If your job posting is live but not attracting candidates, the issue may not be the labor market. It may be your job description. In today’s competitive hiring environment, this acts as both a filter and a marketing tool. If it’s not working, you’re likely missing out on qualified talent. 

The good news is you can fix it! Let’s explore why job descriptions matter and how to get yours working for you. If you already know your job listing isn’t the problem, here are some of our other best troubleshooting tips when you have a job staying open too long.

Why Job Descriptions Matter

A strong job description does more than list duties. It defines expectations, aligns hiring managers, and communicates value to candidates.

According to HR best practices, job descriptions should clearly outline responsibilities, required skills, and how the role fits within the organization. They also support performance management and compensation decisions by setting a clear baseline for success.

When done right, they:

• Attract qualified candidates
• Reduce turnover by setting clear expectations
• Improve hiring efficiency

When done poorly, they can create confusion and even accidentally drive candidates away.

Five Reasons Your Job Description Isn’t Getting Applicants

1. It’s Too Vague or Too Dense

If candidates can’t quickly understand what their job will be, they won’t apply. Long paragraphs, too much jargon, or unclear responsibilities make job postings hard to scan.

Fix: Use clear headings and bullet points. Keep it simple and direct.

2. You’re Asking for Too Much

Overloading your description with requirements, especially “nice-to-haves,” can discourage strong candidates. Many people won’t apply unless they meet nearly every qualification. So if you hope for 10 years of experience, but actually only need 5, list the requirements as 5+ years of experience.

Fix: Focus on must-have qualifications. Separate preferred skills so you don’t shrink your talent pool unnecessarily.

3. The Role Isn’t Clearly Defined

If the job itself isn’t well thought out, the description won’t be either. This often leads to generic or misleading postings.

Start by analyzing the role. What do you need this person to do each day? How much time will be left in their day after the biggest responsibility is done? How many smaller tasks is it reasonable for them to achieve? What skills are truly required?

Fix: Talk with managers or employees in similar roles to help clarify this.

4. Missing Key Details

Today’s candidates expect transparency. If your posting lacks key information, like salary range, schedule, or remote options, they may skip it entirely.

Fix: Include:

• Compensation range
• Work model (remote, hybrid, on-site)
• Benefits and perks

Transparency builds trust and helps raise application rates.

5. It Reads Like an Internal Document

Many job descriptions are written for HR compliance, not candidates. That often results in stiff, impersonal language.

Instead make it candidate-focused. Highlight things like the impact of the role, possible growth opportunities and the best parts of your company culture. Consider changing language like “Responsible for managing projects,” to “You’ll lead projects that directly impact our growth.”

Fix: Get someone else to read the description, and give you feedback on if it would make them excited to get this job.

How to Write a Job Description That Attracts Talent

1. Use a Clear Structure

A strong job description typically includes:

• Job title
• Summary of the role
• Key responsibilities
• Required and preferred qualifications
• Compensation and benefits

This consistency helps candidates quickly find what they need. Remember candidates might be scrolling through dozens, if not hundreds of jobs to find the right fit. Give them what they need quickly!

2. Define Essential Functions

Focus on what truly matters in the role. Outline the most important tasks and how often they’re performed. This helps candidates assess fit and improves the quality of applicants.

3. Keep Language Clear and Concise

Use bullet points, action verbs, and plain language. Avoid unnecessary complexity.

Clarity = more applicants.

4. Be Realistic and Flexible

The best candidate may not check every box. Writing a more inclusive, realistic description can significantly expand your talent pool.

5. Sell the Opportunity

Top candidates aren’t just evaluating the job; they’re evaluating you. It’s about finding the balance between keeping things short and clear, but including enough about experience of working for you that they’re excited to get started.

Toward the end of the job description, consider including things like: 

• Mission and values
• Career growth potential
• Team environment

A Smarter Approach to Hiring

Even with the best intentions, writing effective job descriptions and attracting the right candidates can be time-consuming.

That’s where working with a local staffing partner can make a real difference.

For example, Masiello Employment Services has been connecting employers with qualified talent across New Hampshire, Vermont, and Massachusetts since 1986. Our team specializes in sourcing, screening, and matching candidates across industries like administrative support, accounting, and manufacturing.

Instead of struggling with underperforming job postings, you can leave the work to us. We understand the local talent market and what works in a job description. Let’s find your next great fit—together.