Did you know that 65% of employers had to revise a job description after posting it? That means most job descriptions aren’t hitting the mark on the first try. Plus, the biggest hiring challenge for 62% of employers is getting too many applications from unqualified candidates. (Source: Indeed)
Your job ad is the first impression candidates get of your company, and if it’s unclear, you risk losing top talent before they even apply. Creating a good job description is the first and most crucial step in attracting the right candidates - but too often, it’s overlooked.
Here are five tips to help you create job descriptions that bring in the best candidates from the start.
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Get it right from the start: Run an intake meeting
An intake meeting is a crucial step in the hiring process. It’s a conversation between the Talent Acquisition team and the hiring manager to align on what the company really needs for the role. Getting this step right prevents miscommunication and ensures a solid hiring strategy.
How to run an effective intake meeting:
- Prioritize tasks – Ask the hiring manager to list and rank key tasks/responsibilities, assigning approximate time percentages to each.
- Identify skill gaps – Evaluate the current team’s strengths and determine what skills the new hire should bring.
- Consider team diversity – Ensure a mix of perspectives and experiences by assessing the team’s current makeup.
- Highlight key responsibilities – Pinpoint the top three responsibilities and describe them in detail.
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Choose a clear, searchable job title
A vague or overly creative job title can confuse job seekers and lead to unqualified applications. Keep it simple and use industry-standard terms that candidates are actively searching for. For example, instead of “Coding Wizard,” go with “Senior Full-Stack Developer (React.js, Node.js).”
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Write a clear and detailed job description
Once you have the details from the intake meeting, it’s time to create an accurate job description that clearly outlines expectations.
Key elements to include:
- Top responsibilities – Focus on the three most important tasks and describe them in detail.
- How the work is done – Outline methods, tools, and processes the candidate will use.
- Collaboration – Specify who the candidate will work with (teammates, managers, clients).
- Metrics for success – Quantify expectations (e.g., “Manage a portfolio of 10 clients”).
- Success criteria – Define what success looks like for each responsibility.
"A well-crafted job description isn't just about listing tasks and responsibilities; it's about setting expectations, communicating the values and attracting the right talent. When we write with clarity and purpose, we build stronger, more diverse teams," says Ali E. Cevik, CEO, HR-ON.
HR-ON is an ATS/HR solution that makes hiring easier - from posting jobs and tracking applicants to making offers to the right candidates. HR-ON and Ali E. Cevik know the hiring process inside and out - and they've really seen what works and what doesn’t.
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Structure your job posting for readability
Many job descriptions become overwhelming walls of text, making them difficult to read. Instead, focus on readability to keep candidates engaged.
Tips for better readability:
- Use clear subheadings to break up sections.
- Write short paragraphs to improve flow.
- Use bullet points to highlight key information.
- Avoid unnecessary jargon or complex language.
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Eliminate biased language
“We are looking for a strong contributor with an impressive drive” is an example of a sentence that doesn't speak to all candidates. It has been statistically proven that words like "drive" and "strong" can exclude certain groups of people because they subconsciously conclude that the company expects a different type of candidate than themselves. Finding alternative words and phrases will help you attract these qualified applicants.
"The words we choose in a job description shape who applies. Inclusive, precise language widens the talent pool and ensures we attract candidates who truly fit the role," Ali E. Cevik, CEO, HR-ON.
With the HR-ON and Develop Diverse integration, creating high-quality and bias-free job posts is simpler than ever!
Key takeaways
A high-quality job description goes beyond listing qualifications - it helps set expectations and attract the right talent. Here’s what to keep in mind:
- Start with a clear intake meeting to align on role requirements.
- Use a clear and searchable job title to attract the right candidates.
- Write a detailed and structured job description that highlights key responsibilities and success criteria.
- Ensure readability by using subheadings, bullet points, and concise language.
- Eliminate biased language to attract a broader and more diverse pool of qualified candidates.
Try to follow these steps to attract more qualified candidates and fewer unqualified applicants piling up - if the job description is clear to everyone, you’ll see better hiring results.
