Job ads are becoming excessively lengthy, leading to algorithmic rejections and frustration among applicants

Job ads really need a makeover. They’re often too demanding, which makes candidates rely more on their networks to avoid the endless cycle of rejections. With many people feeling fed up and ready to quit their jobs, companies should rethink their job postings. They need to use AI wisely and remember that hiring is a human process.
Research from iCIMS shows that job openings only increased by 3% from December 2023 to December 2024, while applications shot up by 13%. Rhea Moss from iCIMS pointed out that this creates a “self-fulfilling prophecy” where candidates feel compelled to apply for more jobs, even if they’re not a good fit.
There’s a disconnect happening. Candidates feel like their resumes aren’t being seen, while recruiters are overwhelmed with too many applications. Something has to change. Susan Levine, CEO of Career Group Companies, mentioned that job ads often misrepresent the roles, leading candidates to think they’re perfect for a job when they might not be.
Many job ads are just too long and unrealistic. Data from Applied shows that over a third of entry-level ads ask for an average of 2.5 years of experience. Michael Horn from Harvard said job descriptions are broken and read more like legal documents than actual job listings.
Ashley Ward, CEO of W Talent Solutions, believes job ads should invite candidates rather than scare them away with impossible qualifications. Unfortunately, many ads act as gatekeepers instead of engagement tools.
Shannon Talbot, a career coach, noted that hiring managers often just copy and paste old job descriptions, which leads to wish lists of requirements. The lack of salary transparency adds to candidates’ frustrations. Plus, the language used in job ads can be off-putting, and some jobs might not even exist, with one in five being “ghost jobs,” according to Greenhouse.
AI was supposed to simplify the hiring process, but it can backfire. Hiring managers might get flooded with applications from people who aren’t a good fit. Horn pointed out that many applicants are confused about whether they’re suitable for the roles they’re applying for.
In this tough job market, people might turn to their networks instead. This could affect diversity, as hiring managers often prefer candidates who are similar to themselves. To improve the application process, hiring managers should balance automation with a human touch. Lisa Frank, CEO of LBF Strategies, emphasized that hiring is still about humans working with other humans, and we can’t lose sight of that.