Outdated, vague, or inflated job descriptions often repel the very talent you’re trying to attract. We frequently hear from hiring leaders who want to know: “What do candidates actually want to see?” The answer: Clarity, authenticity, and relevance.
1. Focus on first impressions.
The cliché “you never get a second chance to make a first impression” is a cliché for a reason! If your job description isn’t clear, informative, and interesting from the get-go, candidates won’t bother reading further.
Be sure the job title accurately reflects the role, level, and industry. Then, use your first few sentences to show off a little! Highlight what’s exciting about the role and your company. Use active, accurate language to answer the candidate question, “Why should I apply?” or “Why would I love this role?
2. Match your tone to your culture.
It’s easy to get caught up in “trendy” styles of writing job descriptions. But the truth is, what works for one organization won’t work for another. A top candidate for a finance leadership role probably isn’t looking for a quirky, excited tone, while candidates for creative jobs might be turned off by bland language. Strive for inclusivity in order to cast a wide enough net.
Use your job descriptions to give candidates a feel for your culture. If you’re about bold innovation, highlight that. If you’re about attention to detail and stability, write your job description to match. And, in all cases, avoid tired phrases like “superstar” or “rockstar” – unless you’re literally hiring a lead singer for your rock band, they feel like you’re trying too hard.
3. Be as transparent as possible.
Top candidates want the relevant information up front, like job level, perks, and salary. Four out of five job seekers say they’re unlikely to apply to a job that doesn’t list the salary or salary range in the public job post. They don’t just want a broad, vague range, either – they want a “good faith” salary range that gives them a useful benchmark.
A little transparency goes a long way. When writing job descriptions, look for a balance between giving enough information and giving too much detail. Focus on the things that candidates are most likely to view as make-or-breaks or selling points: salary range, location, key job responsibilities, and interesting benefits.
4. Focus on the most important elements.
When you read a long block of text, you probably start to lose focus and just scan. Job seekers are the same way. Too much information, or too many hard-and-fast “requirements,” and they’ll just move on – even if they’re actually a great fit.
Instead, streamline your job descriptions to core elements. Ask yourself: what’s really necessary for someone to succeed in the role, and what’s something that would just be “nice to have”? While it can be helpful to look at what has helped people succeed in the role in the past, it’s also worth considering if those qualifications are all necessary, or if you’re just repeating “how it’s always been done.”
Writing a job description can be seen as an opportunity to rethink priorities and ensure your talent strategy is fully aligned with those goals. At NW Recruiting Partners, we specialize in helping clients craft compelling, targeted job descriptions that speak directly to today’s talent. Let’s talk if you’d like a second opinion—or full support—in attracting the right candidates.
