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Writing the Perfect Job Description

2 Mar 2020

Writing the Perfect Job Description

Finding the right candidate for your business is a journey of many steps and a common goal for most is to get it right first time to avoid additional costs. First stop; the job description. This paints a picture to your prospective talent and is often the determining factor in whether they decide to pursue the job or not. We’ve put together a guide on how to write the perfect job description to attract the right talent to your business.

Don’t overdo the job title

The fight for attention amongst competition has seen an increasing trend in obscure and dramatic-sounding job titles; from ‘Digital Overlord’ (Website Manager), to ‘Accounting Ninja’ (Financial Manager), we’ve seen them all. While these would catch your eye, they don’t necessarily explain clearly what the job is.

Candidates should be able to understand what your job entails just from the job title, so making it clear and precise will help to avoid that confusion. Using the job title properly also has SEO benefits which can help people find your advert organically.

Keep it simple

In a fast-moving world, people don’t have the time to traipse through information and read between the lines, so illustrate the most important aspects of the job and leave the details for further down the line. This is not the time to be mysterious.

Get smart with your formatting; use headings to highlight your most prominent points and use bullet points to break down your information to make it more digestible. Having a clear and concise job description can really help to capture the attention of prospective candidates, so it’s worth taking the time to lay it all out correctly.

Display your brand personality

Every brand has its own unique voice; use it. Candidates want to know whether companies complement their character or not, so showing off your brand personality will help them figure out if it’s the right fit for them.

Like attracts like; use your unique tone of voice and messaging so you have the best chance of attracting candidates that align with your company culture. As we all know, hiring a candidate with the right culture fit will reap the most benefits; such as job satisfaction, loyalty and performance.

Sell the job

Competition is fierce. You need to give candidates compelling reasons to leave their current job or choose your vacancy over others. If your job description lacks energy and enthusiasm, then your prospective candidates will also. Make sure your description is exciting and inspiring to convince candidates that this job is worth their time and effort. Be cautious of overselling, however – unsatisfied expectations are a common cause of staff turnover, so don’t sell them a dream without knowing you can deliver.

A good way to ensure accuracy is to describe the company environment and highlight the main benefits and incentives that come with the job; this can be financial incentives, holiday packages or flexible working. If you’re struggling to identify what will attract people to your business, just ask you current employees to describe their experiences.

Think about your language

It can often go unnoticed, but the language you use to describe a job can deter certain candidates - it’s important to pay attention to the words you’re using. Of course, if it’s a highly technical field, specific language is necessary to attract specialised candidates, but many companies exclude certain groups without noticing.

As mentioned in our diversity blog, aggressive language such as ‘dominant’ and ‘competitive’ can deter female candidates from applying for jobs. Likewise, words like ‘nurturing’ and ‘sensitive’ can, in some cases, deter men from applying. The less diverse your talent pool, the less likely you’re going to build a strong and dynamic team. So, taking the time to ensure your language is suitable will really help in diversifying your applicants, giving you the best start to your selection process.


Job descriptions are a balancing act; you want to paint an informative picture to your potential candidates without overwhelming them with information. In a world of convenience and fiercer competition, you’ve got to be smart with it. It mostly all comes down to the message; keep it inclusive, comprehensible and accurate while still maintaining the vibrancy you want to sell. It’s not the easiest of tasks, but the effort put in at the very beginning of the recruitment process will certainly pay off in the long run.

If you’re looking for the right candidates for your team and don’t know where to begin, get in touch with our experts.

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