How to build a highly effective Job description?

13 Jul
How to build a highly effective Job description

By: hiringlink

Human Resource Management / Recruitment / Talent Acquisition

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Your job description is your opportunity to make an impression on potential candidates. And first impressions are essential. Compelling job descriptions are exciting and inclusive, encouraging the right people to apply and simultaneously reduces the time it takes to fill the position.

How to build a highly effective Job description

Tips for drafting a good job description include:

Keep the following information in mind when writing a job description:

  1. Use a working title that is easy to understand: Non-traditional work titles are implausible and discriminatory. Swap out ambiguous job titles for more descriptive ones. You’ll likely attract the wrong people and miss out on qualified applicants if you advertise for a “Sales & Marketing Specialist” instead of a “Call Center Agent.”
  2. Be specific about the job’s obligations: You should clearly state the job’s primary tasks and duties. It’s a good idea to write them down in bullet points and start each one with a present-tense verb. Make it clear how much time and how frequently work will be completed since this will offer them a sense of what a typical day at this job will entail. When discussing the tasks, avoid using vague descriptors like “frequently” or “once in a while.”
  3. Make the abilities and qualifications clear: Include all required qualifications and experience and any recommended talents in the job description. Include the level of expertise, licences and certificates, and any technical skills needed for each qualification. You should also list the qualities or characteristics you anticipate the candidate to have in the role, such as leadership, teamwork, flexibility, initiative, and communication.
  4. Include salary and benefit information: If you don’t have a specific figure in mind, include a salary range to allow for fluctuation based on degree and experience. Include advantages such as paid vacation days, medical insurance, pension plans, housing benefits, and travel reimbursement, among others.
  5. Information about how to contact us: Make sure you include current contact information so that potential prospects can reach out to you if they have questions or wish to apply. Although an email address is typically adequate, you may want to include a phone number as well.
  6. Create a sense of urgency for the job: Even if you’re not eager to fill a vacant position, you want candidates to feel motivated to apply, even if they’re presently working, according to Reed of Robert Half. Specific start dates and contact information for a particular person rather than a generic email address can help, he says.
  7. Sell your position: Candidates must have compelling reasons to leave their existing jobs or pick your work over others. Describe the job’s benefits and perks (for example, a high-end workstation, gadgets, and free meals) and how this position contributes to the company’s success.
  8. Sell your business: Your job posting is an opportunity to give candidates a taste of your company’s culture. Consider attaching a link to staff testimonials or images of team activities.



A well-written job description facilitates a smooth hiring process. After your job post has attracted candidates’ interest, demonstrate your company culture with an appealing careers website and screen candidates with a simple and effective application process.

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