“I believe it’s going to require weeks before I can eliminate all unconscious bias in this job description.” “I doubt I will be able to complete this job description on schedule.” “I’m exhausted from sifting through various files to locate previous JDs to utilize as references.”
I’m confident the aforementioned are some troubles you often voice to yourself while drafting your job descriptions. Yet we are in 2026, not 2010, and you shouldn’t encounter difficulties in formulating your job descriptions because solutions are available.
In this article, I will outline 10 prevalent job description obstacles Ongig is addressing for JD teams in 2026.
Let’s get started.
1. Labor-Intensive Manual Job Description Construction Process
Manual JD construction processes create an ineffective workflow that disrupts your entire job description system.
To begin, a manual approach squanders your time because you are required to begin drafting your JD from scratch each time.
Moreover, as the workflow is disorganized due to working across Shared Drives, Spreadsheets, and Google Docs, further complications arise. For instance:
- There’s no centralized source of truth, preventing you from tracking the progress of JD creation.
- There are no dependable templates available for inspiration.
- Collaboration turns chaotic without a central working space.
- Approval becomes disordered due to a lack of a structured approval process.
Consequently, with this manual JD construction method, you end up generating subpar and inconsistent JDs. Thus, you risk missing the publishing deadline.
HOW ONGIG IS REVOLUTIONIZING MANUAL JOB DESCRIPTION WORKFLOWS
Here’s a detailed guide on how Ongig assists you in creating a JD without any manual input:
Utilizing Ongig’s Automated Builder to create JDs is swift and straightforward. First, input your job title into the tool.
In Text Analyzer, initiate a new job, click the “Write Sample” button, and enter your job title, such as “Web Developer.”
Next, select the sections you wish to incorporate in your JD (based on your customized templates or a template suggested by Ongig through research) and hit the “Generate Now” button:
Subsequently, Text Analyzer employs AI to generate a Web Developer JD for you. At this juncture, if the JD lacks any content, you can modify it to include that:
The following step is optimizing your content. For instance, in this JD, to reduce bias and shorten lengthy sentences, click “Optimize Content” followed by the “Rewrite Now” button.
Next, the platform utilizes AI to enhance your JD draft. You’ll notice an increase in the JD score as you refine your JD. For example, the total score for this JD increased from 79.5% to 83.3%.
To further enhance the content of the JD draft, click to remove and replace feminine terms to promote JD gender neutrality. You’ll observe an even greater score improvement.
Additionally, you can click to alter any other types of bias flagged by Ongig. Ongig identifies 12+ forms of bias based on sex, gender, mental health, and more. (This JD has none.)
Then click “View Changes” to review the JD versions you’ve generated and select the one you find most appropriate to proceed with.
Once you’re pleased with your JD draft, effortlessly export a copy of your job post to Word, HTML, or PDF. If you’re subscribed to our professional and premium tiers, you can conveniently push your job post directly to your ATS via API integration.
Tip: If you prefer visual learning, this brief video will assist you in getting started:
2. Unproductive Job Description Approval Processes
You’ve crafted a solid JD, or you’re still engaged in the process of creating the JD, but one obstacle consistently hinders you: the approval of the JD.
Thus, you wait for many days or even weeks for the individual responsible for the approval to sanction the JD.
Ultimately, this ineffective approval leads to delayed publishing of your JD, manifesting in several ways:
- Endless Email Threads: Feedback on approval gets lost in emails. Therefore, valuable time elapses before the person accountable for approval sees the email.
- Ambiguous Approval Ownership: Because there is no clear JD approval process, no one on your team knows precisely who is responsible for approving which content in the JD.
- Excessive Approvers: Having more approvers than necessary hinders the approval process.
- Lack of Visibility: Since all communication occurs via email and face-to-face discussions, tracking the approval process and discerning what’s effective or ineffective becomes impossible.
This chaotic approval wastes hiring resources and prolongs the time taken to fill your open positions.
HOW ONGIG IS ESTABLISHING CONTROLLED JOB DESCRIPTION APPROVAL WORKFLOWS
Ongig streamlines your JD approval process in several ways:
- Role-Based Controls and Permissions: Not everyone in the JD process requires access to review or view every JD. And not all steps in the JD need to be accessible to everyone. Therefore, Ongig simplifies the assignment of permissions based on each individual’s role. For example, the HR team suggests edits and compliance.
