A job description isn’t just a long list of responsibilities, duties and tasks; it’s not a way to tell potential candidates what they can expect from a standard day working for you. It’s the first time you connect with someone, a way for you to tell them what they’ll be doing, who you are as an employer and what’s valuable to you as a business, all of which helps them to decide if they would thrive in your workplace.
There’s a lot riding on getting a job description right, so it can’t be an afterthought. You can’t rewrite an old job posting, use industry jargon to sound impressive and create a long list of unrealistic demands, hoping talented candidates will jump at the chance to apply. If you want to attract the right candidates, you need a job description that fills them with confidence.
Why a Job Description Matters So Much
Though a job description is there to provide information about a role, it does much more than that. It also filters out unsuitable applicants before they apply, and draws in the people with the right skills, personality and values. It’s also a way to showcase who you are as a brand and what it’s like to work for your business. If you create a job description that’s clear, authentic and sets clear expectations, you’re more likely to find a candidate who is the perfect fit. If you’re vague, misleading or overly demanding, you’re unlikely to find the kind of employees you actually want.
The Danger of Getting a Job Description Wrong
Being Vague or Too Generic – There are a lot of job descriptions out there, so don’t let yours get lost in a sea of similar posts. Strong candidates want to understand what success looks like in your business and what’s unique about the role, not just a handful of buzzwords that other businesses in your industry are using. Vagueness can seem like there’s a lack of clarity about the role internally, which doesn’t fill candidates with confidence.
Unrealistic Wish List – Though it’s good to aim high and try to attract top talent, don’t fall into the trap of writing an unrealistic, endless wish list. You run the risk of scaring away the right candidates, just because they only have 75% of the requirements you’ve included and therefore think they won’t be in with a shot of securing an interview.
Not Including Essential Information – Candidates want to know as much as they can about a role before they apply, so don’t hide key information. Include the salary range, remote and hybrid options, and working hours. Otherwise, candidates have to guess and many will simply focus on job postings that do include that information.
Cold or Uninviting Tone – For a lot of businesses, it makes sense for a job description to be formal, but that doesn’t mean being cold or uninviting. If your job description feels too serious and contractual, candidates might assume that the company culture is the same. You need to strike a balance between being professional, but also being warm and conversational.
How to Write Job Descriptions That Attract the Right Candidates
Before you rush into writing a job description and try to attract top talent as quickly as possible, stop and take a moment to understand what a good job description looks like.
Have an Attention-Grabbing Opening Sentence – With a lot of job descriptions to get through, candidates tend to skim what you have to say, only stopping when something grabs their attention. With a memorable opening line, you’re showing them there’s something to pay attention to. Lead with why this role matters to the business and the customers, and give candidates a sense of purpose.
Describe Responsibilities Clearly – Candidates need to know what their responsibilities are going to be, so make them easy to understand. Group them into a handful of key categories, rather than listing dozens of smaller tasks, which helps candidates to picture their day-to-day life at work without feeling overwhelmed.
Clearly Separate Your Must-Haves from Your Nice-to-Haves – There are bound to be some skills and capabilities that are non-negotiable; they’re vital to the success of the role. But, there’s also going to be some that are nice-to-have and not as important. Clearly separate the two to avoid scaring off qualified candidates.
Reflect Your Company Culture in the Tone and Style – If you’re a creative, informal startup, use friendly and energetic language in your job description. If you’re a structured, high-performing enterprise, make sure to maintain professionalism. Candidates are looking to see if they’re a good fit from your tone, just as much as they are from your requirements.
Include the Practical Details – Though it’s important to write an engaging job description, you also need to include the practical details. Candidates want to know the salary range, work location and if there’s flexibility to work from home, working hours, travel expectations and employee benefits. These are key decision factors, helping your role to stand out from other similar jobs.
Common Job Description Mistakes to Avoid
If your job description includes any of these, you might want to rethink your approach.
Block Walls of Text – Candidates want to skim a job description, so avoid big walls of text. Instead, use bullet points, short paragraphs and headings to separate key information.
Reusing Outdated Descriptions – Though you might be recruiting for a similar role as before, each job description deserves fresh copy.
Overhyping the Role – If you want candidates to think you’re advertising the best job, you need to have substance to back that up. Don’t overhype the role without proof.
Typos and Formatting Errors – If you want to attract top talent, you need to show that care and attention has been put into writing a job description. If there’s types and errors, your attention to detail could be called into question.
A job description isn’t just a long list of responsibilities, duties and tasks; it’s not a way to tell potential candidates what they can expect from a standard day working for you. It’s the first time you connect with someone, a way for you to tell them what they’ll be doing, who you are as an employer and what’s valuable to you as a business, all of which helps them to decide if they would thrive in your workplace.
There’s a lot riding on getting a job description right, so it can’t be an afterthought. You can’t rewrite an old job posting, use industry jargon to sound impressive and create a long list of unrealistic demands, hoping talented candidates will jump at the chance to apply. If you want to attract the right candidates, you need a job description that fills them with confidence.
