The job search is a stressful process no matter what, but hiring organizations and recruiters could do more to improve the jobseeker’s lot, according to new findings from a study published jointly by Kennedy Information, the Bureau of National Affairs, and Monster Intelligence. The data suggest, in fact, that job descriptions themselves may be single-handedly fueling the lion's share of top talent's frustration.

A total of 904 jobseekers responded to the questionnaire that provided data for this report, Sourcing Today’s Candidate: What’s Working to Attract Top Talent. Of them, nearly one-quarter cited "finding a good job fit" as their number one challenge. This dwarfed other top challenges (e.g., "need for employer flexibility," "getting recognized and interviewed," "lack of time for job search," and "personal challenges"), which were all cited by about 10% to 15% of respondents.

In a different market, the jobseeker herself would surmount these challenges with little complaint—and with little feedback or empathy from hiring organizations. But today's scenario is different. Recruiters are scrambling to source qualified candidates, many of them passive. The jobseeker's travails therefore become the recruiter's as well.

For instance, candidates unable to "find a good job fit" may really be indicating that the job descriptions they see are poorly written. The translation is that an easily correctable problem is costing companies potential new hires from the top talent sphere. According to the report, vague job descriptions are frustrating to more than one-third of passive candidates. Jobseekers surveyed also cited inflated requirements (i.e., the "super candidate syndrome") and the omission of key information in job postings among their top frustrations.

The takeaway is clear. Recruiters and the hiring organizations that utilize them need to improve key aspects of their game in order to attract talent that brings game. Anything less misses key contingents of the talent pool.