What Happens When a Job Ad Doesn’t Match Reality?
Here’s what recruiters across Australia and NZ are seeing when job ads stretch the truth or stay too vague:
- Mismatch in applicants – people apply without really understanding the role, meaning wasted shortlisting time.
- Drop-off at offer stage – candidates pull out when they realise the job isn’t quite what they signed up for.
- Fast turnover – new hires leave quickly when expectations don’t match day-to-day reality.
It’s not just a local issue, either. Global data shows that vague or inflated job descriptions make it harder to attract and retain talent — but in tighter markets like ours, the effects hit harder, and faster.
Common Job Ad Mistakes That Cost You Good People
Here are a few repeat offenders we see all the time:
- The Everything-and-the-Kitchen-Sink Role
If your ad reads like a wish list of 20 responsibilities, spread across 5 departments, you’re going to confuse people — or scare them off.
Be specific. What actually matters in the day-to-day? What’s noise?
- Buzzwords Without Backup
“World-class team.”
“Unrivalled growth.”
“Best culture in town.”
Unless you back it up with real examples (flexible hours, mentorship programs, team size, etc.), it comes off as fluff.
- No Local Context
Australian and New Zealand jobseekers expect certain clarity around regulations, work culture, benefits, and job scope. Skip the local detail and you risk sounding like a cut-and-paste ad from overseas.
How to Write Job Ads That Attract (and keep) the Right People
If you want better alignment and stronger hires, your job ad needs to be a truth-teller and a magnet. Here’s how:
1. Describe What Success Looks Like
Instead of just listing duties, show candidates what they’d be walking into.
“In the first 90 days, success looks like building strong relationships with our regional clients and streamlining reporting processes.”
It helps candidates self-assess early.
2. Share the Real Work Context
Give a quick peek behind the curtain:
- Team size
- Reporting lines
- Leadership style
- Common challenges
- Flexibility offered
These builds trust and set expectations from the outset.
3. Be Clear About Progression
Candidates aren’t just looking for a job; they’re looking for growth. If there’s a clear path, say so. If there isn’t, be honest about that too.
4. Swap Hype for Human
Cut the corporate sparkle. Instead of “amazing culture”, try:
“We work hard, laugh loud, and knock off early on Fridays when we can.”
Or:
“We don’t expect 24/7 availability, just a strong work ethic and a good sense of humour.”
The Payoff: Better Hires Who Stay Longer
In a competitive market, honesty and clarity aren’t just nice to have they’re a must. When your ad reflects the role and the reality, you’re one step closer to hiring someone who’s in it for the long haul.
Want a Second Pair of Eyes?
Not sure if your job ads are helping or hurting your hiring?
Contact one of our local agencies for help.