Why Job Descriptions Are Failing to Attract the Right Talent

BANGALORE, India - June 10, 2025 - PRLog -- In today's hyper-competitive talent market, where roles are evolving faster than ever, one major element continues to create friction in the hiring process: the job description (JD). Despite being the first touchpoint between employers and potential candidates, many job descriptions are still vague, outdated, or overly complex—leading to a serious hiring disconnect.

According to industry insights by SilverPeople, a leading recruitment consultancy in India, misalignment between what companies write in JDs and what candidates interpret is resulting in poor applications, mismatched expectations, and prolonged hiring cycles. This miscommunication has become a silent barrier to attracting top talent, especially in fast-moving sectors like e-commerce, fintech, EdTech, and GCCs.

"A job description is not just a checklist—it's a promise. When it's unclear or unrealistic, it sets the entire hiring process on the wrong foot," says Pallavi Goyal, VP – Operations at SilverPeople. "We've seen qualified candidates walk away simply because the JD didn't give them a true picture of the role or growth path."

Job descriptions often fail due to:

• Overuse of jargon or internal lingo that confuses applicants.
• Laundry lists of qualifications that don't match actual day-to-day responsibilities.
• Lack of clarity around role impact, culture fit, or performance expectations.
• No insights into career trajectory or flexibility—especially critical for Gen Z and millennial talent.

This issue feeds directly into a broader hiring gap SilverPeople recently explored in its blog, ["The Hiring Disconnect: How Companies and Candidates Miss Each Other—and How to Fix It"](INSERT BLOG LINK). The blog highlights how strategic changes—like rethinking the way JDs are written and perceived—can improve alignment, reduce ghosting, and enhance employer branding.

SilverPeople recommends that companies treat JDs as a two-way mirror: not just telling candidates what's needed, but showing them what's in it for them. That includes clear KPIs, cultural context, realistic role expectations, and inclusive language.

In a market where talent has options, the clarity of your job description could be your strongest competitive advantage.

About SilverPeople
Founded in 2009, SilverPeople is a premier recruitment consultancy offering tailored hiring solutions across sectors such as E-Commerce, Quick Commerce, Fintech, Real Estate, GCCs, EdTech, and more. With a proprietary FAT* methodology and a deep understanding of industry dynamics, SilverPeople  https://www.silverpeople.in/hr-insight/the-hiring-disconn... bridges the gap between people and purpose.