Stop writing these 5 phrases in your job ad
What message are your job ads really sending to candidates? Some common expressions and buzz words may be misinterpreted as red flags, so it pays to mind your language.
Job ads that paint a clear picture are likely to attract more candidates – especially in the current market where candidates may be more discerning about their next opportunity.
Here are five common phrases you may want to avoid or at least think twice about.
1. ‘This Isn’t Your Typical 9 to 5’
Hirers might throw this phrase in to make a role sound exciting or different, but without context it can feel vague. Does it mean longer hours? Or does it mean flexible work arrangements? If you don’t explain why the job isn’t your typical 9 to 5, candidates are left to guess, and they might assume the worst.
“Everyone interprets words and meanings differently, so it’s worth considering how the phrases you choose might be read in different ways,” explains Kirstine Tuazon, Director of Good People HR. “A job ad is a first impression, so clarity is key.”
Tuazon recommends digging deeper into what your business actually offers. “One technique I use is the five why’s,” explains Tuazon. “Keep asking yourself why your workplace has that quality until you uncover the specific detail that makes your culture or role unique. That’s what you need to put in your job ad.”
Rather than relying on a vague phrase, spell out what makes the role stand out. This could be flexible start and finish times, opportunities to work across different projects, or other benefits that show candidates what makes the role different.
2. ‘Work hard, play hard’
Catherine Kennedy, Managing Director New South Wales of recruitment firm people2people, says this expression is still commonly used, particularly in job ads for sales roles. “It sounds like an expression from Wall Street in the 1980s and doesn’t speak to today’s values of work-life balance,” she says. “When candidates read ‘play hard’ they may think that they are expected to stay late on Friday nights drinking and socialising with colleagues, when in fact a lot of people want to go to work, do a good job and then go home to spend time with their family and friends.” To communicate a social culture, Kennedy recommends highlighting specific social opportunities in job ads. “For example, you may want to include that you have a social club,” she says. “This tells candidates that they have options and choices about the social aspects of work.”
3. ‘Wear many hats’
Another popular cliché in job ads, ‘wear many hats’ may suggest a vague job description. “Candidates may think that they’ll be expected to pick up the dry cleaning as well as fulfill the requirements of their job,” says Kennedy. “It can suggest that a business is under-resourced and that candidates are expected to do a bit of everything.” If you want to highlight the variety that candidates will experience in their role, Kennedy suggests listing a range of responsibilities.
“You could write that you are looking for people who are proactive, but be specific about the core responsibilities of the role.”
4. High-performance culture’
You may think that this phrase suggests a culture of success, but Kennedy says it’s open to misinterpretation.
“Some will be attracted to the idea of working with a successful team, but others might read this phrase and think that they’d have to work around the clock to meet the demands of the job,” she says. It’s important to carefully consider the image you’re projecting with this phrase.
Instead of ‘high-performance culture’, Kennedy recommends being specific. “Things like ‘we provide the support you need to meet your goals’ or ‘you’ll be empowered to achieve your best’ will appeal to a wider audience.”
5. ‘Highly committed person’
This phrase may sound like a compliment, but it can raise a red flag for candidates. Some candidates may read this as a sign that they’ll be expected to sacrifice work–life balance or always go the extra mile.
“Instead of using blanket terms like ‘committed’, focus on the qualities that really matter for success in the role,” says Tuazon. “Are you looking for someone who can manage competing priorities, or someone motivated to build a long-term career with your business? Naming those specific details can help candidates picture themselves in the role.”
Tuazon suggests swapping out generic traits for phrases that are more tangible. For example, if your team values development, highlight training pathways or mentoring opportunities in your job ad. These concrete examples show candidates what they can expect without leaving them to read between the lines.
Job ads are vital steps in the recruitment process and candidates are more likely to click the apply button on those that paint a clear picture of a role and a workplace culture. So, avoid cliches and buzz phrases and let candidates know exactly what’s in it for them.