What is wrong with your Job Post Language & How to Fix it

In a hypercompetitive hiring market, your job post is often the first impression, and sometimes the last. But, with all the best intentions in the world, businesses often miss this target because their job post language is outdated, biased or simply unclear. It pushes great people away instead of pulling them in.

Let’s face it: We all want the best candidates.

But if you can’t speak their language, literally, you’ll probably miss out. And here’s the reality check: your job post may not be as inclusive, engaging, or compelling to others as you think.

But with the aid of AI recruitment software, companies can now use tools to optimize their messaging, you just have to know what to look for and what to stay away from, and how to immediately address it.

In this post, you will learn the most common job post language pitfalls, what they will do to your chances of hiring success and some ways in which you can get on top of these issues.

Why Job Post Language Matters

You might assume a job ad is an easy task: just say the title, describe the responsibilities, be done with it. But the reality is, your job description language sets the tone for your employer brand, communicates your company culture, and most importantly, determines who applies, and who doesn’t.

But even the most subtle variation in tone, gendered language, jargon or ambiguous structure can undercut an entire pool of candidates. Even worse, poorly worded job postings can result in a misunderstanding between employer and employee, higher turnover rates and unhappy employees.

1. Common Job Post Language Mistakes You Might Be Making

To help you do that, here are some common job post language mistakes (shared with me by Johnny Campbell, who is the founder of software company Social Talent) that will turn great candidates off:

a. Using Gender-Biased Language

Terms such as “ninja,” “rockstar,” or “dominant” can subconsciously alienate women from the job, she says. Equally, overly nurturing or collective language could alienate men in other roles.

b. Stuff with Buzzwords and Jargon

You say “synergy” and “ideation,” and you think it makes your company sound cutting-edge, but to candidates such corporate-speak often sounds indecipherable and hollow.

c. Listing Every Possible Requirement

By writing a laundry list of needed skills (even if they’re not very necessary at all) you are also excluding candidates who are already underrepresented in your industry , women, in particular, where statistically someone will only apply when they feel they meet 100% of those criteria.

d. Vague or Fluffy Responsibilities

“Team player with strong communication skills a must.” And what in the world does that even mean for day-to-day job functions? The candidates are seeking clarity, not clichés.

e. Overly Formal or Cold Tone

Jargon that sounds like it came out of a legal document makes your company appear unapproachable. Today’s job seekers, especially among Gen Z and Millennials, expect authenticity and warmth.

f. Neglecting Inclusivity

If the language in your job opening does not convey inclusiveness, then neurodivergent or marginalized job applicants may feel that diversity is not supported at your company.

2. How to Fix Job Description Language Issues

The good news? All of the above problems are solvable. And you don’t have to turn over every facet of your recruitment strategy, just your words.

Here are some job posting best practices that focus around the candidate list: when you fix matters with job description language:

a. Run a Bias Check

Employ an AI job description generator​ or gender decoder to weed out bias from your wording. Search for gendered words, ableist language or age-based assumptions (like “digital native”).

-        Experiment with tools such as Ongig’s Text Analyzer or Textio to accomplish this.

b. Write Like a Human

Just ask yourself: would I speak that way face to face? If they don’t, do not write it in a job post. Abandoning corporate speak for personal, casual vernacular would be a good start.

Example:

-        “We are looking for someone to ideate around and synergize cross-functional deliverables.”

-        “You will partner with our product, design and marketing teams to ship impactful features.”

c. Be Clear, Not Comprehensive

Focus on what’s essential. Ask the hiring manager: what are 5 skills this person actually needs to succeed? Only list the “must-haves.” Everything else can be a “nice to have.

This not only drives applications but also increases the quality of matching for jobs.

d. Focus on Impact, Not Just Tasks

Instead of simply listing responsibilities, show how the job fits into company goals or customer success.

-        “Your work will allow our platform to scale so that we can support more than 1 million users each month.”

It’s this pivot that will help make your job post more impactful and communicate to the candidate why their work is needed.

e. Include an Inclusion Statement That’s More Than Fluff

A powerful inclusion message is more than “we’re an equal opportunity employer.” Personalize it with your own efforts or initiatives.

-        “We want a diversity of experiences and perspectives. If you’re uncertain about whether or not you meet every single one of the requirements, we still encourage you to apply.” “We are eager to discuss how this role might meet your goals and what you can bring to the table.

f. Show the Growth Path

Discuss what success looks like 6 months or a year down the line. This also helps candidates see a future for themselves and makes your company look like somewhere they can grow.

-        “In 6 months, you will have led the launch of a new reporting dashboard and improved data reliability by 30%.”

3. Leverage AI to Write Better Job Posts

If you’re rewriting job descriptions all the time, or cutting and pasting really old ones in Google Docs, it’s probably time for an upgrade.

Modern AI recruitment software not can generate smart AI job description generator tools. These can:

·        Suggest inclusive and effective language

·        Auto-format for readability

·        Match tone and voice with your brand Your content should embody the tone and voice of your brand.

·        Suggest skills based on role and industry insights

·        You save time and your hires are better.

·        Align with candidate centric job posting best practices

You can also homogenize the improvements to your jobs across all teams which guarantees a consistent, inclusive voice for all roles.

4. What Good Job Post Language Looks Like

Here's a before-and-after that shows you what works:

Before:

We are looking for a Sales Ninja to take over the market. Must be self-motivated and hungry to hustle in a fast-paced environment. Strong communication skills and over 5 years of SaaS experience is needed.

After:

We are searching for a passionate, Sales Representative who has the energy and ambition to identify opportunities and help our customers find solutions. You will work hand-in-hand with our marketing and product teams to unlock opportunities and win business. Candidates who have been in SaaS for 3+ years are encouraged to apply, even if you don’t match every specification.

Notice the difference? One sounds angry, and isolationist; the other sounds human, warm and accessible.

5. Final Tips for Job Post Optimization

Finally, here are a few bonus tips that have worked wonders for many successful hiring teams:

-        Keep paragraphs short and scannable (2-3 lines maximum).

-        Use bullet points for clarity.

-        You should highlight more than salary , point out unique benefits.

-        Avoid uppercase shouting ("MUST HAVE..." doesn’t help).

Get some feedback on your job post by trying it out with a few candidates or team members.

Conclusion

If you have been experiencing low application rates or unqualified candidates, the language in your job post could be the culprit. But this is not a problem, it is an opportunity.

By being mindful of your job posting language mistakes, and actively working on fixing job description language issues, you’ll open your talent pool wide and welcome into your arms just the people who are in sync with your mission, culture, and impact.

And don’t forget you don’t have to go it alone. From AI recruitment software to inclusive language guides, there are tools and practices that can help you, and your hiring team make smarter decisions.

Begin auditing your job descriptions today because better language means better teams.

Author Bio - Taufiq Shaikh

Taufiq Shaikh, Head of Product atBizHire, specializes in AI-driven product strategy and user-centric ui/ux design. his work centers on creating smart, human-first recruitment technology.