- approves the JD.
- Intelligent Role-Based JD Workflow: Ongig allows you to create a systematic approval workflow that adheres to designated steps. Furthermore, these steps must follow a specific sequence. For example, you may implement a workflow that comprises steps like edit> review> sanction.
- Automated Customized Email Notifications: No more hunting for approval status amidst email chains. Ongig enables you to configure an automated email alert. Once it’s an individual’s turn to provide approval, they receive an email notification that includes the JD’s link and deadline.
- Dashboards for Insight: The tool provides real-time insights into all approval phases. Thus, no more uncertainty. You’ll observe the JDs still in the review phase, those who have completed their approvals, and the team that is holding up the process.
3. Absence of a Centralized Job Description Archive
In the absence of a centralized repository for your job description management workflow, all your JD information becomes dispersed.
Typically, the job description workflow is scattered across Google Docs, email threads, nudges, outdated folders, and shared Google Drives.
Ultimately, this disjointed process results in time loss and inconsistency in the following manners:
- Duplicative Work: No one is aware of who has addressed which tasks. Therefore, sometimes team members may begin on tasks that have already been completed.
- Brand Inconsistency: Individuals create their JDs without following the required brand guidelines due to the fragmented job description workflow.
- Ineffective Collaboration: There is no central feedback mechanism, making providing and receiving feedback a cumbersome endeavor.
- Initiating the Creation Process from Square One: Without available JDs to draw inspiration from, the JD team drafts a JD from scratch each time.
The unfortunate outcome of lacking a central repository is that you’ll publish your JD late, thereby missing opportunities to hire qualified talent in the marketplace.
HOW ONGIG IS ADDRESSING DISPERSED JOB DESCRIPTION WORKFLOWS
Ongig offers a live cloud library for your JDs that streamlines your JD management workflow in the following ways:
- Creates a Searchable Archive: Every member of your team operates on the same platform. They can develop JDs and collaborate within the same ecosystem. This searchable archive also enables searching and filtering JDs by title, keywords, location, and department. Thus, no one has to sift through endless files to locate the JD information they require.
- Rapid JD Composition: Your team has access to a repository of your JDs, allowing them to use these JDs as a reference to draft instead of starting from scratch each time.
- Structured JD Storage: A centralized JD repository system retains the history of your JDs. All team members can access and review any role’s evolution over time. This becomes crucial if a position has changed and the JD requires an update to accurately reflect the duties of the current employee.
- Customizable Views: Each user can create their personalized view. This is especially useful for legal vs comp teams vs recruiters who prefer having a tailored perspective.
- Simplified Template Creation: With a job description library, it’s straightforward to create and store templates that you can apply to the JDs you’re developing. Alternatively, use the templates to update hundreds of JDs at once. This way, you don’t have to revise hundreds of JDs individually.
4. Absence of a Robust Version Control System
“What’s the latest input on this document?” “Who is actively modifying this document now?” “Who edited this document most recently?”
These are some routine questions you will continually ponder when crafting JDs without an adequate version control system.
JD version control not only assists in naming and locating documents, but it also acts as a framework that directs your complete JD creation process.
For example, with efficient version control, you can readily ensure your JDs comply with employment laws by tracking the complete creation and editing journey.
Conversely, with inadequate version control, you:
- Cannot determine who worked on which JD
- Cannot comprehend the editing history, leading to conflicting edits
- Generate JDs lacking standardization as individuals follow their own formatting rules
This culminates in the publication of JDs with unclear requirements for your prospective candidates.
HOW ONGIG IS IMPROVING EFFECTIVE VERSION CONTROL
Ongig offers a competent version control system that assists you in the following ways:
- JD Version Comparisons: The tool allows for the comparison of two JD documents. Thus, you can ascertain which version to proceed with.
- Comprehensive JD Version History: Ongig guarantees that every phase of your JD is documented with a timestamp and the individual accountable for the modifications. This audit trail becomes essential if you face compliance challenges in the future, and you can present the audit trail as evidence.
- Automatic Draft Preservation: The tool automatically saves all your progress, ensuring you never lose any content due to a forgotten save.
- Revert Capabilities: No manual intervention is required. If mistakes or undesired changes occur, easily revert to the version of the document you desire.
5. Implicit Bias in Job Descriptions
While your intentions when drafting a JD are commendable for your organization to attract qualified candidates, sometimes the language utilized in the job description may deter diverse candidates from applying for your job postings.
