How To Write A Job Description That Attracts Top Talent

HR, as an art and a science, is practiced by anyone who seeks to create the best possible employee experience. It’s not just about hiring the right person for the job, it’s also about creating a company culture where people are happy and want to stay. 

If you’ve ever tried writing an effective job description, however, you know that getting it right can be difficult especially if you’re new at HR. Here’s some advice on how to write a great one:

How To Write A Job Description To Attract Top Talent – YouTube
Identify key skills and qualifications required for the role.
Clearly communicate the job responsibilities and expectations.
Highlight the company’s unique selling points and culture.
Use concise and engaging language to capture candidates’ attention.
Include specific instructions for how to apply or express interest.
Optimize the job description for search engines to attract relevant candidates.
Regularly update and refine the job description to reflect evolving needs.
Proofread the job description to ensure accuracy and professionalism.
Consider including salary range or benefits information, if appropriate.
Use a call to action that encourages qualified candidates to apply.

State Who The Position Reports To First

The first thing you want to do is the state who the position reports to and why it’s important. The candidate will want to know if they are going to be in charge of their own projects, or if they will be following a leader. 

The company needs the employee to understand that they won’t get lost in the shuffle and how much autonomy they will have in their work. And finally, as a hiring manager, this is another way for you to show off your leadership skills and demonstrate how well you can delegate tasks when working with others on projects.

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Hiring For A Collaborative Work Style? Say So

If you want to attract candidates who are a good match for your company’s collaborative work style, it’s important to write about it.

You don’t have to go overboard just make sure that your job description communicates that the work environment is open and flexible, with employees collaborating on projects in teams or alone.

Work From Home? Show It

As working from home becomes more common, it’s a great way to attract top talent. Research shows that employees who work remotely are happier, more productive, and less stressed. But if you’re going to mention this perk in your job description, make sure you outline the details of how flexible the position actually is.

If a candidate can’t work from home on a regular basis (or at all), they might see that as an inconvenience rather than an advantage. The best way to show off your company’s culture is by showing how much value they place on flexibility and making sure it’s clear why this particular job would be perfect for someone who wants to telecommute part-time or full-time in addition to their regular commute

Be sure to include any necessary requirements: what kind of computer setup is required; whether there will be periodic check-ins with managers; where exactly the employee will be located in relation to other office staff; etcetera

Filling Multiple Roles? Include Perks For Each

If you are hiring for multiple roles, it’s important to be clear about the perks and benefits of each role. You can show your appreciation for the work they do by offering various perks and benefits. 

For example, if you’re hiring both in-house talent and remote workers, consider offering flexible hours or flexibility around travel times (for example: if an employee wants to work from home on a Friday but works at the office on Monday).

You can also offer different types of benefits based on which type of employees you’d like to attract. For example, if you want to hire someone who has young children at home or is planning on having them soon (and therefore might need flexible hours), offer some sort of paid parental leave policy as part of their overall compensation package.

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Be Clear And Concise

A good way to get started is to make a list of things you’d like to accomplish. Then, rank them in order of importance. If your goal is to lose 40 pounds, for example, be specific about how much weight you want to lose each month and what date it’ll take place.

If you’re having trouble setting goals for yourself or if this all seems too overwhelming right now: don’t worry! That’s why we are here! The important thing is that you start somewhere and then keep going and our job is to make sure that happens as easily as possible.

Offer A Summary Instead Of Just Duties

“Writing a job description is like writing a book,” says Costantine Edward. “You start with the summary, then you go into the chapters.”

In other words, don’t waste time getting into too much detail in the first part of your job description. That’s what’ll make people want to read more! Instead, use that space to hook people by summarizing why they should want this job and how they’ll benefit from it. 

You can also use this section as an opportunity to show off your company culture but remember: keep it short and sweet so people actually finish reading it before moving on!

Understand Your Company Culture And Describe It

The company culture is a unique blend of values, ethics, and traditions. It reflects your business’s personality, its experience with customers and clients, and its internal dynamics.

If you want to attract top talent for your open positions, it’s important to describe the company culture in your job descriptions.

Be Human!

Tie your role to the company. Be sure to use the word “we” throughout your description, so it sounds like you’re speaking directly to your audience.

Be specific and use examples: What are your responsibilities? What kind of results will you be expected to achieve? Describe how you would handle common situations that arise in this role, such as working with a difficult coworker or client or solving an unexpected problem that comes up on the job.

Use personal pronouns: Write in the first person (i.e., “I am responsible for…”) rather than using the third person (i.e., “the candidate will be responsible for…) whenever possible — this adds a conversational tone that makes the reader feel like they are getting insider information about what it’s like working at your company!

Use active language: Instead of saying “the candidate must possess good communication skills,” say “the candidate will communicate clearly and concisely.” This makes it clear exactly what kind of communication skills are required without being too vague or open-ended; plus it shows off how well-written you are by using more sophisticated language!

Write like we talk: Instead of saying “must have excellent computer skills,” write “has excellent computer skills.” This way readers can better relate because they don’t feel bombarded with industry jargon in every sentence—they’ll feel less intimidated because everything sounds familiar enough but still professional enough not to scare anyone away!

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Add The Requirements In Their Own Section

Once you have written the summary and qualifications, it’s time to write the job description. This is where your company will see what kind of requirements are needed for this position and whether or not there is a need for an employee with those skills. 

