Crafting a job description might sound easy, but it’s often challenging for some of the most seasoned recruiting professionals. This is why some companies don’t put too much thought into it or perhaps stray away from revisiting or reworking job descriptions. And poorly written job descriptions result in lost potential candidates.

Around 50% of candidates feel that job descriptions provide a clear picture of the job and the company. The other half should know what awaits them and what they’re applying for! AKA: A complicated job description could be the reason your hiring process isn’t going as well as planned. 

To help avoid this, you have to write a compelling and accurate job description. The job description is the first step in attracting the best candidates and their first impression of the role and company overall. Keep in mind that those first impressions are often lasting impressions. So, how and what do you need to ensure your job descriptions foster an excellent first impression?

Display a Relevant Job Title

Candidates know exactly what they’re looking for when job hunting. And the first thing they notice while scrolling through job posts is the title. If it doesn’t match their search intent, they’ll just keep scrolling.

So before you think it looks professional and select a fancy job title, ask yourself and the hiring manager(s) whether it’s truly necessary. The truth is that most of these titles aren’t helping candidates at all. They know their skillset, abilities and the exact titles they’re searching for, so don’t leave them confused or completely disengaged. Make sure it’s something relevant to them.

On the other hand, being too general may not be the best idea either. For example, if the job title is “seller” all kinds of candidates may apply, making it more difficult for you to make the right choice. What type of sales position is this? Be straightforward and relevant. 

Also, pro-tip: If the role is part-time include that information in the title. It may surprise you just how much a job title can explain the position before ever reading the description. It’s all in the keywords.

Explain the Day-to-Day Responsibilities

Once past the title, an interested candidate wants to get familiar with their future responsibilities. You wouldn’t want a candidate to start down the daily duties list and immediately think, “well, this isn’t what I applied for.”

You don’t need to explain everything in detail, but be sure to include an overview of their day-to-day responsibilities. This makes it easier for candidates to understand what they’re applying for and know what to expect in advance. 

Make sure the responsibilities match up with the title provided. Those daily duties set up candidates and new hires’ expectations of the role. If it doesn’t match, those newly hired employees quickly become dissatisfied, which results in decreased work performance.

Include the Salary Range

Let’s be real; salary is the first thing job seekers want to know. Including salary in the job description is a must. Concealing this from candidates isn’t a smart move since they’ll find out anyway. 

If the offer is captivating (as it should be), why not include it in the job description? Candidates will be grateful and your honesty will be much appreciated. That’s why it’s always better to be realistic. Also, it’ll save you additional resumes to review if the salary is not what candidates may be looking for.

Transparency has become very important amongst businesses nowadays. Not including compensation in the job description could lead to a lack of trust in employees.

Mention Benefits and Rewards

Job seekers are most definitely interested in the company’s benefits. Including this is a way for you to boost the hiring process. And if the reward management ensures strategies for providing bonuses to all employees in a fair and consistent way, they should also be included in the job description.

Every candidate would want to be a part of a company where they’d feel appreciated. Who doesn’t like to be rewarded for their hard work?! This addition and including the types of insurance you’re offering, vacation and sick time, leave policies and flexible work capabilities, among other items, easily ups the ante for any job description. 

List the Necessary Experience

DUH, right? But, you’d be surprised to know how many job postings don’t include the needed experience. How can a candidate know if they’re right for the job if the exrequired experience isn’t listed? So, include it! 

When it comes to experience, pay attention to detail. Explain precisely what requirements are needed to be successful in this role. Differentiating the must-haves from the ‘nice-to-haves’ is crucial as well. Unicorns are tough to find, so be prescriptive of what’s necessary experience. Keep in mind that the longer the list, the harder it may be to attract quality candidates.

Try Creating Urgency

Creating urgency is a marketing strategy used in almost every business. A good salesperson knows what I’m talking about. For example, telling someone that there are only two items left due to huge demand creates urgency.

Now think about implementing this same concept in the hiring process. Even if a person has a job, seeing an attractive job post with an emphasis on the deadline may increase the chances of them applying. However, not every job description should be urgent, so be certain and strategize directly with your hiring manager(s) to determine whether a deadline may be something to include.

Include Positive Elements About the Company

Every company has its advantages, so when it comes to the job description, make sure you mention yours. While it may seem obvious or thought that it isn’t a priority for candidates, it could actually be a big plus to attracting top talent. 

For example, if the office has an amazing view, a gym stipend, or volunteer days, try emphasizing that. It helps to set you apart from competitors. But, don’t get caught up in the perks; explaining the role is the most important thing.

Improving the Job Description

The job description obviously plays a huge part in attracting top talents. It takes time and practice, but an improved job description makes your life easier. With the right job description, only the right candidates will be attracted. 

Makedonka Micajkova

Makedonka Micajkova is a freelance content writer and translator, always bringing creativity and originality to the table. Being multilingual with professional proficiency in English, German and Spanish, it’s needless to say that languages are her biggest passion in life. She is also a skilled communicator, as a result of having three years of experience as a sales representative.


1 thought on “7 Points a Recruiter Should Include in Job Descriptions to Attract Top Talent”

Comments are closed.

Please log in to post comments.