Job listing red flags: What deters job seekers and how to fix it

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.

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.

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.

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.