Job listing red flags: What deters job seekers and how to fix it
Job searching can sometimes feel like a full-time job in itself, and with hundreds of submitted applications leading to only a handful of interviews, job seekers are becoming more selective with their time. On average, job seekers are willing to spend around 30 minutes per application, so deciding which jobs are worth their time is key. Whether it's missing benefits or has cringeworthy terms like "customer-obsessed," specific details can turn candidates away.
To better understand what makes job seekers scroll past a listing, we surveyed 1,060 individuals, including 807 job seekers and 253 hiring decision-makers, to uncover the top red flags. This allows hiring managers to write job listings that attract top talent, and when candidates come across the role, they can hit "submit" with confidence and excitement.
Key findings
- Job listings using terms such as "customer-obsessed" or "wear many hats" would dissuade a third of surveyed job seekers.
- While paid time off (PTO) is the No. 1 benefit job seekers surveyed look for (71 percent), nearly one in 10 are wary of roles offering unlimited PTO.
- Finding a remote job is a top priority for Baby Boomers, with nearly 7 in ten surveyed saying it is a non-negotiable to apply.
- A quarter of job seekers surveyed won't apply if a cover letter is needed, even though 40 percent of hiring managers surveyed require them, often to manage applicant volume.
- Job seekers are only willing to spend around 30 minutes per application.
- More than half of small business hiring managers are now utilizing AI to support the hiring process.
Job listing dealbreakers
Since job seekers are more selective about where they apply, job listing language can make or break their decision. Beyond language, job seekers also have clear expectations regarding the benefits they look for when choosing which applications to pursue.
The most hated job listing phrases
The language used in job listings can encourage some to apply, but it can just as easily deter them. Companies often rely on what they think are buzzwords, but many job seekers find them cringeworthy. For those surveyed, two phrases stood out as the biggest turn-offs: "customer-obsessed" and "wear many hats," with 33 percent of respondents identifying them as their biggest deal breakers. Following closely is "rockstar," with 32 percent of those surveyed.
Generational differences in job description turn-offs
Turn-offs also vary across generations, with each group having its dealbreakers. On average, 38 percent of Gen Z and Millennial respondents are most likely to be put off when "wearing many hats" is used in a job listing), while Gen X and Baby Boomers surveyed are more deterred by "rockstar" (37 percent). In addition, Millennials surveyed are 29 percent more likely than Gen Z to be deterred from a job listing that states it's in a "fast-paced environment." Millennials may view this wording as a red flag, whereas Gen Z sees it as an opportunity to get their foot in the door and learn and grow in a role.
Why transparency matters: salary, benefits, and flexibility
Salary isn't the only thing job seekers care about, but it plays a big role in deciding whether to apply. More than half (55 percent) of applicants surveyed say they'll skip over a job listing if it doesn't include a pay range. While some states now require employers to share salary info by law, many don't, leaving job seekers frustrated by the lack of transparency and hesitant to spend time applying to roles that might not meet their needs.
The importance of paid time off and remote work
Paid time off (PTO) is the most essential benefit, with 71 percent of respondents stating that companies must offer PTO for them to consider applying. Not only does PTO need to be a benefit provided to surveyed job seekers, but they also expect at least 14 days of PTO (combining sick and vacation) before they're willing to move forward.
In addition to PTO, the opportunity for remote work is highly valued, with 44 percent of respondents indicating a preference for it. Baby Boomers surveyed (69 percent) were most likely to say that remote work was non-negotiable, while Gen Z respondents (32 percent) were the least likely. That might be because Gen Z is earlier in their careers and more open to a range of possibilities. In contrast, Baby Boomers tend to be more selective due to their extensive experience.
Gender disparities in workplace expectations
It's not just older generations expecting flexibility; women are, too. Of those surveyed, women were 48 percent more likely than men to say a job needs at least some form of flexible working for them to apply. They were also 16 percent more likely than male respondents to desire learning and development opportunities. According to the Gender Equity Policy Institute, women often shoulder a significant share of caregiving responsibilities, so it makes sense they're drawn to roles that offer more support and flexibility from the start.
When job seekers abandon applications
With today's competitive job market, abandoning an application for a role you're qualified for might seem counterintuitive, but job seekers do it often. From clunky systems to unclear expectations, there are numerous reasons candidates drop off before submitting.
Technical barriers and repetitive tasks
Poorly written job descriptions and missing benefits aren't the only factors that deter applicants. For example, one in four job seekers surveyed won't apply for a job if they can't submit their resume as a PDF. This is surprising because converting PDF to Word is simple with tools such as Adobe Acrobat.
