You’ve just wrapped up a major meeting where the company identified the key to scaling up: hiring a talented team of skilled professionals. Now, it’s your turn to make it happen, and you’re tasked with a big responsibility. Sitting at your desk, you brainstorm how to tackle this challenge. You have a general idea of the role, and posting job ads is second nature to you. You’ve done it countless times before, and you know it’ll flood your inbox with resumes.
But that’s not what you really need, right?
The real question is: Amid the avalanche of resumes, will even one meet the stringent criteria your company requires? Do your job ads include all the crucial information to attract top-tier candidates? Are they compelling enough to persuade skilled professionals to apply? Do they highlight the potential growth journey with your company? And what about the candidate’s mental health and well-being?
To answer these questions, you need a job listing that’s clear, concise, and packed with the right info—in other words, a killer Job Description. Here’s how you can craft one:
What is a Job Description?
A job description (JD) is a concise and impactful overview of a specific role’s core responsibilities and requirements within an organization. Co-created by the employer and department head, it outlines the key experience, qualities, and skills that candidates need to qualify. A well-crafted JD also sprinkles in a dash of marketing, offering a sneak peek into company culture, perks, and benefits to attract top talent.
How Does an Effective Job Description Help Find the Right Candidates?
Beyond just outlining role specifics, a standout JD provides a glimpse into the potential career trajectory within the company, highlighting skill-building opportunities, learning pathways, and development sessions. Applicants gain a realistic picture of how they can grow with the organization. JDs that shine a spotlight on company culture are particularly powerful in today’s market, where professionals have more choices than ever. With the corporate landscape shifting in favor of employees, professionals are prioritizing work culture, perks, and growth opportunities over just the paycheck.
What You’ll Learn in This Article
We’ll break down how to present your open roles to the market in a way that not only attracts a high volume of applicants but draws in the best candidates for your team.
Craft Job Descriptions That Stand Out
With these actionable tips and strategies, you won’t need to rely on Google searches the next time you’re tasked with posting a vacancy. Learn to write compelling, straight-to-the-point JDs that make top talent hit that “apply” button.
Crafting an Effective Job Description
Avoid Over-the-Top Job Titles:
Using flashy phrases like “Supremely Talented Engineer,” “Perfectionist,” or “Rockstar” won’t attract top talent. Here’s why:
- Creativity is Cool, But Keep It Real: Over-the-top terms can actually deter potential candidates.
- Job Seekers Use Specific Keywords: Most job seekers aren’t typing “rockstar content writer” into search engines.
- Leverage Industry Standard Language: Stick to familiar, industry-standard terms so your job listing ranks high in search results.
- Ditch the Internal Jargon: Use terms that resonate universally to increase the visibility of your job openings.
By following these guidelines, you’ll craft compelling job titles and descriptions that draw in the right candidates.
Avoid Adjectives and Superlatives:
Ditch the complex jargon and superlatives in your job descriptions. Most candidates shy away from listings they can’t easily understand. Instead of overloading with adjectives, use strong verbs to describe key skills, keeping the job description simple and clear. Candidates might not resonate with grandiose terms, so make your language relatable and concise.
Emphasize Growth Potential:
Today’s candidates crave growth opportunities, not just competitive salaries. Highlight the potential for advancement by including a brief paragraph on training programs, external course budgets, and other growth opportunities. Let candidates see how the role aligns with their career aspirations.
Lead with a Company Snapshot:
Capture candidates’ attention with a concise yet compelling overview of your company. Share your mission, origin story, and societal impact in 4-5 sentences. Create a clear and positive perception of your organization. If your team has a strong inception story, include it! Add a brief intro to the team the candidate will work with to make them feel connected.
Embrace Inclusive Language:
Gender-biased terms, even subtle ones, can alienate women, minorities, people of color, and LGBTQ+ communities. Avoid gendered pronouns like “he” or “she” and opt for inclusive alternatives. For instance, swap “chairman,” “spokesman,” and “manpower” with “chairperson,” “spokesperson,” and “staffing” or “workers.” Some words may seem harmless, but they carry a masculine connotation that diverse communities may reject. Focus on the unique skills and talents individuals bring, and ensure your language doesn’t imply specific genders. Choose your words thoughtfully.
Keep it Real and Accessible:
Over-the-top job descriptions promising the moon (unless you’re aiming for Neil Armstrong’s interest) won’t attract candidates. List realistic objectives and prioritize must-have skills while indicating which can be learned on the job. Ensure that “required” qualifications are truly necessary, and build in as much flexibility as possible. Use bullet points for easy scanning and avoid overwhelming candidates with a lengthy list.
Highlight Impact and Purpose:
Help candidates visualize how their responsibilities tie into the company’s broader success. Show them the impact of their contributions and the purpose behind their efforts, as purpose-driven work often leads to greater fulfillment and success. Paint a clear picture that inspires and motivates.
