Job descriptions are often the very first interaction a potential candidate has with an organization. They set expectations, signal company culture, and influence who applies—and who doesn’t. Yet across many industries, job posts have increasingly drifted away from reality. Instead of clarity, they offer confusion. Instead of focus, they show long wish lists. The result is frustration for candidates and inefficiency for employers.
At The Spokesdude Network, we believe better hiring starts with better thinking. That begins with how roles are defined and communicated.
The Problem of Unclear Role Definition
One of the most common issues in job postings is poor role definition. Many descriptions bundle multiple jobs into one. They include operational execution, strategic planning, leadership, reporting, and technical delivery. Still, they often fail to clearly state what the role is actually responsible for. When responsibilities are not clearly scoped, candidates struggle to understand what success looks like. Is this role junior or senior? Individual contributor or team lead? Supportive or strategic? Without this clarity, strong candidates will opt out, while others apply with misaligned expectations. A job description should not describe everything a person can do in an ideal world. It should describe what the person is expected to do in reality.
“Entry-Level” Roles Requiring Senior-Level Experience
Another increasingly common contradiction appears when roles are labeled entry-level. Yet, they at the same time need five, six, or even seven years of experience. This creates confusion and raises legitimate concerns about whether the role has been properly thought through.
An entry-level role, by definition, is a starting point. It should focus on foundational skills, learning ability, and potential—not extensive industry tenure. When years of experience are inflated, organizations unintentionally exclude capable early-career candidates. They discourage those who are ready to grow but not yet seasoned professionals. If a role genuinely requires seven years of experience, then it is not entry-level—and calling it such benefits no one.
The Myth of the “Perfect” Candidate
Many job descriptions also fall into the trap of searching for a perfect candidate. These posts often demand deep knowledge across several tools. They need advanced leadership skills and full independence. Extensive experience is sometimes needed all at once.
At that point, the role starts to sound less like a job and more like a superhero casting call. A few lines away from requiring the ability to walk on water… or turn water into wine.
The reality is that perfection does not exist in hiring. Every professional has gaps, learning curves, and areas for growth. Organizations that chase flawless candidates often miss out on adaptable, motivated individuals who add long-term value.
Skills Can Be Taught, Behavior Can’t
Technical skills matter, but they are not the whole story. Tools evolve, platforms change, and processes improve. What remains consistent are behaviors: accountability, curiosity, communication, integrity, and problem-solving ability.
Candidates with strong learning capacity and the right mindset often outperform those who look perfect on paper. Hiring for behavior and potential builds teams that are resilient, adaptable, and capable of growing with the organization. It is far easier to teach a new tool than to teach ownership or work ethic.
Writing Better Job Descriptions: A Practical Shift
Improving job descriptions requires a shift from wish lists to intentional design. Organizations should start by asking clear internal questions. What problem does this role solve? Which skills are truly essential on day one? What can reasonably be learned on the job? What behaviors will make someone successful in this environment?
When these questions are answered honestly, job posts become clearer, more realistic, and far more effective. They attract candidates who understand the role, align with expectations, and are motivated to contribute and grow.
A Final Thought
Job descriptions are not checklists or shopping lists—they are invitations. And an effective invitation should be clear, honest, and grounded in reality.
At The Spokesdude Network, we believe hiring improves with less focus on perfection. Clarity, potential, and character should be prioritized instead. No candidate is perfect but the right one is often much closer than unrealistic job posts suggest.