Make your job titles specific. Targeted job titles are more effective than generic ones, so be precise by including key phrases that accurately describe the role.
Avoid internal lingo that may confuse the job seeker. Stick to standard experience levels like “Senior” rather than “VI” or other terms people are less likely to look for.
Open with a strong, attention-grabbing summary. Your summary should provide an overview of your company and expectations for the position.
Hook your reader with details about what makes your company unique. Your job description is an introduction to your company and your employer brand. Include details about your company culture to sum up why a candidate would love to work for you.
Include an exact job location. Provide an exact job location to optimize your job posting so it appears higher in job search results.
Responsibilities and Duties
Outline the core responsibilities of the position. Make sure your list of responsibilities is detailed but concise. Also emphasize the duties that may be unique to your organization. For example, if you are hiring for an “Event Management” role and the position requires social media expertise to promote events, include this detail to ensure candidates understand the requirements and can determine if they’re qualified.
Highlight the day-to-day activities of the position. This will help candidates understand the work environment and the activities they will be exposed to on a daily basis. This level of detail will help the candidate determine if the role and company are a right fit, helping you attract the best candidates for your position.
Specify how the position fits into the organization. Indicate who the job reports to and how the person will function within your organization, helping candidates see the bigger picture and understand how the role impacts the business.
Qualifications and Skills
Include a list of hard and soft skills. Of course, the job description should specify education, previous job experience, certifications and technical skills required for the role. You may also include soft skills, like communication and problem solving, as well as personality traits that you envision for a successful hire.
Keep your list concise. While you may be tempted to list out every requirement you envision for your ideal hire, including too many qualifications and skills could dissuade potential candidates. According to a 2018 Indeed survey, 63% of candidates said they chose not to apply for a job because they felt like they didn’t know the specific tools or skills listed in the job description. A further 47% said they didn’t apply because they didn’t have the specific years of experience listed in the job description.*
That’s why it’s important to identify the must-haves vs nice-to-have skills and qualifications for the role to encourage a more diverse set of candidates to apply.
Salary and Benefits
Include a salary range. Quality candidates look for opportunities that meet their salary needs. However, according to a 2019 Indeed survey, almost 70% of candidates said they never or only occasionally saw job descriptions that included salary information.* Stand out from other employers by adding the salary band to your job description to help attract best fit candidates.
List out your top perks and benefits. What’s in it for the candidate? Encourage more people to apply by sharing the attractive rewards and benefits you offer your employees, such as:
- Unlimited PTO
- Flexible hours
- Medical, dental and vision coverage
- Office snacks
- Tuition reimbursement
- Dog-friendly office