How to craft a job description that attracts top talent

Crafting a great job description is the first step in attracting top talent to join your company. Follow our simple guide of dos and don’ts below (or, use our free, downloadable job description template) to create a clear and purposeful job description that will help you stand out from the crowd.

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What is a job description?

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In its simplest form, the purpose of a job description is to provide a clear, high-level outline of a job’s main responsibilities and accountabilities. A job description should provide enough detail to enable a candidate to make an informed decision about whether they are a good fit for the job.

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But what many may not appreciate is its role in not only attracting, but retaining great talent. A job description clarifies the job to be done; the skills that are required and baselines the reward, among other things. But it also offers an insight into potential career paths within your organisation, providing the foundations for exciting growth discussions in the future.

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Guidelines for how to write a job description are often overly complicated, but creating a structure (and, eventually, a template) that works for you is key to ensuring you consistently attract top quality candidates. Not only will this save you time, but it will enable a smooth and successful hiring process moving forward.

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What to include in a job description?

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Kick it off with some housekeeping details, such as the job title, the department that the role belongs to, and the job location (plus, whether it’s remote, hybrid or on-site). 

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We’d also recommend including a short summary of your company profile, which should be informative and reflective of your culture and values. Plus, be sure to mention any non-monetary benefits on offer to successful candidates.

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At this stage, many guidelines for job descriptions will require you to define the role’s responsibilities and accountabilities. Put simply, responsibilities cover tasks, processes or duties the candidate is expected to perform. Accountabilities are specific outcomes the role is expected to own and have an impact on. However, we believe the key to a great job description requires the answers to a few straightforward questions. 

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Start fleshing out the below questions with clear and concise responses:

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• What will be the overarching mission of this role?
• What type of work will this person be expected to do on a daily basis? (i.e. responsibilities)
• What outcomes will this role own and be measured on? (i.e. accountabilities)
• Who will they be reporting to and working with?
• What preferred skills and experience are you looking for?
• What is your salary range for this position?

What not to include in a job description:

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Like writing a CV, there are a few formalities to adhere to if you want your job description to stand out and be well-received by quality candidates.

• We’d recommend writing in short, bullet-point statements instead of heavy paragraphs. 
• Avoid using flowery or romantic language. Clarity is key in avoiding any surprises for both yourself, and the candidate, at a later stage.
• Focus on the outcomes that you want this role to fulfil, but avoid delving into the details of how you think this person should achieve them. Jobs should evolve over time, but job descriptions are static documents. Being too restrictive at this early stage will limit a future employee’s creativity down the line.

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Crafting a great job description is the first step to attracting the right talent to grow your business. Sourcing top talent comes with its own challenges - but that’s where we can help. 

Through our network of industry experts, business owners can leverage trusted referrals when hiring for new roles. To learn more about our services, click here or request a callback below.

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