The biggest mistakes in a job posting are vague job descriptions, an excessively long list of requirements, and the absence of concrete information about the role and the company. Strong candidates read job postings with a critical eye and drop off the moment they feel the text wasn’t written for them. In this article, we answer the most frequently asked questions about writing job postings that actually attract the right candidates.
Why do strong candidates drop off sooner than weaker ones?
Strong candidates drop off sooner because they have options. They read a job posting with a critical eye and stop as soon as the text feels vague, overly demanding, or impersonal. Weaker candidates are quicker to submit an application without filtering too much. The result: a poorly written job posting filters out the wrong people.
An experienced professional evaluates a job posting in under two minutes. During that time, they look for answers to specific questions: What exactly is expected of me? What does this company offer me? Does this culture suit me? If those answers are missing or too vague, the candidate clicks away — not because the role is uninteresting, but because the text hasn’t convinced them.
Moreover, strong candidates are often passively looking. They’re not desperate — they’re weighing their options. A job posting that doesn’t speak to them immediately, in their view, doesn’t deserve further attention. That makes a well-written job posting not just a recruitment tool, but also a first impression of your organization.
Which mistakes in a job posting immediately put candidates off?
The most common mistakes in a job posting are: a laundry list of requirements, generic company descriptions, unclear job content, and the absence of practical information such as location, work format, or growth opportunities. Each of these mistakes gives candidates a reason to drop off.
Here are the mistakes you see most often — and that you’re best off avoiding:
- An excessively long list of requirements: Twenty bullet points of “must-haves” is off-putting, even if candidates meet most of the requirements. Limit yourself to the truly relevant competencies.
- Generic company descriptions: “We are a dynamic company with a passion for innovation” says nothing. Candidates want to know what concretely sets you apart as an employer.
- Vague job descriptions: If someone still doesn’t know what they’d be doing on a daily basis after reading the posting, the text is too vague. Describe the role with specific tasks and responsibilities.
- No information about what’s on offer: Candidates want to know what they’ll get in return. If you say nothing about benefits, growth opportunities, or the work environment, the motivation to apply disappears.
- Sexist or exclusionary language: Words like “rockstar,” “ninja,” or overly competitive language don’t appeal to certain groups and can exclude talent.
- Typos and sloppy formatting: A job posting with errors inspires little confidence. It’s the first professional impression you make.
Writing a good job posting also means thinking about who you don’t want to attract. By being precise about what you ask for and what you offer, you naturally filter more effectively.
How long should a job posting be?
A job posting is most effective when it falls between 300 and 600 words. Fewer than 300 words provides too little information for a candidate to make an informed decision. More than 800 words loses the reader’s attention, especially on mobile.
The length also depends on the seniority of the role. For a senior or leadership position, the text can be somewhat longer, since the context and expectations are more complex. But even then, the same rule applies: every word needs a reason to be there.
Use white space, short paragraphs, and bullet points to make the text easy to scan. Candidates rarely read job postings from start to finish in one go. They scan first, then read further only if the text speaks to them. Structure is therefore at least as important as length.
Do you always need to include a salary in a job posting?
You don’t have to state an exact salary, but being transparent about compensation significantly improves the quality of your candidates. Candidates who apply without any salary information do so on the basis of hope — which leads to disappointment and wasted time on both sides.
In 2026, more and more candidates expect at least a salary range or an indication of the overall package. Companies that leave this out risk losing strong profiles to employers who are transparent.
If you don’t want to state an exact figure, there are alternatives:
- State a range, such as “between $4,500 and $5,500 gross per month”
- Describe the package: “a market-competitive salary supplemented by a company car, meal vouchers, and a bonus scheme”
- Indicate that the salary is negotiable based on experience
Transparency about compensation is not a weakness. It’s a sign of respect for the candidate’s time and a signal that you communicate honestly as an employer.
How do you write a job posting that truly speaks to the right candidate?
Writing a job posting that attracts the right candidate starts with a clear picture of who you’re looking for and why that person would want to work for you. Write from the candidate’s perspective, not the company’s. Answer the questions a strong candidate asks before they even apply.
Follow this approach for an effective job posting:
- Start with the role, not the company: Candidates want to know what the position involves first. Introduce the company after you’ve described the role.
- Be specific about tasks and responsibilities: Use active sentences and avoid vague terms like “contributing to” or “supporting.”
- Distinguish must-haves from nice-to-haves: This helps candidates assess themselves more accurately and increases the likelihood of relevant applications.
- Describe what you offer as an employer: Think about culture, growth opportunities, flexibility, the team, and compensation.
- Close with a clear call to action: What should the candidate do? How does the process work? Who is the point of contact?
A strong recruitment strategy starts with a job posting that doesn’t just inform, but also persuades. Write as if you’re having a conversation with the ideal candidate — not as if you’re drafting a legal document.
How Skill&Will helps attract the right candidates
A well-written job posting is a starting point, but it doesn’t guarantee success if the underlying strategy is missing. We help ambitious companies go beyond the job posting:
- We analyze your job profile and translate it into a sharp, targeted search strategy
- We also reach passive candidates who aren’t actively looking but are open to the right opportunity
- We deliver a curated shortlist of profiles that fit your organization in terms of content, culture, and strategy
- We guide the entire permanent recruitment process, from intake to hire
- We work with in-depth knowledge of the Belgian market, including salary benchmarks and talent availability in Brussels and Flemish Brabant
Ready to stop wasting time on candidates who aren’t the right fit and start attracting people who truly make a difference? Get in touch and discover how Skill&Will can find the right match together with you.
