What hiring managers get wrong and how they drive talent away

Job adverts featuring buzzwords such as “winner’s mindset”, “hustle”, and “work hard, play hard” are among the most off-putting to candidates.

Hiring managers are facing mounting challenges in securing the right talent, from skills shortages and intense competition to mismatches in company culture. But beyond these external factors, many may overlook a key issue – their own hiring practices.

A study of 1,092 respondents by StandOut CV found that elements such as job advert content, application processes, and interview experiences can significantly deter candidates. Common “job-hunting icks” include insufficient annual leave allowance, lack of salary transparency, lengthy hiring processes, and even the language used in job descriptions and interviews.

The findings showed that job adverts offering only the minimum annual leave allowance are the biggest turn-off, cited by 65.5% of respondents. Other major deterrents include:

• Required or heavily encouraged applicants to like other employees’ social media content (i.e. on Instagram, LinkedIn, etc.) (64.6%)
• No salary information available (63.8%)
• ‘About us’ page or company’s board lacks diversity (62.7%)
• If a job advert or interviewer said “we’re like a family” (62.5%)
• Cash-in-hand pay (62.4%)
• Pay isn’t monthly (61.7%)
• Received an email from them out of hours (57.7%)

Certain phrases commonly used in job adverts were also found to be particularly unappealing. The most off-putting job advert buzzwords are:

• Winner’s mindset (36.7%)
• Hustle (36.3%)
• Work hard, play hard (35.4%)
• Wear many hats (31.6%)
• Fast-paced environment (30.2%)
• Entrepreneurial spirit (28.5%)
• Self-starter (16.9%)
• Team player (12.3%)
• Proactive (5.6%)

Candidate experience during interviews also plays a significant role in shaping perceptions. The most off-putting behaviours include:

• The interviewer smelt unpleasant (76.8%)
• A group interview (multiple candidates) (70.2%)
• Interviewer misnames you (68.1%)
• Interviewer shortened your name without asking (63.3%)
• If a job advert or interviewer said “we’re like a family” (62.5%)
• The interviewer made a joke or tried to banter with you (49.1%)
• The company didn’t offer you a drink (44.1%)

Virtual interviews, however, are not always a safer option – they can present their own challenges. Candidates cited the following behaviours as particularly irritating:

• Interviewer speaking to someone else during the interview (50.7%)
• Interviewer having the camera switched off (48.1%)
• Interviewer’s family in the background (43.3%)
• Interviewer joining the call late (42.1%)
• Interviewer not dressed appropriately (41.0%)
• Interviewer jumping in when you’re answering a question (36.1%)
• Interviewer not in an office (18.3%)

Lengthy and complex hiring processes also deter applicants. Around 60% of job seekers said they had rejected a job application due to its complexity. Three rounds is generally considered too many (30.2%), followed by four rounds (23%).

To attract candidates, clear and transparent job advertisements are essential. Providing relevant and practical information upfront can significantly improve engagement and application rates. The most sought-after information includes:

• Qualification requirements (61.7%)
• Working hours (60.5%)
• Benefits (56.1%)
• Job title (52.1%)
• Experience required (if any) (45.7%)
• Annual leave allowance (35.7%)