Writing great job descriptions can significantly boost an employer’s ability to attract top-quality talent to their organization. But this can be easier said than done.
In our years working in executive search in Toronto, our recruiters can tell you there can be a big difference between writing a job description to get it posted and writing one that attracts high-quality candidates. Putting in the extra effort can pay off big time, in the form of a great new hire.
Below, our recruiters discuss why job descriptions are so important. Then we’ll list important tips for how to write a job description that attracts the right candidate.
Why are job descriptions so important?
A job ad is commonly one of the first interactions a candidate has with your company. It’s your first impression. Make a good impression (a quality job description) and you’ll start to build a connection with candidates. Make a bad impression (a generic or dated job ad), and candidates will lose interest in working for you.
According to research, over half of candidates say the quality of the job description impacts their decision to apply for a job. You could lose half of your talent pool before you even get a chance to speak with them. More importantly, you don’t even know who you are missing out on.
A key element of a great recruiting campaign is your job description. Let’s discuss how you can write a job description that will attract the best candidates.
6 Tips to write a job description to attract the right candidates
1. Be Authentic and Transparent
Authenticity builds trust. 96% of job candidates view it as important to work for a company that embraces transparency. When candidates feel that a job description reflects the true nature of the role and the company culture, they’re more likely to apply. They are also more likely to be a good fit.
Be honest about both the exciting aspects and the challenges of the position. Share insights about the work environment, team dynamics, and leadership style where appropriate. If there are unique aspects about your company, such as flexible hours, a startup pace, or a mission-driven culture, be upfront. Transparency helps filter in candidates who are genuinely aligned and reduces the chances of early turnover due to mismatched expectations.
2. Get to the Point
Job seekers often skim listings quickly, especially when job hunting on mobile devices. One thing they agree about is the length of ads. 49% of job seekers say that application processes are too long, including the length of job descriptions. The average candidate only spends about 14.6 seconds reading job requirements and qualifications. So, get to the point.
Long-winded intros, excessive jargon, or vague mission statements can cause readers to lose interest. Instead, start strong by summarizing the role and why it matters within the first few sentences. Use clear headings, bullet points, and concise language. Focus on what the candidate truly needs to know to decide if they’re interested:
- What the job entails
- What success looks like
- Why they should care.
3. Be Clear and Specific
Avoid ambiguity. Most employers believe they are being clear, but candidates think otherwise. 72% of hiring managers believe they provide clear job descriptions, while only 36% of candidates say the same.
When you are not clear and specific, you’ll attract the wrong type of candidates. 42% of employers had to revise their job descriptions because they were attracting unqualified candidates.
Phrases like “handle various tasks” or “must be a team player” don’t communicate anything concrete. Instead, spell out the key responsibilities, required skills, and expected outcomes. If the role involves managing a team, say how many people. If it requires a specific tool or certification, list it. The more precise your description, the more confident the right candidates will feel about applying. This will also save you time screening unqualified applicants.
4. Include Salary Information
Salary transparency is no longer optional in many locations. Even where it’s not required by law, it’s increasingly expected by candidates. 61% of people consider the salary range to be the most important part of a job description.
Including a salary range shows that your organization values fairness and respects candidates’ time. It also helps attract applicants who are aligned with the compensation level, reducing the risk of mismatched expectations later in the hiring process.
5. Use a Neutral Tone
The language you use can unintentionally signal bias. This is why it’s important not to overlook the tone of your copy. 67% of job seekers have a positive impression of companies that use a neutral tone, and only 60% for companies that use more casual language.
Gender-coded words like “rockstar,” “dominant,” or “nurturing” can dissuade qualified candidates from applying. Aim for a tone that is inclusive, professional, and welcoming to people from all backgrounds. Avoid overly casual or aggressive language, and instead opt for balanced phrasing that focuses on the skills, impact, and purpose of the role.
6. Reflect Your Changing Expectations and Future Vision
The world of work is constantly evolving, and so should your job descriptions. LinkedIn predicts a 65% shift in job skills by 2030.
Don’t just cut and paste last year’s listing. Instead, consider how the role has changed or will change in the next 6–12 months. Are there new technologies being adopted? Are responsibilities shifting due to company growth or industry trends? Including your future vision in the job ad signals to candidates that the role has room for growth and that your company is forward-thinking. It can also help attract candidates who are looking for dynamic, long-term opportunities.
A final word on writing high-quality job descriptions
Crafting a great job description is more than just a checkbox in the hiring process. Job ads are a strategic tool that directly impacts your ability to attract top-tier talent. By taking the time to be clear, authentic, and forward-thinking, you increase your chances of connecting with the right candidates who not only meet the job requirements but also align with your company culture and long-term vision.
More Expert Hiring Advice From Our Recruitment Team
How to Write a Killer Job Description: A Checklist
10 ChatGPT Prompts for Writing a Job Description
Thanks, but No, Thanks. 3 Major Red Flags to Watch Out for in Job Descriptions
