How to Properly Write a Job Description

Crafting a compelling job description is one of the most essential yet overlooked aspects of the hiring process. It’s not just about listing responsibilities and qualifications—it’s your first point of contact with potential candidates. How you frame your job listing can make the difference between attracting top-tier talent or getting lost in the sea of mundane, uninspiring ads. Let’s break down the essential steps and techniques to write an effective job description that will set you apart from the competition.

Why Should You Care About a Great Job Description?

A job description serves two vital functions. First, it attracts candidates who are the right fit for the role and culture of your organization. Second, it helps filter out candidates who are not suitable. If your job description is vague or generic, you’ll waste time wading through unqualified applicants, and worse, you may miss out on the best candidates. In contrast, a clear, well-crafted job description can become a powerful tool for creating a high-performing team.

The Hook: Creating an Engaging Title

Start with a specific, action-oriented title. A generic title like "Marketing Manager" won’t stand out. Instead, use something like "Senior Digital Marketing Strategist: Lead Global Campaigns." This not only tells candidates exactly what the role is, but it also includes a sense of action and responsibility. Titles like these imply leadership, strategic thinking, and an exciting scope of work. Think about what your ideal candidate would search for and structure your title accordingly.

Focus on the “Why”: Your Company’s Mission

Candidates today care deeply about the purpose and mission of the companies they work for. This section should communicate not only what the company does but why it matters. Are you disrupting an industry? Solving a crucial problem in society? Or maybe you're a startup with an exciting growth trajectory? Use a few sentences to encapsulate your organization’s vision and culture. This will help candidates see beyond the job title and understand how their role fits into a broader mission.

Responsibilities: Beyond a Simple List

Too many job descriptions treat the responsibilities section like a to-do list. This is a mistake. Instead of just listing tasks, describe how these responsibilities tie into the company’s goals. For instance, rather than saying, "Manage social media accounts," say something like, "Drive brand awareness and engagement by managing and growing social media channels across multiple platforms." This adds depth and purpose to the tasks, which helps the candidate visualize the impact of their work.

You can also structure responsibilities in order of importance, placing the more critical and time-consuming tasks at the top. This provides clarity on where the candidate’s focus will be.

Key Responsibility	Example of How to Frame It
Project Management	"Lead cross-functional teams to execute product launches on time and within budget."
Team Leadership	"Mentor and develop junior team members, fostering a collaborative and growth-oriented work environment."

Qualifications: The Fine Line Between Required and Preferred

There’s a delicate balance to strike in the qualifications section. If your requirements are too rigid, you might miss out on great candidates who could excel in the role but don’t tick every box. Instead, clearly differentiate between “must-haves” and “nice-to-haves.” The "must-haves" should be the minimum skills or experience someone needs to succeed in the role, while the "nice-to-haves" might be skills or certifications that can set a candidate apart.

For example:

• Required:
  • 5+ years of experience in digital marketing.
  • Proven track record of successful paid media campaigns.
• Preferred:
  • Experience working with startups.
  • Proficiency in Adobe Creative Suite.

This not only gives candidates a clearer understanding of your expectations but also broadens your potential talent pool by encouraging those who may not meet all the "preferred" qualifications to still apply.

Compensation and Benefits: Be Transparent

Candidates are more likely to apply for a position when they know the compensation and benefits upfront. Transparency here is key. If you’re vague about salary or benefits, you risk turning away top talent who assume you won’t offer what they’re looking for. At a minimum, offer a salary range based on market research and the level of experience you’re seeking. The same goes for benefits—mention the perks that set your company apart, whether it’s flexible working arrangements, wellness programs, or stock options.

Location and Flexibility: Remote Work or In-Office?

With remote work becoming a significant factor in job decisions, it’s important to clarify the location requirements for the role. If the job offers remote or hybrid options, make sure to state this explicitly in the description. If it’s in-office, provide the location and any travel requirements upfront to avoid confusion later on. Be clear about your company’s stance on work-life balance, flexible hours, or any other relevant details that matter to today's candidates.

Call to Action: Make It Easy to Apply

Your job description should end with a strong call to action. Encourage candidates to apply, and make the process as simple as possible. Include a clear link to the application page or instructions on how to apply. If your hiring process involves multiple steps (like assessments or portfolio submissions), outline these steps to manage expectations and keep candidates engaged.

Pitfalls to Avoid in Job Descriptions

While we’ve covered what to include, it’s also essential to avoid common mistakes. Here are some pitfalls to watch out for:

• Overloading with Jargon: Not everyone understands internal corporate jargon or acronyms. Keep the language clear and accessible.
• Excessive Requirements: If you require too many qualifications, you might scare off great candidates who don’t feel like they meet every requirement.
• Being Vague About Role Scope: Candidates should understand what success looks like in the role. If you’re vague, they may not apply.

Conclusion

Writing a powerful job description is about more than just filling a position—it’s about attracting the right talent that will contribute to your organization’s success. By creating a job description that is clear, engaging, and reflective of your company’s values and goals, you stand a better chance of connecting with high-quality candidates. Take the time to craft your job listings thoughtfully, and it will pay dividends in the form of a stronger, more motivated team.