Why modern hiring needs role clarity, not wishlists and how coaching hiring managers can change the game.

Hiring the right candidate in a talent-scarce market is harder than ever. Yet, many organizations are unknowingly placing barriers in their own way from the get-go, beginning with the job description.

Too often, hiring managers post roles full of vague buzzwords, overlapping functions, and qualifications that bear little resemblance to the reality of the position. What’s the result? Confused candidates. Delayed hiring. Mismatched expectations and LinkedIn cancel posting from day one.

At The Coach360, we think this isn't merely about recruitment. It's really a chance for leadership.

The Problem with Job Descriptions That Try to Do Too Much

When job descriptions list ten responsibilities that span five different functions, they’re no longer setting expectations they’re setting traps. Most unrealistic job descriptions share common issues:

• Merged roles: One listing includes tasks suited for two or more full-time positions
• Excessive qualifications: “8+ years of experience” for entry-level work
• Buzzword overload: “Self-starter,” “ninja,” “wears multiple hats” all with little context
• Copy-paste errors: Recycled JDs from previous hiring rounds or online templates

While these mistakes may seem harmless, they send strong (and often negative) signals to candidates: that leadership lacks clarity, the workload may be unrealistic, or growth opportunities are undefined.

What It’s Costing You

Poorly written job descriptions don’t just reduce the size of your candidate pool; they often filter out the very people you want.

• Top talent opts out because the role seems bloated or confusing
• Hiring takes longer increasing costs and draining team energy
• New hires leave sooner, citing misalignment or burnout
• Your brand suffers, especially if the JD gains traction for the wrong reasons

In short: vague, unrealistic JDs are a red flag and candidates are more discerning than ever.

Why This Happens: The Leadership Gap

Often, the issue isn’t intentional. Hiring managers are under pressure to fill roles quickly, balance multiple expectations, and minimize risk. Without support, it’s easy to fall into the habit of asking for “everything” in one person.

But this approach stems from a lack of internal coaching not bad intent.

Managers need help distilling what’s actually required for success in the role versus what’s simply ideal. They need a structured process to separate priorities from preferences. And most importantly, they need role clarity as a leadership skill not an afterthought.

Coaching the Hiring Process: A Strategic Fix

At The Coach360, we work with organizations to coach hiring managers on the front lines of recruitment. Through one-on-one sessions, manager capability programs, and strategic advisory, we help leaders:

• Define success for the role beyond the resume
• Focus on skills-based hiring over credentials
• Align with HR and existing team leads
• Build realistic, effective job descriptions that reflect both the business needs and the human behind the role
• Evaluate candidates based on growth potential, not perfection

When hiring managers are coached to lead the hiring process with intention, they create space for the right candidates to step in and succeed not burn out.

From Ideal Candidate to Ideal Fit

The most effective hiring strategies are no longer built around finding a “perfect fit.” They’re built around spotting someone coachable, aligned with your values, and ready to grow into the role. This means rewriting the job description as a strategic document, not a wishlist. It means choosing clarity over complexity, and partnership over perfectionism. And that shift doesn’t happen on its own. It starts with coaching the people who create the roles not just the people who fill them.

Final Thoughts

Every job description is a mirror of the organization behind it. Is yours reflecting ambition or confusion?

If you’re hiring one person to do the job of five, what you may need isn’t a unicorn. You may need a clearer process, stronger alignment, and a coaching-first approach to leadership. That’s where The Coach360 comes in equipping your managers with the tools and perspective to lead your hiring strategy with focus, not frustration.

Let’s move from copy-paste hiring to people-first leadership one role at a time.