Vague Job Postings Attract Fewer Applicants: Study

What the Study Found

A JobLeads study of nearly 1.4 million U.S. job postings, published between April and June, found that vague postings consistently underperform, according to HR Dive. The report concluded that a posting written like a template tends to be treated like one by job seekers worldwide.

The Problem with Soft-Skill Language

The study drew a clear line between hard and soft skills in job descriptions. Candidates can verify whether they know a programming language or have managed a specific process, the report noted. They cannot verify whether they are "motivated" or a "culture fit." According to the report, trait-heavy wording is one of the more common warning signs job seekers encounter, and it often signals that a posting was not written for a specific role. The report described the core issue plainly: the problem is not that the bar is too high, but that there is no visible bar at all.

Postings that listed equipment requirements — such as whether an applicant owned a laptop or smartphone — also performed poorly. The report said such language says little about actual role requirements and may signal to candidates that the employer does not plan to supply basic work tools.

HR Roles Hit Hardest

The study found it ironic that HR roles were the most likely to receive no applicants at all, given that HR teams are typically responsible for writing job advertisements. The report suggested this happens because HR positions are often described using the same soft, trait-led language that the data shows to be least effective.

A separate report from hiring technology firm Employ, Inc. added further context: 71% of U.S. respondents said they expect a job application to take fewer than 30 minutes, and 35% said they would abandon an application that ran too long.

Why It Matters for Job Seekers

• If you are a fresher evaluating job postings, look for listings that name specific tools, systems or measurable outcomes — these tend to reflect roles with clearer expectations and a more structured hiring process.
• If you are an experienced hire, a posting heavy on personality descriptors and light on technical requirements may indicate a poorly defined role; consider asking for a detailed job brief before investing time in the application.
• If you work in HR or recruiting, the JobLeads report recommends naming the skills the role actually uses, the systems a new hire will work in, and what success looks like in the first few months.
• If you are applying for HR roles specifically, be aware that these positions attract the fewest applicants relative to postings, which may reflect unclear criteria rather than a lack of qualified candidates.

Audience note: This study is based on U.S. job postings, but the findings on specific versus vague job descriptions are relevant to recruiters and job seekers in any country.