For instance, you might have employed some of these phrases in your JDs: “Our ideal candidates are recent graduates,” or, “This job opening is available to candidates over 35 years.”
You may not have realized it while composing the JD, but those phrases exemplify biased language against applicants based on their age.
Regrettably, age bias is not the only implicit bias you must consider when drafting your JD. Numerous factors must be remembered to avoid discriminating against any candidate.
For example, you need to ensure your JD does not discriminate against candidates based on their race, gender, educational institution, nationality, felony status, disability, and more.
With all the factors
To contemplate, I’m certain you now grasp why implicit bias continues to pose a significant obstacle in crafting job descriptions. And you can observe that a manual JD process cannot expunge biased terminology.
HOW ONGIG IS ASSISTING WITH JOB DESCRIPTION BIAS
Ongig automates bias identification in your JDs and supports you in the following ways:
- Identifies Discriminatory Words and Phrases: While composing your JD, the tool highlights any discriminatory language that may find its way into your JD. In 2026, Ongig scans and identifies over 12 diverse types of biased terms and expressions linked to race, elitism, LGBTQ+ identity, gender, and disability.
- Suggests Inclusive Terms: Ongig doesn’t merely highlight the discriminatory terms. The tool also offers inclusive synonyms to substitute the biased phrases.
- Inclusion Score for Bias: Ultimately, the tool provides you with a score that reflects the inclusivity of your JD. Furthermore, the score includes additional recommendations on what you should remove to elevate the score.
- Emphasizes Jargon and Difficult Phrases: Superfluous terms make it challenging for some candidates to comprehend the JD. Therefore, Ongig highlights any jargon and complicated expressions to remove. For instance, instead of a convoluted phrase like “in order to,” the tool suggests a simpler alternative, “to.”
6. Dangers of Non-Compliant Job Descriptions
Poorly constructed job descriptions evolve into a compliance risk over time.
They lead to biased recruitment, incorrect salary ranges, misclassification of employee status, unlawful termination, and violations of labor regulations.
Moreover, these compliance risks not only place you on the wrong side of employment laws but also inhibit you from attracting many qualified candidates.
For example, if a Black candidate reviews your JD and notices racially biased language, they won’t apply.
Additionally, if a candidate looks at your JD and notices the absence of salary ranges, they may hesitate to apply since they are uncertain whether the pay aligns with their expectations.
Thus, before you realize that compliance issues are the reason you aren’t attracting and securing qualified candidates, you may have already exhausted considerable hiring resources.
HOW ONGIG IS ASSISTING IN CREATING COMPLIANT JOB DESCRIPTIONS
Ongig removes any manual compliance checking process and automates it to assist in:
- Bulk Updates for Compliance Modifications: Ongig remains current with regulatory changes. Therefore, if a regulatory amendment takes place and you need to update hundreds of JDs, you won’t need to do it manually. The tool does it on your behalf.
- Salary Transparency Checks: Ongig flags any JDs that lack salary information and the associated benefits.
- Identifies Dismissive Language: The platform scans JDs for inclusivity against a database of over 10,000 discriminatory terms and phrases. Subsequently, the tool explains why those words are discriminatory and presents synonyms for use.
- Mandatory Section Inclusion: The tool flags your JD if you attempt to publish without essential compliance sections, such as EEO statements.
- Extensive JD Audit Trails: The tool records all modifications made during the formulation of your JD. You can track who made the changes and when they were made. This establishes a solid accountability framework.
Read also: How to prepare for an OFCCP compliance audit (+ free OFCCP compliance checklist)
7. Unreadable Job Descriptions
If your job description is difficult to read, candidates won’t invest their time trying to decipher what you’re conveying.
Candidates dedicate a few minutes skimming a JD, and if they are considering different opportunities, you risk losing them to your competitors.
Unreadable job descriptions often manifest through:
- Excessive Length: If you aim to pack every detail and requirement into your JD, it becomes lengthy. Candidates lack the time to sift through numerous pages for the information they need.
- Text Walls: If your JD consists of blocks of text without headers or clear divisions, no applicant will attempt to read it. Thus, make the JD easy for candidates to scan.
- Complicated and Internal Terminology: If your JD includes jargon that only current employees comprehend, prospective applicants will overlook your JD due to confusion over its meaning.
