How to avoid meaningless clichés in job advertisements

“We are looking for team players with a hands-on mentality.” Sounds familiar? Then you’re not the only one. Such phrases appear in countless job postings. And therein lies the problem: buzzwords are meaningless and can, in the worst case, reduce interest in the position. In a job market defined by a shortage of skilled workers, growing competition, and changing candidate behavior, clear and honest communication is what matters. This article shows you which clichés you should avoid in job ads and which alternatives actually work.

1. “Team player with a hands-on mentality”

This phrase is as common as it is meaningless. Of course, many companies want employees who can work both independently and as part of a team. But the term is vague and adds no real value for candidates.

💡 Alternative: Be specific about what the job actually requires:

“You will work closely with our sales team and actively contribute your ideas to the further development of processes.”

This is tangible and conveys a realistic picture of day-to-day work.

2. “Dynamic environment”

“Dynamic” may sound positive at first but is often perceived as a euphemism for constantly changing demands or a lack of structure.

💡 Alternative: Be open about what everyday work looks like:

“Our industry is evolving rapidly – you can expect short decision-making paths, a fast pace, and room for new ideas.”

This signals transparency while attracting the right personalities.

3. “Attractive benefits”

If your job ad mentions “attractive benefits” without specifics, you’re missing out. Benefits are a powerful lever for attention and differentiation—but only if they’re made visible.

💡 Alternative: List concrete advantages:

“Flexible working hours, remote work options, free parking, and an annual training voucher worth CHF 500.”

That makes your offer clear and more convincing.

4. “Performance-based salary”

This classic may sound fair but is vague and not very trust-building. Especially younger candidates expect greater salary transparency—to better decide whether applying is worthwhile.

💡 Alternative: State a salary range or describe the model:

“The salary for this position ranges between CHF 70,000 and 85,000, depending on experience and qualifications.”

This communicates fairness, clarity, and sets you apart from most other job ads.

5. “Varied tasks”

This phrase sounds exciting but is too generic. Candidates want to know what they’ll actually spend their time on—especially in a hiring process full of uncertainties.

💡 Alternative: Show examples of how the variety really looks:

“From customer interaction and preparing offers to organizing events – you can expect a diverse mix of responsibilities.”

This makes “variety” a credible reality.

6. “Ability to work under pressure”

The request for “resilience” is a classic, but often a red flag. It can quickly come across as constant overload or unrealistic expectations.

💡 Alternative: Phrase requirements realistically and appreciatively:

“During intense project phases, you keep a cool head and set priorities.”
Or: “We’re looking for someone who stays organized even in hectic moments – and we know breaks are just as important as performance.”

This sets expectations without scaring candidates off.

🎯 Pro Tip: Write for people, not for job boards

Many buzzwords originally come from HR templates, but the main goal remains reaching people, not machines. Candidates want to know what to expect, how they can contribute, and why the job is worthwhile.

👉 Put yourself in the shoes of your ideal candidates:

What information would help you in applying? What language speaks to you? What sparks curiosity, and what feels like empty filler?

Clarity, honesty, and individuality are usually better than perfect-sounding phrasing.

Conclusion: More clarity, fewer clichés

Buzzwords like “hands-on,” “performance-driven,” or “attractive benefits” may be well-intentioned, but they say little and rarely resonate with candidates.

Instead, if you:

• describe specific tasks,

• state clear benefits,

• opt for transparency,

• use authentic language,

you not only improve candidate quality but also enhance your company’s first impression as an employer brand.
In short: the more effort you put into the wording, the more you’ll get back.