Are you dreading writing a job description for a recently vacated or newly created position in your organization? You’ll need to know how to write a job description that will end up attracting the most qualified candidates as effectively as possible.
When writing a good job description, blend the basic requirements of the position with some new and proven strategies for conveying that information to awaiting candidates.
In this article, we will help you streamline the job description writing process.
The rundown
- A job description works best when the purpose of the role is clear.
- Identifying the required skills and experience early keeps the posting focused and avoids unnecessary details.
- Candidates respond well when the main duties are listed plainly and reflect the actual rhythm of the job.
- Simple formatting helps job seekers review the posting quickly, which often improves the quality of applications.
First, determine what you want your job posting to accomplish
When you write a job description, begin with the key points that you want your job posting to accomplish, regardless of the nature of the position:
- It sells the position and your organization by sharing key information about both.
- It provides a list of technical requirements, soft skills and traits candidates need to have.
- It attracts candidates who will quickly adjust to their position and corporate culture by providing key details. For example, more introverted job candidates may skip applying for the position if they see your company prides itself on its highly interactive culture.
- It is friendly and welcoming to anyone considering the role, whether the reader is ultimately the right candidate or not.
- It offers clear instructions on how and where to apply, along with the application deadline, if there is one.
4 Steps on How to Write a Job Description That Works
While attracting the right candidates begins with writing a good job description, these four tips will increase your chances of getting that description done right the first time.
1. Define and summarize the position
In this step, you will gather the most vital information about the position. Set up a meeting with the department manager, requesting that he or she provide as much overarching information about the job as possible, as well as five or six day-to-day functions of the role.
Here, you have the chance to paint a vivid portrait of the position for prospective candidates.
2. List and clarify all the experience and qualifications needed
To write an effective job description, how and where you place your requirements in the description is important. The candidates should know the requirements for a position early in the description, so they can either move on to the next posting or settle in to learn more about your organization and the job.
List necessary qualifications like the level of education completed, previous experience in the field, required certifications obtained and maintained, computer languages, data entry proficiency, writing and editing, and anything else crucial to performing the position and adding value to your business.
3. Provide a detailed list of responsibilities and duties
When writing a good job description, expand on the overview of daily functions you provided in the summary. You don’t want to end up attracting candidates who have no clear idea of what they’ll be doing.
For example, let candidates know whether their job is more teamwork-focused or if they will regularly work independently. Additionally, let job seekers know how their position works within the larger framework of their department and the organization. This context informs prospects of the value that your organization places on their responsibilities.
4. Use bullet points, numerical lists and strategic keywords for easy eye-scanning
Finally, to write a good job description, consider how the structure informs readability. Just like you end up reviewing multiple resumes and applications, your potential candidates spend countless hours reading through job boards, social media posts and employment forums.
Putting the same volume of information into a tidy list is easier on the eyes for you and the candidates. Also, make sure to use keywords germane to the position and the prospective candidates’ possible qualifications.
For example, if you are a recruiter with an accounting firm and need a new accounting professional, season your job description with keywords such as “CPA”, “financial professional”, “certified public accountant” and “auditor”.
Work with us
Need more tips and strategies on how to write a job description? Or would you like help with a particularly tricky job description in your queue? No matter what you need, we are experts at attracting candidates.
Writing a good job description shouldn’t be hard. Our recruiting team at Whitman Associates features nearly five decades of collective recruiting success to help streamline your process and connect you with well-suited candidates.
Take the next step by calling (202) 659-2111 or filling out our staffing request form.
Frequently asked questions
Should salary ranges be included?
When possible, yes. A range prevents confusion, sets expectations early and reduces the number of unqualified applications.
How detailed should the section on daily work be?
List the recurring tasks that shape most of the week. Candidates mainly want to understand how their time will be used.
Is it necessary to outline long-term expectations in the posting?
A brief note is useful. It gives applicants a sense of where the role is heading without overwhelming them with future plans.
