In today’s competitive job market, a well-crafted job description is your first opportunity to sell your business and the role to top talent. It’s not just about listing duties and qualifications, it's about enticing candidates with an engaging and appealing opportunity. A great job description can be the key to attracting the best candidates for your role. Here’s my advice on how to write a job description that does exactly that.
Start with a Compelling Job Title
Your job title is the first thing potential candidates will see, and it needs to be clear, concise, and searchable. Use common industry terms that candidates are likely to search for, but avoid jargon or overly creative titles that could confuse or mislead.
Craft an Engaging Introduction
The first few lines of your job description are crucial. This is where you hook candidates by painting a picture of the role and your company. Explain why the position is available and highlight what makes your company a great place to work. Remember, this is about selling your business to the candidate.
Example:
“At XYZ Ltd, we are passionate about creating innovative solutions in the tech space. As we continue to expand, we’re looking for a dynamic and driven Executive Assistant to help us build on our success.”
Be Clear About Responsibilities
While it’s important to list key responsibilities, this is not the place for a long, exhaustive list of tasks. Focus on the main areas the candidate will be working on and highlight the opportunities they will have to grow and contribute.
Showcase the Benefits of the Role
In today’s market, candidates are looking for more than just a salary. They’re looking for roles that align with their values and moral and ethical compasses and offer real benefits. This section is where you can highlight the benefits of working with your company. Think beyond salary and talk about work-life balance, career development opportunities, private healthcare, flexible working hours and your company culture.
For example, “We offer a flexible hybrid working model, with the opportunity for personal development and career growth within a rapidly expanding team.”
Describe the Ideal Candidate
Outline the skills and qualifications you’re looking for, but be realistic. Overly long and complex lists of requirements can put off candidates who may be highly capable but don’t meet every single criterion. Focus on must-haves rather than nice-to-haves. Emphasise soft skills or cultural fit as much as technical skills, as many candidates may have the potential to learn technical aspects but already have the right attitude and ethos.
Be Inclusive
Your language matters. Avoid gendered or exclusive language, and make it clear that you welcome applications from all backgrounds. Inclusive job descriptions attract a wider pool of candidates and reflect well on your company’s values.
Include the Salary
Including the salary in your job description is essential for attracting the right candidates and setting clear expectations from the outset. Be transparent by providing a salary range that reflects the market rate and the level of experience you're seeking. Candidates are more likely to engage with a job listing that is upfront about salary, as it shows respect for their time and ensures there are no surprises later in the process.
The perfect job description is a balance between selling your company, clearly outlining the role, and making the application process straightforward.
For job description templates, you can click here.
