How to Write Job Descriptions That Attract Top-Tier Candidates

When writing your next job description to attract the best-qualified candidates, think of it as an ad. Before you start, consider how you would approach searching for a pair of nice shoes. Would you choose the pair that highlights how outdated and stiff they are? Or would you opt for one that emphasizes how trendy and comfortable they are? In this blog post, we'll explore how to write a job description that attracts top-tier candidates.

When candidates read through job descriptions, they’re essentially shopping for their next role the same way they’d shop for a pair of shoes. They pay attention to the perks of the job, whether or not it fits their style, and if they can picture themselves working at the company.

Keeping that in mind, let’s dive into the three core components of a high-quality job description:

• The company overview

• Required responsibilities & qualifications

• Compensation & benefits

Crafting your company overview:

Based on a recent Forbes article (2022) on company culture, 74% of American employees believe that culture greatly impacts their job performance. This highlights the significance of company culture for individuals seeking a rewarding job role.

By creating a compelling company overview, you can provide candidates with a glimpse into your company's values and mission. This section of your job description should describe what your company does. Its mission and values. And the problems you solve for clients, all within 1-2 concise paragraphs. By reading your company overview, candidates should have a clear understanding of your company and why they should apply to join your team.

To illustrate, here are a couple of examples to avoid:

• "We're a marketing agency searching for a dynamic graphic designer to join our exceptional team of marketing specialists. Apply today by completing our application."

• "Our company was established in 2006 and has successfully served over 50,000 clients. We're seeking an organized administrative assistant to enhance our client experience. Apply now!"

The issue with the above examples is that they’re vague and fail to communicate why candidates should apply.

Listing essential responsibilities & qualifications:

Responsibilities and qualifications are not the same. A responsibility tells a potential candidate what they'll do if they get hired. On the other hand, a qualification tells them the skills, certifications, and licenses they need to be considered for the role.

When listing responsibilities, it's important to state what you want the candidate to do and describe the kind of person needed for the task.

Here's a quick example: "Checks email daily" is vague, everyone checks email every day. "Keeps an organized email inbox and promptly responds to inquiries" is better because it shows that the person should not only check the email but also have organization and time-management skills.

When listing qualifications, it's important not to go overboard. For instance, it would be unreasonable to demand 15+ years of experience and a Master's Degree, but then offer a low salary with no benefits and expect a young candidate to apply.

Consider the technology, training, and education requirements an ideal candidate would need to succeed. Also, specify which qualifications are required versus preferred. You can add a note at the end of the job post encouraging people who don't meet all the requirements to still apply. Those disclaimers are common for companies who have the time and resources to train new hires with fewer qualifications.

Should you mention compensation and benefits in your job post?

The question of whether or not to include compensation and benefits in job postings sparks debate. Here's our take: the more transparent, the better.

Compensation

For full-time roles, provide a salary or salary range. For part-time or contract roles, include an hourly rate or rate range. This saves time for everyone involved by ensuring that candidates who apply are genuinely interested in the amount you're willing to pay.

Benefits

You should include benefits, no matter what size your company is. Smaller companies that don't offer extensive benefits packages can make a positive impression by mentioning minor perks like company Starbucks cards, wellness memberships, and access to resources and training. By doing so, you demonstrate that while you may not provide a 401K or healthcare benefits, you still care about your team’s well-being and value their commitment to your company.

Wrapping up: Our tips for creating an effective job post

In summary, crafting a compelling job post involves more than simply listing the required skills and qualifications. It's about effectively communicating your company's identity, mission, and values to attract candidates who resonate with your brand.

Keep your job descriptions concise yet comprehensive, outlining both required and preferred qualifications without setting unrealistic expectations. Transparency in compensation, perks, and benefits, no matter how modest, is key to attracting genuinely interested candidates. Even if your company doesn't offer a traditional benefits package, showcasing the small perks you provide can go a long way in demonstrating your dedication to your team's well-being.

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