Make Culture Your Superpower
Elevate your job description by showcasing your company culture as a standout feature. Highlight elements like casual/formal work environments, dress codes (if any), perks, free snacks, bonuses, team outings, annual events, free gym memberships, and more. This gives candidates a sneak peek into what it’s like to work at your company. Put your best foot forward, as any unintended or negative impression could dampen a candidate’s sense of belonging.
Attention to Detail is Key
Think your job description is polished and ready? Double-check it. Scrutinize for spelling, grammar, and punctuation errors that might detract from your company’s reputation. Have 3-4 colleagues review it before you post. What one misses, another might catch.
Inject Creativity
Everyone writes standard job descriptions. If you want to attract top talent, think outside the box. Consider creating recruitment videos featuring the whole department. Get imaginative with your ideas and extend a warm invitation to potential candidates.
Emphasize Must-Have Qualities
When it comes down to it, the education, experience, skills, and abilities of candidates will be the deciding factors. You can include minimum years of experience, but it’s often better to avoid rigid requirements that exclude skilled professionals. Instead, categorize key skills and qualifications for clarity and simplicity.
Sell Your Opportunity
With professionals having so many options, you need to provide compelling reasons to choose your company. Highlight perks like extra holidays, comp days, hybrid/WFH options, cutting-edge tech support, and other benefits to attract the best talent. Make your job irresistible!
Job Description Essentials Checklist
We’ve previously emphasized the importance of including key details in a job description. But what exactly are these “details”? Here are the must-have elements of a JD:
• Job Title
• Department
• Role Overview
• Key Responsibilities & Duties
• Objectives/Results
• Reporting Manager
• Qualifications & Experience
• Other Requirements (Skills, etc.)
• Location
• Company Overview
• Perks & Benefits
• Application Process
Good-to-Have Additions:
• A Day in the Life
• Preferred Candidates (for extra brownie points)
• Compensation Range
• Meet the Team Snapshot
Job Description Dos and Don’ts
Dos:
- Align with Department Needs: Tailor the job description to reflect the department’s specific requirements.
- Prioritize Key Skills: List the main skills in order of importance, enabling candidates to quickly assess their fit.
- Simplify Sentence Structure: Keep sentences clear and concise, removing unnecessary words.
- Start with Action Verbs: Begin each duty or task description with a strong action verb.
- Highlight Achievements: Show candidates the growth and success they can achieve with you.
- Focus on Critical Activities: Include 3-5 key accountabilities in the job duties section.
Don’ts:
- Base on Incumbent Skills: Avoid writing the description based on the current incumbent’s abilities and interests.
- Write as Step-by-Step Guide: Don’t create a step-by-step guide on how to do the job.
- Include Minor Tasks: Exclude minor or occasional tasks that aren’t unique to the role.
- Tailor to Individuals: Avoid listing duties based on any specific individual or candidate.
- Overdo Company Overview: Don’t go overboard with the company overview. Keep it concise and relevant.
Dos and Don’ts for Writing a Trendy Job Description:
What to Avoid:
- Don’t Overdo Jargon: Skip excessive jargon and avoid cramming the job description with internal lingo or buzzwords.
- Don’t Be Vague About Culture: Clearly define your company’s values and the kind of talent needed to grow your vision.
- Don’t Skimp on Grammar: Errors in grammar and spelling will make your job description look unprofessional.
- Don’t Generalize Your Tone: Make the candidate feel like you’re speaking directly to them.
- Don’t Write an Essay: Keep it concise and informative.
What to Do:
- Job Title: (Insert relevant keywords)
- Department: (Specify the department they’ll join)
- Date Posted: (Include the date you posted the job)
- Reporting Manager: (Mention who they’ll report to)
- Job Location: (Indicate if it’s remote, on-site, or hybrid, with geographical details if on-site)
- Role Overview: Provide a brief description highlighting the role’s importance, how it contributes to the organization’s success, and what growth opportunities it offers.
Key Tasks and Responsibilities:
- List the key duties associated with the position.
- Objectives to Meet: Specify the results the ideal candidate should deliver.
- Skills Required:
- Hard Skills: Technical abilities crucial for completing tasks.
- Soft Skills: Behavioral and communication skills.
- Education and Work Experience: Detail any prerequisites regarding academic qualifications and previous job experience.
- Perks and Benefits: Including salary is recommended, but feel free to also highlight perks like medical insurance, shares, bonuses, etc.
Company Overview:
Get creative here to sell the job, emphasizing your company’s mission, vision, and growth journey.
Application Instructions: Clearly state how candidates can apply—whether it’s via a job portal, email, walk-in interviews, or the company website.
Bonus Tips:
- Keywords Matter: Optimize your job title and description with trending keywords for better visibility.
- Be Personable: Make the description engaging and relatable.
- Showcase Culture: Highlight what makes your company a great place to work, whether it’s the growth opportunities, innovative projects, or the team spirit.
- Tailor & Refine: Adjust the template to suit your company’s voice and the specific role.
Conclusion
We’re in the middle of a hiring crisis, and your job descriptions are the first touchpoint with top-tier talent who can help you navigate it. Craft compelling JDs that are not only impactful but also easily adaptable to evolving job requirements.
