A well-written job description isn’t just a formality—it’s one of the most powerful tools you have for attracting top talent. Done right, it filters out unqualified applicants, clarifies expectations, and excites the kind of candidates who will thrive in your role.

Here’s how to write job descriptions that don’t just get attention—but get results.

1. Start with a Clear, Specific Job Title

Why it matters: It’s the first thing candidates see—and search for. Avoid jargon or overly creative titles.

Example:
? “Customer Happiness Ninja”
? “Customer Support Specialist”

Stick to titles that are searchable and standardized across your industry. If your company prefers a unique internal title, include it in the description, but use a conventional term for job boards.

2. Open with an Engaging Summary

Why it matters: The first few lines determine if a candidate keeps reading or scrolls past.

Example Intro:
“We’re looking for a detail-oriented and motivated Marketing Coordinator to join our growing team at [Company Name]. If you’re passionate about campaign strategy, analytics, and creative storytelling, this role is for you.”

Keep it concise—3 to 5 lines—and focus on the “why” behind the role.

3. Break Down Responsibilities Clearly

Why it matters: Candidates want to know what their day-to-day will look like.

Tips:

• Use bullet points for easy reading

• Start each bullet with a strong verb (e.g., “Lead,” “Coordinate,” “Analyze”)

• Limit to 6–10 core responsibilities

Example:

• Plan and execute email marketing campaigns

• Collaborate with design and content teams

• Track and report campaign performance metrics

•  

4. Specify Must-Have vs. Nice-to-Have Qualifications

Why it matters: Helps qualified candidates self-select—and deters unqualified ones from applying.

Structure it like this:

Requirements:

• 2+ years of experience in digital marketing

• Proficiency in Google Analytics and email automation tools

• Strong written and verbal communication skills

Preferred:

• Experience with HubSpot or Salesforce

• Background in B2B marketing

? Pro tip: Don’t overload with excessive requirements—studies show many strong candidates (especially women) won’t apply unless they meet all listed qualifications.

5. Showcase Your Culture and Benefits

Why it matters: You’re not just hiring someone—they’re choosing you, too.

Include:

• Company values or mission

• Work environment (in-office, remote, hybrid)

• Perks: flexible hours, professional development, wellness programs, etc.

• Diversity and inclusion efforts

Example:
“At [Company Name], we believe in flexibility, growth, and bringing your whole self to work. Our team is collaborative, creative, and committed to making an impact.”

6. Add Salary Range When Possible

Why it matters: Transparency attracts candidates who are a better fit and saves time during negotiations.

Even if your range is broad, it builds trust. In some locations, it’s also legally required to include it.

Example:
Salary range: $60,000–$72,000, depending on experience.

7. Include a Clear Call to Action

Why it matters: Tells candidates exactly what to do next.

Example CTA:
“Think you’d be a great fit? Apply now with your resume and a brief cover letter explaining why you’re excited about this opportunity.”

Make sure your application process is smooth—cumbersome forms or broken links can cause great candidates to abandon the process.

Final Thoughts

Writing a great job description isn’t about making it longer—it’s about making it clear, compelling, and candidate-focused. By being intentional about how you present the role, you’ll not only attract more applicants—you’ll attract the right ones.