By Dominque Rodgers,

If you’re seeing fewer quality responses to job listings these days, or you just can’t seem to get past the interviewing stage with candidates — you could be the problem.

If any of these seven recruiting missteps sound familiar, it’s possible you’re subtly putting candidates off or outright scaring them away.

Poorly-written job listings

A poorly written job listing will drastically reduce the number of applications you receive. “Often, job descriptions are vague and don’t explain the role well enough to entice the candidate,” explains Bronwen Hann, president of Argentus Talent Acquisition.

Another writing mistake is using buzz words that convey the wrong message. “Describing your ‘fast-paced, ever-changing environment’ can imply long work hours and job/company instability,” says Shannon Carrus, vice president of marketing at ClikClok, an online time-tracking service for staffing companies.

Over-the-top prerequisites

You won’t get many replies if you’re heavy-handed when listing the qualifications you want in an applicant, so stick with what’s really necessary to do the job.

“An extensive list of requirements, especially a list of technology after technology for developer roles, forces candidates to lie or not apply for the position even when they are fully qualified for it,” says Steve Silberberg, software developer and owner of Fitpacking, a weight-loss themed adventure travel service.

Keeping candidates waiting

Remember candidates are judging you and your company as prospective employers at the same time as you’re judging them as prospective employees.

“Just as an employer will not hire a candidate who arrives late for an interview, a candidate may not want to work for an employer who arrives late,” explains Bruce Hurwitz, CEO of Hurwitz Strategic Staffing. If you appear rushed and behind schedule, the candidate may view your workplace as unprofessional.

Not answering questions

If you don’t give candidates an opportunity to ask questions or you aren’t forthcoming when they do, that can scare away the cream of the crop, Hurwitz says. They may think you’re inconsiderate or hiding something.

Slow hiring process

No one wants to wait an eternity to start their dream job. If your hiring process takes ages and candidates aren’t proactively kept in the loop, your entire organization will start to seem disorganized.

“Some candidates will tolerate this, but the top talent knows how in demand they are, and refuse to be strung along,” Hann says.

Too literal when reading resumes

Sometimes a candidate’s experience is just what you’re looking for, but isn’t outlined on the resume in the way you expect. When interviewers “focus only on the details of job descriptions, they miss great candidates who can do the job, but come with a variety of experience that often doesn’t fit the literal outline,” says Bettina Seidman, a career and management coach.

That recent grad who spent a year overseas teaching English to adults? That may translate very well into project management skills if you dig a little deeper.

Acting desperate

Just as it’s bad form to go too slow in the hiring process and string people along, it’s also bad to give candidates the impression you’d hire anyone to fill the position.

“I call it ‘warm body syndrome,’ when interviews are quick and immediate offers are made,” says Kim Halsey, a women’s executive coach. Great hires will be put off and you’ll end up with the mediocre employees who’ll relish the opportunity.