- Poor Mobile Formatting: Many candidates apply for JDs via their mobile devices. If your JDs are poorly spaced with lengthy text lines that are hard to read on phones, you’ll miss out on qualified talent.
Due to poor readability, your open roles may remain vacant for an extended period, hindering organizational progress.
HOW ONGIG IS ENHANCING JOB DESCRIPTION READABILITY
Ongig implements various strategies to enhance the readability of your JD:
- Real-Time Readability Suggestions
As you draft your JD, Ongig supplies you with immediate recommendations to enhance its readability. For example, you might receive tips regarding the ideal JD length, jargon to omit, and effective formatting practices.
- Flags Complex Terms in Job Descriptions
Some candidates find it difficult to read words with multiple syllables. The presence of multiple syllables creates complexity. Therefore, instead of saying “is responsible for,” use “handles.”
Ongig identifies all these complex terms in your JD.
For instance, the JD below uses the convoluted phrase “in order to”; Ongig flags “in order to” as complex and offers a replacement.
- Identifies Adverbs In Your JDs
Adverbs consume space in your JDs and contribute to length without conveying any useful information. Examples of frequently utilized adverbs in JDs are potentially, closely, accordingly, and properly.
For example, the job ad below for a Data Scientist includes
Sure! Here’s your text with synonyms and altered sentence structures while preserving HTML tags and format:
Ongig indicates that 6.8% of the terminology in the JD below consists of adverbs. Ongig subsequently assigns the JD a low adverb rating (7.2/100) as the adverbs fail to enhance the JD’s significance.
Also read: How to Draft the Most Accessible Job Descriptions (8 Suggestions)
8. Ineffective Job Description SEO
Ultimately, a well-crafted job description is futile if suitable candidates cannot locate it.
Applicants look for available positions utilizing keywords that correspond with their expertise, the job opportunity, and the sector.
Thus, if your JD isn’t properly optimized, they will not discover it. Inefficient job description SEO manifests in various aspects, including:
- Crafting Creative and Ambiguous Job Titles: A job title ought to correspond with the skills you intend to hire for. It serves as the starting point for any search engine the candidate will engage with. Therefore, refrain from using internal jargon or attempting inventive titles like “Superstar Software Engineer.” Instead, opt for a widely recognized designation such as “software engineer.”
- Lacking Keywords: Every role contains vital keywords that candidates will use while searching for employment. For example, if you are recruiting for a JavaScript developer position, ensure you incorporate JavaScript terminology in the job description.
- Neglecting Page Structure and Metadata: If you host your JDs on your careers page without optimizing meta descriptions, page titles, URL structures, and headers, your job postings will struggle to achieve a high rank.
- Keyword Overstuffing: Even when attempting to enhance your job descriptions for SEO, avoid cramming the JD with keywords as search engines will penalize your job postings.
In conclusion, if the JDs lack mobile optimization, you will miss numerous candidates as an increasing number of applicants search for job opportunities using their smartphones.
HOW ONGIG IS ASSISTING WITH JOB DESCRIPTION SEO
Here’s how Ongig aids in enhancing your JD SEO:
- SEO-Optimized Career Pages: Ongig offers a career site builder that allows you to create a swift, branded, and easily discoverable career site. The career site you develop is also synchronized with your ATS.
- Job Title Enhancement: The platform assists you in crafting a distinct, searchable job title. If you opt for a creative title or one filled with jargon, Ongig will notify you.
- Keyword Advice: Ongig Text Analyzer assists you while drafting the JD, suggesting phrases and words to incorporate. The tool also aids you in identifying which terms to exclude from your job description.
- Mobile Optimization: Ongig enables you to develop JDs with mobile optimization taken into account. Hence, you can ensure that your potential candidates can effortlessly read your JD regardless of the device they choose to use for applying.
9. Generic Templates That Are One-Size-Fits-All
Templates help you conserve valuable time during your job description creation process.
However, when every job description you compile is compelled to adhere to the same generic templates, you produce uninspiring JDs that fail to accurately represent each individual job opening.
The drawbacks of generic templates appear in your JDs in various ways, such as:
- Inconsistent Voice and Tone: A generic JD template won’t assist you in adapting the tone for a specific audience. The wording that may resonate with a product designer might not connect well with an executive position within the organization.
