How to Write Job Descriptions that Attract Top Candidates

It's natural for job seekers to write resumes and cover letters to the best of their ability so they can attract employers. But the same goes for employers. When you're looking to hire the best candidates, you need to take a look at the job description.

Some job descriptions out there are full of jargon that no one understands what the job's about. Other job descriptions are just too long and detailed that not many job seekers want to apply because they don't feel qualified enough. If you feel you're not attracting enough quality candidates for your job ad, you might need to recalibrate your job description.

Here are some tips to write better job descriptions:

1. Use strong action words

Just like the resume, you want to appeal to the reader. Keywords are not only important in online and database searches, but also for regular readers too.

Humans look for words that stand out and help them scan effectively. Just like an employer's eyes that glaze over at the sixth use of "responsibilities" on a candidate's resume, a job seeker would likewise ignore the word used multiple times in a job listing as well.

For instance, a word like "oversee" or "administer" will stand out better than "manage".

2. Don't use weird "trendy" words

When you see buzzwords or another language that's clearly trying to cater to a young and hip crowd, it can come off as more like a parent trying to be relatable with their children. No one wants to be seen that way.

Job seekers are not impressed when employers use phrases such as "code ninja" or "marketing rockstar". In fact, many of them just feel awkward reading it.

Remember, job seekers check out your job description because they are looking for an opportunity. There's no need to be flashy to catch their attention. Instead, focus on providing a clear and accurate job description than trying to sound edgy or innovative.

Most job seekers aren't searching for terms like "rockstar", they're searching for "specialist" or "supervisor". If your job description isn't coming up in keyword searches, you will risk losing out on top candidates who are searching for a more targeted term.

3. The devil is in the details

One would think it's obvious what a Data Scientist does, and that people searching for jobs in that area probably have at least a rough idea. But don't take for granted that top candidates will magically know what the job is about.

It's important to give a clear detailed synopsis of the duties involved in that role. Detailed job descriptions should include:

Specific job title. The job title sets the tone for both the job description and the types of applicants you get. Using the term "coordinator" will get you a whole range of job seekers who may or may not be suited for the role, but if it's "data analysis coordinated" you will get a filtered pool of applicants looking specifically for that job.
General overview of the job. These are the questions to get you started: "How does this job fit in with the organisation?", "Are there direct reports?" and "Who will this person be reporting to themselves". This quick one- or two-sentence overview would let the job seeker know who to report to and/or who will report to them.
Day-to-day responsibilities of the job. Write only the most important parts of the role. It's better if you can include percentages, for example: 50% client service, 40% business development, 10% sales analysis. This information will let applicants know what to expect and are better able to match up to their own skills and experience before applying.
Salary range. This can help avoid wasted time with qualified candidates who are seeking a higher salary. It can also set reasonable expectations if an entry-level employee is somehow thinking about executive-level salary.
Experience level. If you're recruiting someone for a mid-career position, it's crucial to note that a specific experience level is needed. Specify the role level too if needed. This can help filter out candidates who are either overqualified or under-qualified.
Benefits: A general overview of the benefits is a good way to flesh out a job description. A quick benefit list will add some selling points to the job description. Don't use phrases such as "competitive benefits" as they are not useful.

A detailed yet concise job description can attract the best candidates.

4. Keep your feet on the ground

Ask yourself: is this job realistic for one person? Or is it more like several jobs merged into one? You may think the job should only be filled by someone who speaks three languages, with a Masters in Programming and 9 years' experience in administration, but how many of those people are:

out there
likely to come across your job posting?

If you want to add more in the qualifications section, do not be so specific. A reality check can be as easy as having the job description reviewed by someone who's already done the job or people who will be working directly with the new person.

5. Focus on where the company is heading

Is your company prestigious? That's great. But if you provide a list of all the achievements your company has reached in the past, it can be difficult for a job seeker to relate.

Credentials are great, but your job descriptions should also provide a sense of what the company wants to accomplish with the position or in general. If your company values innovation and teamwork, emphasise that. If there's a mission statement, include it in your job description.

If you want the best applicants to see themselves joining your organisation, you have to let them know about your organisation's goals and vision.

6. Find the right length

The sweet spot for job descriptions contains between 700 to 1,200 words. It's wordy enough that potential applicants are likely to understand the most important tasks and qualifications, but short enough to get the gist of the job.

It's not hard to write a job description that will attract the people you want to hire for the role. When you offer clearly presented details, mixed with company highlights, you’re targeting your job description effectively.

You can never be sure that the perfect candidate will walk through the door, but when you put enough care and editing into the job description, you're increasing the chances of getting high-quality candidates.

Source: The Job Network

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