Job descriptions on platforms like LinkedIn have ballooned in length, with some containing over 20 responsibilities and a dozen qualifications split into multiple categories. Communications professional Robin Olsen reported closing one listing that seemed impossible for a single person to fulfill. She described such postings as having “crazy wish lists” that combine multiple roles into one.
This trend reflects a broader shift in hiring practices. Employers may be seeking to maximize value by merging roles, but the result often alienates qualified candidates. Olsen noted that when a description includes 27 priorities, “no one could ever succeed” in meeting them all. The problem appears widespread across industries, affecting positions from communications leads to AI engineers.
One corporate communications lead listing required nine qualifications plus six preferred ones, covering 22 responsibilities separately. An AI engineer role demanded 11 essential duties and another 11 skills, including a “positive energetic attitude.” A lead of revenue strategy and operations faced 13 responsibilities and a dozen qualifications divided into five categories.
For job seekers, these exhaustive lists create a barrier, making roles seem unattainable or unrealistic. Candidates may self-select out, narrowing the applicant pool. Employers risk scaring away strong applicants who interpret length as a sign of poor management or unreasonable expectations.
Some hiring managers argue that detailed descriptions help set clear expectations and filter candidates. However, studies suggest shorter, more focused job postings attract more diverse and qualified applicants.