Do Job Descriptions Still Matter, or Are They Just Buzzwords Now?

There was a time when job descriptions were simple and clear. They outlined the duties of the role, listed the skills and qualifications required, and gave candidates a fair idea of whether they should apply. You could glance through the criteria and know where you stood.

Does that still happen today?

In many modern job ads, clarity has been replaced by vague language and aspirational buzzwords. Instead of focusing on core skills and specific qualifications, job descriptions now often feature phrases like “cultural awareness,” “emotional intelligence,” “inclusivity,” “lived experience,” and “team player.” These terms may sound thoughtful, but they often raise more questions than they answer.

Of course, diversity, fairness, and emotional intelligence are important in every workplace. That is not in dispute. But when job descriptions begin to resemble legal disclaimers or corporate mission statements, the actual purpose of the ad becomes unclear. Are companies hiring someone to do a job, or are they building a brand image?

In many cases, the focus seems to shift away from the ability to perform specific tasks. What used to be a practical guide for job seekers has become an exercise in decoding vague ideals. Applicants are left wondering: What does the company actually want? What will I be doing day-to-day? Do I meet the qualifications, or is this just a checklist of abstract qualities?

This shift also affects experienced professionals who want to match their background with the job requirements. It is difficult to gauge suitability when the job description does not focus on technical or functional responsibilities. Instead of evaluating real skills, hiring sometimes appears to lean toward checking off socially desirable attributes.

The result? Confusion, uncertainty, and missed opportunities — for both employers and potential employees.

So yes, job descriptions should still matter. But to serve their purpose, they need to be clear, relevant, and practical. Aspirational language may have its place, but it should not replace the essential information needed to evaluate a candidate’s ability to do the job well.