How To Write The Perfect Job Description

What To Include In A Job Description

Job Title & Overview

A great job description starts with a compelling job title. Most prospective employees will begin their search here, so it’s essential to match your title to what the average applicant looks for.

Use clear language and avoid wacky or mysterious references. That means picking a job title like “Software Engineer” as opposed to “Computer Wizard.” If people can’t figure out what the job is by the title, they aren’t going to take your job description seriously, let alone apply.

You should also include basics about the position. For example, is this a full-time or part-time role? How many hours a week are you expecting applicants to put in? What’s the schedule like?

In an era of remote/hybrid work, speaking to logistics—like where the company is located and how many days a week you need to commute into the office—is another way to make your job description more enticing to the right candidate.

Core Responsibilities

Once you’ve established what the position is, you’ll want to dive into who the position is for by fleshing out a few key duties.

Be specific and avoid generalities. Try to communicate the most important responsibilities in as much detail as possible. Considering that 33% of employees quit their jobs within the first 30 days, and 43% report their work being different than what they were led to believe as applicants, a well-written list of core responsibilities will not only attract great candidates but will also keep them with the company.

That being said, you don’t want to overdo it. Aim for a maximum of eight key responsibilities. Breaking them down into subcategories is a good method of developing a readable framework and making your job description easy to comprehend.

Qualifications

Your dream candidate brings specific experience, qualities, and skills to the table. Make sure you include a detailed list of important qualifications to filter out applicants who don’t meet that vision.

However, jotting down a long list of extensive job requirements is not the best look. It’s a good idea to filter qualifications down to the absolute essentials/non-negotiables to avoid making potential matches feel underqualified.

It’s also wise to avoid using negative or discriminatory language. Phrases like “Do not apply if…” or “Will not consider…” may scare away qualified candidates due to the perception of an overly demanding work environment. Frame your job description in a positive light and make the role appear accessible.

Salary & Benefits

Compensation is a key sticking point. While many employers choose to forgo salary specifics in a job description, workers overwhelmingly support including salary information in your post. Consider being upfront with new hires regarding pay and include an accurate salary range within your description.

Likewise, speak to the benefits and perks your company offers. Competitive health insurance, tuition reimbursement, vacation days, free lunch? These extras add up over time and could tip the scales when your next, best employee is deciding to submit their app—especially if you’re offering truly special perks.

Whatever you do, don’t allude to compensation levels you can’t deliver under any circumstance. Applicants dislike being misled by job descriptions more than anything else.

Tips For Writing a Job Description

Be Professional

Take each job description as an opportunity to communicate the vibe of your company. Applicants overwhelmingly favor straightforward, mature job descriptions over cute or clever ones. Job descriptions aren’t the place to test out your latest stand-up material. If you do decide to go with a more casual tone, avoid projecting a juvenile image with your language.

Above all else, strive for professionalism. Get your grammar in order. Cut the fluff. Eliminate typos as if your life depends on it. Job descriptions full of errors reflect poorly on your organization and will drive away workers with even moderate standards.

Promote Your Company Culture

Job descriptions are a great place to include a little information about what kind of place your company is and who works there.

That doesn’t mean you should write a long boring paragraph about how your company started in a garage in 1982—the best job descriptions focus on the position. Experts recommend keeping your company’s “about us” blurb on accessible pages like your website or social media. If job hunters like what they see in your job description, they’ll know where to seek more information on your company.

Cast a Wide Net

If nothing else, the goal of writing a good job description is getting people to apply. You obviously don’t want high school dropouts applying for a nuclear physicist role, but be wary of narrowing your search to such a degree that you squeeze great candidates out of the running. It’s better to find a high-quality candidate out of a large pool of applicants than an inferior candidate from a curated selection.

Create a Sense of Urgency

A job description doesn’t stop at getting people to apply. Ultimately, it’s about filling a role and growing your business quickly. Motivate candidates to apply by including the desired start date and outlining the steps it will take to get hired. This will get the ball rolling and expedite the recruitment process.

We recommend ending your post with a direct call to action that explains exactly how to apply and links to an application page or form. You don’t want to lose the perfect candidate to a competitor once they’re in the palm of your hand!

Keep It Concise

When it comes to job descriptions, less is more. The most popular job descriptions tend to be relatively short, with 100-300 word entries performing the best.

Consider skipping the cover letter altogether. Applicants hate writing them, and many hiring managers admit to them being a useless formality. You’ll get more applicants by making the process as easy as possible.

Leave Your Job Descriptions to the Experts at Nexus HR

Looking to outsource your recruitment process to the experts? Nexus HR offers front-to-back Remote HR services including hiring, onboarding, payroll, and more. Speak with a Nexus HR representative today and leave the job descriptions to us!