- Generating a Generic JD: Utilizing an outdated generic template means you will also create a generic job description that fails to attract specific qualified candidates, instead appealing to everyone.
Ultimately, you produce JDs that seem as though they were crafted in 2015.
HOW ONGIG IS SOLVING THE ISSUE OF GENERIC TEMPLATES
Here’s how Ongig assists you in overcoming the challenge of generic templates:
- Custom Templates: The tool simplifies the process of saving and maintaining templates for various roles and departments. This guarantees that every job description receives a template that aligns with the role.
- Intelligent Templating: The tool supplies intelligent templates with customizable fields such as location, job families, and req IDs, fostering a standardized structure while allowing for flexibility. This approach enables standardization of all sections your JD must encompass, while still accommodating role-specific details.
- Locked Sections: Ongig allows you to easily lock certain sections within your templates to prevent unwarranted edits by everyone. This helps avoid compliance risks and maintains consistency in your JDs.
- Template Development: The tool also facilitates easy creation and storage of your own job description templates for wherever they are required.
10. Inefficient ATS Integration
Having a chaotic JD creation process signifies that your JD data resides in isolated silos, making it challenging to seamlessly post your JDs to your ATS automatically. Consequently, you end up facing:
- Manual copying and pasting of your JD content to your ATS from where your JD is stored
- Confusion due to duplicate data entry from manually re-entering job description content into your ATS
- Inconsistencies in data between the JD in your ATS and the one in your job description creation platform due to the absence of reliable integration
- Formatting inconsistencies between the JD in your JD platform, like Google Docs, and the one in your ATS, since when re-entering data manually, some structural elements like headings may become misaligned. What you ultimately have in your ATS morphs into a wall of text.
Thus, this subpar integration results in delayed posting of your job ad.
HOW ONGIG IS ENHANCING EFFICIENT ATS CONNECTIONS
Ongig implements an advanced ATS integration in the following ways:
- One-Way and Two-Way ATS Integration: Ongig effectively links with HRIS and ATS platforms for proper synergy, ensuring that updates remain automatically aligned. This way, you can readily publish your JDs to your ATS without the hassle of manual copying and pasting of content.
- API Connectivity: Ongig’s sophisticated integration employs AI to extract your job ads from your ATS and into Ongig, allowing you to refine your JDs for issues such as bias and…
- Templates Aligning with ATS Formatting: With Ongig, it’s simple to create and save templates that align with your ATS formatting. This allows you to avoid formatting your JDs when submitting to your ATS.
Read also: 200+ Applicant Tracking Systems in 2026 – Large & Small
FAQs: Common Job Description Issues Ongig is Addressing in 2026
1. HOW DOES ONGIG JOB DESCRIPTION SOFTWARE ASSIST WITH COMPLIANCE?
Ongig employs various techniques to ensure your JDs are compliant. For example, the tool highlights any discriminatory language that could put you at odds with labor regulations. Additionally, there are integrated pay transparency checks that identify JDs lacking salary ranges.
2. HOW DOES ONGIG SUPPORT JD TEMPLATES?
Ongig offers intelligent templates with customizable fields, allowing you to modify the content you desire without facing restrictions. Furthermore, you have the option to create and store your templates.
3. CAN ONGIG CONNECT WITH OUR ATS?
Absolutely, Ongig connects with the majority of prominent ATS tools to streamline your JD workflow.
4. HOW DOES ONGIG ASSIST WITH JD APPROVALS?
Ongig enables you to establish controlled approval workflows that adhere to designated steps. For example, you can devise an approval process consisting of steps such as edit>Review>Approve. These steps are automated, ensuring no step is overlooked.
5. HOW DOES ONGIG HELP AVOID DISPERSE JOB DESCRIPTION PROCESSES?
Ongig offers a searchable cloud repository where all your JD work is stored. Thus, you don’t have to manage multiple documents while crafting your JDs.
REASON FOR WRITING THIS:
As you’ve observed, there’s no cause for you to encounter difficulties when creating job descriptions in 2026, as it was in previous decades.
Problems that once took weeks to resolve are now addressed in mere days.
For instance, you shouldn’t publish a biased JD and miss out on diverse talent, as Ongig supports you in drafting your JD to eliminate all forms of bias. If you attempt to publish a JD containing biased language, the tool will automatically highlight the JD.
So, schedule a demonstration today to discover how we can resolve most of your job description issues in 2026.