A Guide to Writing an Outstanding Job Description

It's ridiculously easy to copy a job description from another business, so if you're reading this article, it means that you've chosen a better way: writing job descriptions yourself.

Using a copied or slightly revised job description automatically means average quality candidates because it's not tailored to the real needs of your business. On the other hand, creating custom, engaging, and effective job descriptions that describe perfect candidates for your business will attract better talent. Why? Because hiring the best talent begins with attracting the right talent.

Obviously, great job descriptions are key, so with a bit of effort, you can create job descriptions that combine the reality of the position, market your business, outline the necessary skills, and describe the organizational culture.

Let's learn how to write such job descriptions in this comprehensive job description writing guide, complete with job description examples and tips for crafting the perfect job description.

Step 1: Get Job Title Right

Let's get straight to the business: a great job title has these qualities:

• Does not have the "ninja" or "rock star" words in it (these are simply no longer cool because everyone is a superhero and a rock star these days)

• Doesn't exaggerate the importance of the position

• Represent the main keywords used by candidates to look for this job online

• Is free of age and gender implications

• Accurately reflects the nature of the position and core job responsibilities

When you write a job title, consider how it aligns with the job purpose and essential functions of the role. This will help you create a title that accurately represents the position and attracts the right candidates.

Step 2: Sell Your Company

This means showcasing your company in the best light possible. To do that, you should clearly but briefly outline what it does and why someone would work there. This is a perfect opportunity to show how your company stands out from others, so use it properly.

For example, you should describe the following in your job summary:

• Your vision and mission

• Company's core values

• How many people work for your company

• What the company culture is like

• Your commitment to diversity and inclusion

• Any recent impressive achievements

• Employee benefits and professional development opportunities

• Working conditions and talent development programs

By including information about working conditions and talent development, you'll give potential candidates a clearer picture of what it's like to work for your company.

Step 3: Include a List of Duties and Responsibilities

"This element will vary in length but should be as short as possible," recommends Susan Morrison, an HR expert at Get Good Grade. “Because it will be the largest part of the description that will make it sound like an operational manual." Identify real (only real!) daily responsibilities of the employee and add them with a percentage showing how much time is expected to be dedicated to each task. This section should clearly outline the description and responsibilities of the role, including essential functions.

Here are some good examples of job responsibilities:

• Creation of online marketing-related written job content (60 percent)

• Proofreading of content produced by others (20 percent)

• Approving, posting, and managing content on the company's website (20 percent)

Notice how specific these examples are. Try your best to do the same with your job duties as well. Include information about performance evaluation criteria to give candidates a clear understanding of how their work will be assessed.

Step 4: Describe Skills and Experience

List job requirements separately from each other to let candidates know what skills and experience are required and what gives an advantage over others. This section is crucial for both the applicant and hiring managers to understand the job specification. Be sure to differentiate between required qualifications and preferred qualifications.

For example:

Required Qualifications:

• A candidate must have a marketing certificate to be considered for the job

• Must be able to meet deadlines

• Excellent communication skills

• Basic project management experience

Preferred Qualifications:

• An ideal candidate has 5+ years of experience in social media marketing

• A+ candidate will have expert Photoshop skills

• Experience with content strategy and team structure

When describing qualifications, be mindful of unconscious bias and ensure that your job description writing promotes diversity and inclusion. Also, consider including any legal compliance requirements specific to the role.

In case you need to localize the job description, use translation services to ensure accuracy across different languages.

Step 5: Decide on a Compensation Range

If you cannot come up with a fair salary and need some help, you can use free services such as PayScale and Salary.com to compare estimates.

Or you can just Google the following:

Position + Salary Range + Location.

Be sure to mention any additional perks like a learning budget or remote work policies that might be part of your compensation system.

Step 6: Set a Hiring Deadline

"By setting a hiring timeframe, you're ensuring that you'll be moving through the hiring process at your pace, plus you're creating a bit of urgency," explains Victor Cousins, the head of talent acquisition at Supreme Dissertations. “If the candidates feel a sense of urgency, they will be much more compelled to send their resume."

So, include specific start dates or deadlines for resume submission in your job posting templates.

Step 7: End with a Call to Action

A job description is incomplete if it doesn't encourage the readers to apply. So, include an appropriate call to action (add specific instructions for how to apply as well) as the final sentence of the description and push the candidates to get in touch with you as soon as possible. This is your chance to improve candidate experience and attract top talent.

Bonus Tip: Use Tools

There is a wide variety of helpful tools to craft compelling job descriptions out there, so we compiled a list with some of the good ones:

• Hemingway Editor. Analyze your job description for clarity, word selection, and get readability score.

• Hot Essay Service. Have your job description checked by a human proofreader and get tips for improvement.

• Grammarly. A well-known text checker that offers special proofreading options for job-related documents, such as resumes, job descriptions, business letters, etc.

• Flash Essay. A tool that can be used to detect any errors and unclear details in the job description and get help with outlining and calls to action.

• Rated by Students. Job description examples for specific positions, as well as writing help.

• Rewarded Essays. Writing, coaching, and advice on creating business-related texts.

Additionally, consider using applicant tracking systems and other recruitment tools to streamline your hiring process and improve hiring outcomes.

Over to You

An effective job description is custom-written and pulls in the attention of everyone who decides to read it. To attract the best talent, keep these tips in mind the next time your company needs to post a new job. Remember, the job description is often the first point of contact between your company and potential candidates, so it's crucial to make a great first impression and showcase your employer brand. By following this job description guide and using the right job description template, you can create impactful descriptions that will help you find the perfect fit for your team.

Creating the best job descriptions requires a combination of clear writing, thorough job analysis, and an understanding of your company's needs. Whether you're writing a job description for a new position or updating an existing one, focus on providing a comprehensive overview of the role, including its purpose, responsibilities, and qualifications. By doing so, you'll create a perfect job description that attracts top talent and sets the stage for successful hiring and onboarding.

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FAQ's

1. What is the most important element of a job description?

Ans: The job title is crucial because it directly affects how candidates find your posting online. A clear, accurate title that reflects the role’s responsibilities and avoids exaggeration or gimmicks ensures your description attracts the right talent. Other key elements include company overview, responsibilities, skills, and a compelling call to action.

2. How detailed should I make the list of duties and responsibilities?

Ans:  Be specific but concise. Include only real, daily responsibilities and, if possible, assign approximate time percentages to each task. This helps candidates understand their role without turning the description into an operational manual, making it more engaging and realistic.

3. Should a job description include salary information?

Ans:  Yes, including a compensation range increases transparency and attracts candidates who meet your expectations. Use salary comparison tools like PayScale, Salary.com, or a simple search with “Position + Salary Range + Location” to determine competitive figures.

4. How can I make my company stand out in a job description?

Ans:  Highlight your company’s vision, mission, culture, values, size, and recent achievements. A strong company profile shows candidates why your organization is unique, helping you attract talent who align with your culture and long-term goals.

5. What is the best way to end a job description?

Ans:  Finish with a clear call to action. Specify how candidates should apply, include deadlines or start dates to create urgency, and encourage immediate action. This helps increase applications and ensures qualified candidates don’t miss the opportunity.