Most companies treat job descriptions as a checklist: title, duties, requirements, qualifications, but smart candidates read between the lines. To them, your job post is more than a formality. Tone, structure, word choice, and even formatting all send signals about your company culture. If your job descriptions feel cold, rigid, or bloated with buzzwords, don’t be surprised if your pipeline reflects that. Here are some examples of things that may deter candidates:
Jargon-heavy posts packed with vague responsibilities, for example, “wear many hats,” “fast-paced multitasker” and every possible tool or credential imaginable signals internal confusion and a lack of alignment. Candidates may assume the role has no clear success metrics or that they’ll be pulled in too many directions with no support.
Instead, align internally on what this role needs to achieve before posting the job. Be specific. Avoid the urge to list everything, highlight what matters most.
Excessive emphasis on compliance, approval chains, or rigid must-haves: “Must have 10+ years of experience in X platform”. While structure is important in life sciences, overly strict criteria can alienate high-potential candidates.
Focus on outcomes and capabilities over box-checking. Use language like “experience in regulated environments” or “hands-on expertise with X or similar tools.” Broaden your pool without compromising standards.
Pages of technical requirements with zero mention of collaboration, communication, or leadership expectations may also repel candidates. In a cross-functional industry like biotech, ignoring soft skills sends the message that culture and teamwork don’t matter.
Integrate soft skills into both the responsibilities and qualifications sections. Call out things like stakeholder management, empathy, or the ability to thrive in ambiguity.
Posts that boast about being “fast-moving and dynamic,” followed by 2 pages of rigid requirements and layers of approvals. These mixed messages are confusing and erode trust before the first conversation.
Be honest about how your company operates today, not just how you want to be perceived. If you’re scaling or evolving, say so. Candidates appreciate transparency.
Candidates don’t want perfection, they want clarity, purpose, and authenticity. Great job descriptions will attract the right applicants.
