Vague Job Specs Are Slowing Down Your Hiring Process – Here’s How to Fix It!

At Corecom Consulting, we speak with tech candidates and hiring managers daily, and one trend is becoming increasingly clear: there’s a growing mismatch between job descriptions and the reality of the roles they’re meant to represent. 

In tech, where precision, innovation, and adaptability are important, job specs should be clear in reflecting what’s truly needed. Instead, many read like vague wish lists. The result? Confusion, delays, and incredible potential talent being missed.

The Reality Gap: What Hiring Managers Say vs. What Job Specs Show

Recruiters have a unique advantage: we get unfiltered, direct conversations with hiring managers. We hear exactly what skills, tools, and attributes they’re looking for. But when it comes down to translating these fantastic opportunities into a job spec, too often the document falls short. 

Many job descriptions are built from outdated templates or often combine multiple roles that aren’t fully relevant. They include every desirable trait under the sun – without prioritising what’s truly essential for the role. 

A Glassdoor report found that 61% of job seekers say they’ve started a job only to discover it was not what they expected based on the job description. This is a huge red flag, which can ultimately affect both candidate satisfaction and retention rate.

The Cost of Overloaded Job Descriptions

When job specs include an extensive list of requirements, this can put potential candidates off from applying. This is especially true in tech, where professionals often self-select out of the running if they don’t meet every single bullet point. 

As shown in previous reports (including a Hewlett Packard internal report), men apply for a job when they meet 60% of the qualifications, but women only apply if they meet 100%. Inflated job specs risk reinforcing gender imbalances and other diversity gaps within the tech workforce. 

Beyond diversity, vague or over-complicated specs simply slow down the recruitment process overall. Unclear expectations lead to mismatched applications, time wasted on unsuitable interviews, and frustration for both sides.

The Solution: Tailored, Clear, and Honest Job Specs

If companies want to attract the right talent, job descriptions have to change. This starts with HR and Talent teams committing to creating bespoke specs for each role. No more copying and pasting. No more vague lists. 

Instead, every spec should: 

• Be written in collaboration with the hiring manager 
• Prioritise must-have skills over ‘nice-to-haves’ 
• Clearly explain the day-to-day responsibilities 
• Reflect the actual tools, technologies, and team environment. 

It’s not just about clarity – it’s about building trust between a company and a candidate from day one.

Partnering with Corecom Consulting

When job specs are specific, realistic, and well-aligned with the actual role, everyone benefits. Candidates feel informed and motivated to apply. Hiring managers meet stronger applicants faster. And recruitment partners can work more efficiently. It’s a win-win! 

At Corecom Consulting, we work with tech companies to bridge the gap between intention and execution in recruitment. 

Are your job specs helping (or hurting) your hiring efforts for senior tech roles? Get in touch to find out how we can help you craft job descriptions that truly deliver. 

Written by: Sahill Bachas, Senior Consultant.