Most employers believe they know how to write a job description. Most can. But can you write a really compelling job description that will capture the attention of top candidates in your industry?

After all, this is what you are trying to accomplish with your job ads, right? Attract the best of the best.  You only have a few seconds to grab a reader’s attention as they skim through job websites online. Then you only have a few more seconds to capture their attention once they click on your job description.

worst way to begin a job description

Therefore, what you include at the beginning of your job description can have a significant impact on your ability to get good candidates to apply for a job with your company.

Most employers already know what to include in a job description. Below are examples of the worst ways to begin a job description:


1. An excessively long title

Get to the point. Be clear and concise with the title so candidates can immediately understand what the job is about. You can get into more detail within the body of the job description.

2. Jargon-filled job titles

Job titles need to be abundantly clear. If a candidate cannot understand what a job is by the title assigned to it in your description, you could lose their interest. Job titles are not the time to get clever. For example, if you were hiring a marketing coordinator, using the title “marketing ninja” or “marketing guru” creates ambiguity.

3. A giant block of text

You need to make your job description as easy to read as possible. If a candidate sees a giant block of text, they will be less likely to read it. Use short sentences and paragraphs. Also use bullets, bold, and headings to space out text and make it easier for people to read.

4. Typos

Spelling and grammar errors, especially at the beginning of the job description, can be a big turn-off to potential candidates. Always proofread your job ads before posting them online.

Get More Job Description Writing Tips

Saying Entry Level When You Really Mean 2-3 Years’ Experience? 4 Ways to Create More Compelling Job Descriptions

Thanks, but No, Thanks. 3 Major Red Flags to Watch Out for in Job Descriptions

Are Your Job Descriptions Lacklustre? 5 Tips to Immediately Improve Your Job Description


IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. Click here to view current job openings and to register with us.

Mark Rouse Marketing Recruiter

Mark Rouse

Mark leads Canada’s largest Marketing Communications & Media recruitment practice. Leveraging close to two decades of industry experience in the Marketing Services and Agency businesses, he has been responsible for hiring, developing, and retaining top talent as Vice-President with companies such as Young & Rubicam, Wunderman, and J. Walter Thompson.

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