup of tasks and expectations without a sign of a team or leadership could appear rather sinister. In such instances, candidates may question the authenticity of the role or see a culture that’s lacking a human touch.

How to banish this JD spook: Just like how testimonials attract people on a career site, social proof goes a long way in your JD. the proof is evidence that your candidate will be working with a specific team or manager, which gives your company a face. It could also help build candidate confidence by sharing the support and mentoring opportunities available when they come on board.

Spooktacular bonus tip: The “First 90 Days” is an impactful section you could add to your JD. It’s the block that sums up the size of the team, onboarding procedures, and learning objectives.

JD Horror #9 – Missing Diversity Statement

A missing diversity statement could be a major concern for candidates, especially talent from underrepresented groups. They may wonder whether the employer would truly accept them and provide equitable treatment. The lack of a diversity statement may also indicate that a company has fallen out of touch with current workforce expectations, such as DEIB standards.

How to banish this JD spook: Include a thoughtful diversity statement in each JD. If possible, include specific details like ERGs and workplace accommodations.

Spooktacular bonus tip: Ongig’s automated JD vetting platform helps you track your diversity statement section so you’ll never omit it. The software also tracks content for biases such as gender bias, ableism, and more, to keep your JD inclusive, welcoming, and less frightful.

JD Horror #10 – Concerning Company Culture

What better way to top off the list than JDs that hint at toxic, overworked culture, which scream horror? Terms like “rise to the challenge” or “deadline-driven culture” don’t do much for a candidate’s confidence. They also don’t make a role appealing.

How to banish this JD spook: Try to steer clear of non-objective JD terms that don’t add value to your TA efforts. If anything, these paint a scene of chaos and panic, which are best restricted to horror films.

Spooktacular bonus tip: Turn to automated JD vetting to identify and replace ineffective word choices. If a role really moves at a rapid pace, get down to the details and explain what’s required at the workplace rather than leaving it to wild guesses and fear.

Post-JD Matters

With all JD horrors considered, it’s also important to anticipate what happens after the initial candidate engagement. Here are additional areas that TA teams should consider to avoid “horror show” hiring outcomes.

Interview success: The interview is one of the biggest hurdles faced by a potential hire. Your employer branding could depend on how you conduct your interviews. A messy process could result in serious miscommunication and a sharp drop in hiring quality. The solution? Try to keep expectations clear and direct from the get-go. Where possible, limit interview stages and the time taken to follow up after each round.

Applicant follow-ups: Interviews don’t always go as planned. Candidates may not align with your expectations even for campaigns that focus on skills-based hiring. It’s important to clarify rejections openly and avoid ghosting applicants who didn’t make the cut. News travels fast within industries, and one poorly managed rejection could really damage your employer branding.

Pay attention to the social grapevine: Speaking of news, reports show that 35% of job candidates who had a bad experience with a company share it via social media. It’s important for TA teams to check for the general consensus among job seekers (including passive ones, make up 73% of candidates). It’s crucial to watch for bad ratings across social media and review sites so your company can intervene quickly to defuse the situation.

Going all out with unbiased recruitment: Inclusive JDs set the stage for optimized TA initiatives. However, it’s necessary for your team to keep things equitable throughout the talent pipeline for the best hiring outcome. For instance, hiring managers may go through unconscious bias training, or companies could implement blind hiring processes. These steps help you maintain the integrity and professionalism of hiring to prevent any potential backlash from the workforce.

Ongig’s Text Analyzer – Your “Garlic for JD Horrors”

Ongig’s Text Analyzer JD vetting software helps you detect and “exorcise” the horrors mentioned above. The program uses smart algorithms that give employers the following advantages from a JD cloud library:

Account for key JD sections that candidates look for in a job posting. The systematic structure also makes it easy for you to check the order of sections. For example, positioning the About Us statement at the bottom usually works better. Candidates tend to look into what’s in it for them before they desire to learn more about the organization.
Flag biased JD content and suggest neutral alternatives without missing a beat. It can get extremely tricky to keep thousands of JDs free of bias. Text Analyzer automates the process so nothing passes unchecked to compromise your hiring campaigns.
Boost readability and remove other stumbling blocks in the candidate experience. These minute changes make your JDs more accessible, keeping candidates on the page and more likely to join your team.
Ensure consistent employer branding. Automated algorithms provide smooth and uniform layouts, offering professional and approachable regardless of whether you’re hiring for an entry-level or a senior role.
Ensure real-time compliance. It’s difficult to keep track of ever-changing data governance rules and DEIB laws. Text Analyzer syncs with the latest TA practices to ensure that your campaigns remain compliant no matter how hectic it gets.

Why I Wrote This?

Ongig is intent on helping employers eliminate boring and biased JDs forever. Our Text Analyzer program removes the scary bits from your JD so you’ll consistently attract the most qualified candidates for the role. Request a Text Analyzer demo today to discover how you can boost the performance of your hiring campaigns with the power of AI.

Shout-Outs

October 7, 2026 by Laurenzo Overee in Job Descriptions