Is your job advert misleading?

Almost three-quarters of UK employees report feeling misled by their job descriptions, according to new research from ThriveMap.  

 

From flashy wording to vague promises, the roles they accepted didn’t match reality.  

 

The result?  

 

Disengaged staff, higher turnover, and frustrated managers. It is vital to ditch the buzzwords and tell it like it is, because honesty isn’t just ethical; it’s strategic. 

 

Job catfishing. has become a significant problem, it happens when the reality of a role differs substantially from how it was presented. Sometimes it’s a mismatch in responsibilities; other times, it’s a gap between the day-to-day realities and the glossy picture painted in job ads or interviews. Whatever the form, the consequences are the same: employees feel misled, engagement drops, and turnover rises. 

 

 

Many organisations unintentionally contribute to the problem. Business owners and managers often craft role descriptions that are more about sounding appealing than being truthful. Buzzwords like “dynamic,” “fast-paced,” or “strategic thinker” might attract candidates, but they often obscure what the job actually entails. Managers or business owners can be gulity of overselling the position to secure top talent without considering the long-term fit. 

 

This will lead to a candidate accepting a job based on expectations that aren’t aligned with reality, leading to frustration and disengagement from day one. 

 

 

The solution is deceptively simple: clarity. Job descriptions, interviews, and pre-hire assessments need to focus on what the role really requires. 

 

1. Be specific about responsibilities. 

Outline the actual day-to-day tasks, expected projects, and key performance indicators. Avoid vague phrases; candidates want to know exactly what they’ll be doing. 

2. Set realistic expectations 

If a role has challenges, state them upfront. Transparency about workload, team dynamics, or organisational priorities builds trust and attracts candidates who are genuinely prepared. 

3. Align all business areas. 

Make sure whoever shapes the narrative of a job understands the practical requirements. Ensuring these perspectives match prevents unintentional misrepresentation. 

 

 

Clear, honest communication isn’t just ethical, it’s strategic. When candidates know what they’re signing up for, they’re more likely to perform well, engage with the company culture, and stay long-term. Organisations that embrace transparency can reduce turnover, improve morale, and build a reputation as employers who value honesty over hype. 

 

In short, stop dressing up roles to attract talent. Because in today’s competitive job market, honesty isn’t just the best policy, it’s the smartest one. 

 

If you need help creating a job advert, job description or anything related to recruiting new staff get in touch!