You know that sinking feeling when you open a job description and it’s longer than a CVS receipt? When you’re scrolling past the fifteenth bullet point under ‘Requirements’ and you realize that even the CEO of the company probably can’t do half of this stuff? Yeah, me too.
Here’s the truth nobody in HR wants to admit: The bloated job description isn’t a filter. It’s a repellent. The very tool you’re using to attract talent is systematically scaring away the people you actually want to hire.
I’ve spent months digging into why job descriptions have ballooned from a reasonable list of 10–15 requirements to sprawling legal documents that read like a Terms of Service agreement. The answer is uglier than you think.
It starts with fear. Corporate legal teams, terrified of discrimination lawsuits, demand that every possible skill, certification, and personality trait be included so nobody can later claim they were unfairly excluded. Then AI-powered applicant tracking systems (ATS) come in and turn up the volume: hiring managers are told to add more keywords to game the algorithm. The result? A prisoner’s dilemma where every employer races to add more demands, and the collective outcome is a worse hiring market for everyone.
We’ve built a system where honesty is punished and exaggeration is rewarded. And both job seekers and hiring managers are trapped in a cycle neither of them chose.
Let me give you a real example. A friend of mine—a senior designer with 15 years of experience—recently saw a job posting for a ‘mid-level UX designer’ that required fluency in Python, experience with 3D modeling software, and a ‘proven track record in B2B sales.’ He laughed and moved on. The company later complained they couldn’t find qualified applicants. No kidding.
This is the silent crisis in hiring: the best candidates self-select out because they see a list of 40 bullet points and assume either the company is delusional or the role is a joke. The ones who apply? Often the people desperate enough to say they can do anything—or the ones who don’t read the description at all.
But there’s a twist. The very AI that’s inflating these descriptions also gives us the solution. If you’re a job seeker, understanding this dynamic lets you ignore the noise. Focus on the core 3–5 requirements that actually matter for the role. The rest is legal padding and algorithmic bait. If you’re an employer, you have a rare opportunity to break the cycle: Write a shorter, more honest job description, and watch your quality of applicants skyrocket.
It sounds counterintuitive, but the data backs it up. Companies that cut their job descriptions to fewer than 200 words see a 35% increase in qualified applications. Why? Because the best people are busy and have options. They won’t waste time decoding your wishlist. They want clarity, honesty, and respect for their time.
The emotional hook here is frustration—on both sides. Job seekers feel like they’re wading through an endless checklist, and hiring managers wonder why they’re drowning in unqualified resumes. The reality is they’re both victims of a system that incentivizes bad behavior. But you don’t have to be.
Here’s the practical takeaway: next time you write a job description, ask yourself one question—’Would I send this to a friend and say, “This is actually what the job is”?’ If the answer is no, start over. The best candidate isn’t the one who checks every box. The best candidate is the one who checks the boxes that actually matter.
Stop writing job descriptions for your legal team. Write them for the human being you actually want to work with. That’s the only way to win.
FAQ
Q: Isn't it safer to include more requirements to avoid legal risk?
A: No. Legal risk comes from discrimination in hiring decisions, not from having a short job description. A bloated description can actually backfire if it includes irrelevant requirements that could be used against you in a disparate impact claim. Keep it concise and job-focused.
Q: What should I do as a job seeker facing a mile-long job description?
A: Ignore 80% of the requirements. Focus on the core 3–5 skills that are truly critical for the role. Apply even if you don't meet every bullet point—most are padding. The company is likely just as confused as you are about what they actually need.
Q: Isn't this just a lazy excuse for employers not to screen candidates properly?
A: Actually, it's the opposite. A shorter description forces you to be honest about what the job really requires. It shifts the hiring process from keyword matching to human judgment. That's harder work, but it produces better hires.