Start with the outcome
Describe what the person will achieve in the role, not just a list of tasks. Candidates want to know why the job matters and how success is measured.
Include the essentials
- A clear job title that people actually search for.
- A short summary of the company and the team.
- Key responsibilities, in order of importance.
- Must-have and nice-to-have skills, kept honest.
- Salary range, location and working arrangements.
- The hiring steps and timeline.
Use plain language
Avoid jargon and long wish lists, which discourage strong applicants. Write the way you would explain the role to a friend.
Be inclusive and accurate
Focus on skills rather than unnecessary requirements, and make sure the description matches the real job.
An example structure
Open with a short summary of the role and company, follow with what the person will do and achieve in the first year, then the skills needed, the benefits and how to apply. Keep it to a page so that candidates read all of it.
Common mistakes
- Listing twenty requirements for a role that needs five.
- Using internal job titles nobody searches for.
- Hiding the salary range or location.
- Copying an old description without updating it.
Test your description
Ask a colleague in a different department to read it. If they can explain the role back to you correctly, the description is clear.
Need help filling a role? We write the description and find the candidates.
