Job descriptions are the gatekeepers to your next great hire. You might think they’re just a formality, but in reality, they’re often a candidate’s very first impression of your company. Get it right, and you’ll attract strong, well-matched applicants. Get it wrong, and you risk being overlooked… or worse, misunderstood. So what should you include in a job description? And just as importantly, what should you leave out?
Here are our recommendations.
What to Include
1. A Clear and Specific Job Title
Keep it simple and searchable. Avoid internal jargon or overly creative titles. “Digital Marketing Specialist” is better than “Digital Ninja.” (Not to mention the embedded gender-coded signals there!).
2. Key Responsibilities
List the core tasks clearly. Aim for 6–8 bullet points that reflect what the role actually involves on a day-to-day basis. Use active verbs and keep it realistic, this isn’t the place for wish lists.
3. Must-Have Requirements
Be clear about what’s essential, whether it’s a qualification, a specific skill, or experience level. If you’re listing soft skills (like communication), tie them to something measurable, e.g. “Experience presenting to clients or internal stakeholders.”
4. Nice-to-Haves (But Clearly Marked as Such)
Some qualities are great bonuses, but not deal-breakers. Separate these from your must-haves so you don’t accidentally discourage a strong candidate from applying.
5. What You Offer
This is often overlooked, but matters. Mention benefits like remote work options, flexible hours, professional development (a learning budget?), bonus vacation leave days, health insuarance and so on. Keep it factual and relevant.
6. Location & Work Setup
Is the role remote, hybrid, or office-based? Include the expected number of office days if applicable. Don’t leave candidates guessing.
7. Salary Range (If Possible)
Transparency around pay builds trust and saves everyone time. If you’re not listing it, consider giving a band or “competitive based on experience.” We highly recommend including the pay. Soon enough, you may be required to do so, anyway. Being proactive with this will give you the edge.
8. Application Process
Let candidates know what to expect. Will there be a task? A panel interview? When should they expect to hear back? No one wants a long-winding interview process that gets you nowhere and keeps you guessing. A disorganised application process will make you lose out on quality candidates.
What to Leave Out
1. Buzzwords & Jargon
“Rockstars,” “gurus,” or “superstars” sound fun but can alienate candidates. Stick to plain, respectful language that reflects the actual role.
2. Endless Lists of Requirements
Laundry lists of “must-haves” can deter qualified candidates, especially women and underrepresented groups, who are less likely to apply unless they meet all the criteria. Moreover, plainly, it comes off as greedy.
3. Unclear Expectations
Avoid vague phrases like “assist with various tasks” or “wear many hats.” Be as specific as you can. Clarity reduces mismatches later.
4. Discriminatory Language
Even if unintentional, phrasing like “young and energetic” or “native English speaker” can be exclusionary. Review your wording for anything that might be biased.
5. Unrealistic Demands
Looking for a junior role with five years’ experience? Or offering a low salary for a highly skilled position? These red flags will turn away strong candidates before they even consider applying.
Last, but not least:
Don’t approach a job description as a list of tasks. Instead consider it as your pitch to the right candidate. Aim for clarity, realism, and relevance. Make it easy for jobseekers to see themselves in the role, and you’ll likely see stronger, more aligned applications as a result.
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