Job seekers are expected to meet excessive job criteria, jump through multiple interview hoops, and prove their worth at every stage of the hiring process. Yet, once hired, many discover the role is far from what was promised. Companies frequently overpromise in job ads but under-deliver on the actual experience, leading to frustration, disengagement, and high turnover.

For candidates, this cycle wastes time and energy. For businesses, it damages employer reputation and leads to constant rehiring. So why does this happen, and what red flags should job seekers watch for to avoid falling into the trap?

Aspirational Job Descriptions

Many job ads describe the role a company wishes they had, not the one that actually exists. They aim to attract top talent by making the position sound more strategic, innovative, or influential than it really is. Once inside, employees often find themselves doing routine tasks far removed from what was advertised.

Risk Aversion and the “Perfect Candidate” Myth

Companies fear hiring the wrong person, so they create rigid, overly demanding criteria to minimise risk. Instead of looking for adaptable, high-potential employees, they insist on applicants who have done the exact same job before. This outdated mindset stifles career growth and ignores transferable skills.

Misalignment Between Hiring Managers and HR

Sometimes, hiring managers provide unrealistic wish lists that HR translates into job ads. By the time a candidate is hired, business needs have shifted, or expectations never aligned in the first place. The result? Employees feel misled.

Employer-Candidate Power Imbalance

Some companies still operate under the assumption that candidates should be grateful for any job offer. This leads to a hiring process where excessive demands are placed on applicants, while the company offers little in return.

Inefficiencies in the Hiring Process

Over-reliance on Applicant Tracking Systems (ATS) and outdated hiring practices mean companies reject strong candidates based on arbitrary filters. Meanwhile, positions remain unfilled because the “perfect” candidate doesn’t exist.

🚩Red Flags Candidates Should Watch For🚩

To avoid wasting time on companies that overpromise and under-deliver, candidates should look out for these warning signs:

🚩Unrealistic Job Requirements🚩

A laundry list of demands (e.g., “10+ years of experience” for a role that could be done with five) signals that the company doesn’t know what they actually need.

🚩Buzzwords Without Substance🚩

If a job ad is full of phrases like “fast-paced environment,” “wear many hats,” or “dynamic team,” it could mean understaffing and overwork.

🚩Vague Role Descriptions🚩

If responsibilities are broad but non-specific, the company may not have defined the role properly. This often leads to shifting expectations and job creep. I frequently encountered this issue while working in recruitment. The hiring manager would often pull out an old job description and ask you to simply ‘revise it’ as best you can.

🚩“Competitive Salary” With No Figures🚩

If a company won’t state the salary upfront, it’s likely lower than market rates. Transparency around pay reflects overall organisational honesty.

🚩Multiple Rounds of Interviews for a Mid-Level Job🚩

If a role requires excessive interviews, assessments, or presentations, the company may have decision-making issues.

🚩High Turnover or Perpetual Job Listings🚩

If the same job is posted repeatedly, it’s a sign of high turnover or internal dysfunction. Check company reviews to see if this is a pattern.

🚩Mismatched Job Titles and Descriptions🚩

If a “Senior Manager” role requires only two years of experience or an “entry-level” job asks for five, be wary. Companies often inflate titles to compensate for poor pay.

🚩Overuse of “Passion” and “Culture Fit”🚩

These phrases can be code for expecting employees to work long hours with little reward. They may also be a way to justify biased hiring decisions. Be cautious of the phrase “work hard and party hard.” I once attended an interview at Macquarie Bank where the manager said this. I politely ended the interview at that point and walked out.

To avoid falling into the hiring illusion trap, job seekers should take a proactive approach:

• Ask Specific Questions in Interviews:
  • “Can you describe a typical day in this role?”
  • “What are the key challenges the last person in this role faced?”
  • “What does success look like in the first six months?”
• Research the Company’s Reputation:
  • Check Glassdoor, LinkedIn, and industry forums for reviews from current and former employees.
  • Look for patterns of complaints about job misalignment, salary discrepancies, or toxic work culture.
• Trust Your Gut:
  • If something feels off during the hiring process, it probably is. Companies that over-promise rarely improve once you’re inside.

Companies need to rethink how they approach hiring. Over-promising in job ads only leads to dissatisfaction, disengagement, and retention issues.

For candidates, recognising red flags early can save time, frustration, and career setbacks. Employers should focus on transparency, realistic expectations, and hiring for potential, not just past experience.

If organisations want to attract and retain the best talent, they must stop wasting everyone’s time and start being honest about what they actually offer.