Another source of frustration for those surveyed is the manual re-entry of resume information. Nearly half of Gen Z respondents (49 percent) and millennials surveyed (47 percent) report having abandoned applications that require them to restate information already included on their resume. When job seekers are trying to apply to multiple roles, spending extra time entering the exact details manually feels like a waste, especially when that time could be used to explore other opportunities.
The burden of cover letters and lengthy applications
Similarly, one in four job seekers surveyed won't apply at all if the role requires a cover letter, and nearly one in five won't bother if there is no easy-apply option. In a time when AI often scans resumes before a human even sees them, it's understandable that job seekers are frustrated by how much effort applications still require.
How applicant volume impacts motivation
The number of competing applicants can also be a dealbreaker for job seekers. On average, respondents begin to feel discouraged after seeing around 166 other applicants; however, this number is lower in healthcare (148) and education (151), where jobs are in more constant demand. In contrast, fields like finance (183) and technology (205), which have experienced waves of layoffs and rising competition, have higher application counts, suggesting that job seekers are casting wider nets in the hope of finding a new role.
Women respondents are more likely than men to feel discouraged by the number of other applicants. Their average drop-off point is around 151 competing applicants, compared to 190 for men, a difference of roughly 26 percent. That gap may be due to a mix of factors, including the confidence gap, where women often feel they need to meet every qualification before applying for a position.
What hiring managers say vs. what candidates need
Job listings should help candidates find the right fit. However, in practice, there is often a gap between what hiring managers include and what job seekers want to see, leading to missed opportunities on both sides.
Overused language: A disconnect between hiring and applying
Hiring managers and job seekers often have different perspectives on job listing language. While job seekers surveyed are turned off by buzzwords like "customer-obsessed" and "wear many hats," these same phrases continue to appear in listings. Nearly one in 10 hiring managers surveyed use the phrase "wear many hats," and one in seven still include the phrase "customer-obsessed," despite the apparent disconnect.
Instead of using overused or vague terms, hiring teams might consider more candidate-friendly language. For example, instead of "customer-obsessed," one could write "focused on delivering meaningful experiences for our customer." Swapping out clichés for straightforward descriptions not only sets better expectations but also lets a listing stand out for the right reasons.
Benefits job seekers desire that often go unmentioned
The disconnect doesn't end with language. What hiring managers choose to include in a listing often doesn't match what applicants say they need to see before applying. Paid time off is the top benefit job seekers require (71 percent), yet only one in three HR pros surveyed say they include PTO specifics in their listings. Similarly, nearly one in ten surveyed job seekers are scared off by unlimited PTO policies. For employers offering this benefit, it may be helpful to set a required minimum number of days.
The role of AI in the hiring process
Hiring teams are also increasingly relying on AI to streamline the application process. Of the hiring decision-makers surveyed, nearly two-thirds (64 percent) use AI in some form, from resume parsing (50 percent) to initial assessments (45 percent) and chatbots for communicating with candidates (41 percent). Hiring decision-makers at small businesses are seven percent more likely than those at enterprise businesses to use AI in their hiring processes. This may be because enterprise businesses have more human resources, making the need to improve candidate efficiency less critical than for hiring decision-makers at smaller companies. As AI adoption grows, it can become a valuable tool for hiring managers to streamline the application process.
Make every listing count
The current job market presents challenges, making job seekers more time-conscious than ever. Even the most qualified candidates are often unwilling to write a cover letter or spend hours filling out application fields knowing an interview isn’t guaranteed. To counteract this, hiring managers need to ensure job listings stand out for the right reasons. Utilizing Adobe Acrobat, hiring managers can edit job listings to attract their ideal candidate.
Adobe Acrobat can directly edit a PDF of a job listing. If quick changes are needed, it's simple to use our online PDF editor. Need more extensive revisions? Adobe Acrobat can convert a PDF to Word, simplifying the process of refining language and highlighting job opportunities. After perfecting a listing, it can be converted back to PDF to ensure consistent formatting to share on job boards.
Adobe Acrobat's PDF editing capabilities can support your team in creating compelling job descriptions that capture the attention of busy and selective job seekers today, helping you find and retain the best talent in a sea of applicants.
Methodology
To explore perceptions of job listings we surveyed 1,060 individuals, including 807 job seekers and 253 hiring decision-makers. The job seeker data has a 95 percent confidence level and a low three percent margin of error. For hiring decision-makers, the margin of error is six percent at the same confidence level. Because this exploratory research relied on self-reported data, respondents may have biases, and discrepancies may exist between their answers and their actual experiences.
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