How to Write a Stellar Job Description

Businesses thrive when they have teams of talented employees accomplishing the day-to-day work. Driven and engaged, fulfilled and energetic, skilled and trustworthy — team members with these traits will take your company’s mission and transform it into progress. Without your people, your vision is nothing more than a nice idea.

So how can you find these incredible team members? It starts with your job description.

All great employees were once potential job candidates. And the most talented candidates apply to certain opportunities for a reason. The job description is your first impression — the deciding factor between top talent reaching out to your company or moving on to a competitor. 

Learn how to write a stellar job description so you can attract stellar talent — and reach your organizational goals like never before.

Foster a Connection

Now more than ever before, job candidates are interested in connecting with their employers. They want to share the same values. 

In every job description, give an overview of your company’s purpose and mission. It’s not enough to talk about what you do. You must also share why you do it. Candidates that share your vision are the ones that become fulfilled, engaged team members. They are also less likely to make a quick exit.

Prioritize Culture Fit

Bland job descriptions that focus on tasks and responsibilities aren’t engaging. They also don’t give candidates any indication of how well they’ll fit in. After all, people don’t often leave jobs due to the work itself, but instead because of a poor culture fit. 

Focus heavily on your company culture in job descriptions so you’ll attract talent that will thrive at your organization. What kind of attitudes and traits will succeed within your culture? What kind of personalities and processes can they expect to encounter? This kind of information is far more telling than a dry description of the role.

Be Engaging About the Position

Of course, you do have to talk about the role itself at some point (preferably after you’ve described your culture). When you do, it’s important to be clear and engaging. Keep bullet points about responsibilities concise, and never include more than 10 for any one role. Information overload can leave candidates feeling hazy about what’s expected of them. 

Additionally, be sure to infuse some excitement and purpose into the job description. How does this role fuel the company’s overall mission? Will the candidate be involved in any exciting projects? Growth potential is highly valued, as are direct examples of the impact they’ll have on clients and customers.

Avoid Overly-Stringent Requirements

There’s nothing more disappointing than reading an exciting job description that looks like a perfect match, only for the “requirements” section to dash your hopes. When a company asks for strict qualifications like tons of specific experience, higher education, or expert-level knowledge of software and programs, it can alienate potential candidates. In fact, some studies have shown that women and other minority candidates are less likely to apply when they don’t meet all the job requirements, ruining your chance to create a diverse team (which you definitely want!). 

The truth is, the years a candidate spent in school or at their previous company is rarely the qualification that will define their success at your organization. Culture fit, attitude, and a growth mindset are far more indicative of a successful new hire. 

Demonstrate Your Value

Hiring is a two-way street — especially now with “the great resignation” underway. Candidates can be choosier than ever before. And why shouldn’t they? As I mentioned at the beginning of this article, your people are the ones implementing your company’s vision. They should gain as much value as they’re adding. 

Your job description should make it very clear what the candidate is getting out of the opportunity. Obviously, this includes the compensation package you’re offering. List the salary or salary range for total clarity. Not only will this weed out plenty of candidates (saving both of you time and energy), but it also demonstrates respect. Withholding salary is a clear sign that a company will try to lowball, and many candidates aren’t tolerating this practice anymore.

Besides salary, be sure to brag about the benefits you offer — including healthcare, PTO, educational stipends, wellness perks, and more. And, don’t forget to include the value in the role itself, including opportunities for candidates to develop their skills and enhance their careers.  

Ditch Extreme or Cheesy Descriptors

“Rockstar customer service agent,” “Allstar salesperson,” or “Coding ninja,” — these over-the-top descriptors are a major mistake when creating your job description. 

For one, they’re confusing, and candidates may scroll right by. For another, they may not see the job ad in the first place. These terms can muddle search results, with top candidates searching for straightforward job titles missing your ad altogether. 

Lastly, they’re often seen as a red flag. Companies looking for “rockstars” and “ninjas” tend to be the same organizations that demand the world while offering very little. A company full of rockstars is likely rife with burnout. Keep your description straightforward, professional, and respectful by avoiding these descriptors. 

Ask Your Team for Input

Before you ever publish a job description, ask for feedback. If things ended on a positive note, the person vacating the position can be a huge help. Ask them if the description accurately reflects their experience in the role and if they would make any changes or add any information. 

If they aren’t available to offer feedback, or if the role is new, you can also share the description with the team members who will work closely with the new hire. Are there any traits that they think would add value to the team? Does your description of the company culture reflect their experience? These questions and more can help you create an accurate and engaging ad.

Never Underestimate a Great Job Ad

The next time you need to fill a role at your company, dedicate time and effort into writing a great job description. Don’t simply pull the same old ad from your documents and reuse it. Instead, infuse new life into every sentence. Be sure to engage candidates, give them something to connect with, and make it clear that they are getting as much value as they’d be giving.

A great job advertisement is your fire step in hiring the right people — and creating the kind of company where they love to work.