The first thing you should do here is to make sure that your hiring managers understand what type of person they want on their team. If they don’t know, then ask them!

Next, create a list of tasks that need to be accomplished by whoever ends up taking over this position. Think about what responsibilities they would have if they were hired as well as other goals or objectives that could benefit from being met in person rather than through email/phone calls/etc…

Now take note (or better yet write down) what kinds of skills or experience candidates must have in order for them to succeed at doing these things effectively within this role inside your company. 

That way when you’re writing descriptions later on down below during section 2 where we’ll talk about how important it is for companies looking into hiring someone new because those applicants might not know exactly what positions exist yet so having something like this handy helps us prepare ourselves ahead-of-time so we won’t miss out on any opportunities when applying somewhere new!

List The Main Responsibilities First

  • List the main responsibilities first. Start with the most important tasks of your job and then work down from there.
  • List them in a logical order. If you need to do one thing before another, put it below or before that activity.
  • List them in order of importance, frequency, difficulty, and/or time commitment required by the role. This will help people decide if they’re willing to take on such responsibilities and allow hiring managers to see how well each candidate might fit into their department or organization’s culture, structure and policies.*

Refer To Candidate Experience, Not Expertise

When writing job descriptions, it’s important to differentiate between candidate experience and expertise. The difference can be subtle, but it’s crucial for attracting top talent.

Candidate Experience: Candidates with work experience in your field have already learned how to do things well as an employee. They know what kind of projects they enjoy working on and what kinds of tasks make them feel like they’re making an impact. This means that when you hire someone with previous experience in your industry or field, they’ll be able to hit the ground running much faster than someone with no relevant experience could ever dream of doing!

Expertise: Experts not only have skills that make them great employees—but they also know how those skills fit into larger systems and processes within their company (and maybe even outside). It’s one thing for someone who knows how to code HTML websites well; it’s another thing entirely when this person also knows how his work will affect project management or customer service teams throughout the organization. In short: experts are both effective workers AND team players!

Use Active Language And Speech Patterns Where Applicable

In general, active language is more engaging than passive language. The passive voice is less common in spoken English and can throw off your reader by being overly formal or difficult to understand.

When you are writing a job description, use active words and phrases where applicable. For example: “We create innovative solutions for our clients.” vs., “Our solutions are created by us.” In this case, the second statement includes unnecessary words that take away from the company’s message. Instead, it should be written as follows: “We’re creative problem-solvers who solve complex challenges for our clients.”

Don’t Reinvent The Wheel. But Do Personalize It

When writing a job description, use your company’s template as a starting point. Make sure that the language fits the job you’re hiring for and make sure it’s clear and concise. In addition to describing what someone will do day-to-day, include references to your company values and mission statement as well as anything else that’s relevant. If you can’t find a good model in your company, read through some others on sites like Monster or Glassdoor—you’ll see how they do it there!

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Mention Company Values And Goals As Much As Possible

Company values are important to the candidate, the company itself, your hiring manager and the overall culture of your business.

It’s not enough to say that you value collaboration or innovation if you’re not willing to put it into practice by hiring people who are also committed to those goals.

When you have a candidate with a passion for what you do and how you do it on board, they’re going to be more likely to succeed within their role at the company. This means they’ll be happier and more engaged in their work which can lead them all over town with glowing reviews about what an awesome place it is where they work!

This will create goodwill among peers (or potential new hires) and help spread word-of-mouth recommendations about how awesome your company is as well as attract new talent through referrals from current employees who believe in what this place stands for.

Make Sure You’re Talking To The Right Person With Your Title And Opening Sentence

As you’re writing the job description, make sure you’re talking to the right person with your title and opening sentence. Your first line should be something like “Hey [insert name here]!” or “Hi [insert name here].” It’s important that you use a personal email address so that they know it’s coming from someone they already know (or at least, know of), since this will create a sense of familiarity that makes them more likely to respond.

Additionally, when it comes to closing your email, don’t be afraid of getting all cutesy—use something like “XOXO” or “Best wishes.” This shows that there’s no pressure on them to respond quickly; instead, they can take their time while still feeling appreciated. And finally, don’t forget about your signature: sign off with something friendly like “Your friend forever!” or “Warm regards.”

Hr Is An Art And A Science, But It Can Be Practiced By Anyone

HR is an art and a science, but it can be practiced by anyone. Just as you can learn the science of cooking by reading books or taking classes, you can also learn the art of staffing by doing your homework. If you take the time to read some great books on HR, attend a few seminars, and talk to people who have experience with hiring and managing people (including your own boss!), then you’ll be well on your way to mastering this important skill.

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So, next time you’re writing a job description and want to attract top talent, keep these tips in mind. They’ll help you create a compelling, clear, and concise job posting that will appeal to the right candidates.

Further Reading

Here are some additional resources that you may find helpful for writing job descriptions that attract top talent:

Creating Job Descriptions That Attract Top Talent: This article from Lever provides insights and tips on crafting job descriptions that stand out and attract high-quality candidates.

How to Write a Job Description That Attracts Top Talent: In this LinkedIn article, you’ll find expert advice on writing job descriptions that capture the attention of top talent and encourage them to apply.

Writing a Job Description to Attract Top Talent: MightyRecruiter offers a comprehensive guide that covers key elements and strategies for creating job descriptions that appeal to the best candidates in the market.

Feel free to explore these resources to enhance your understanding of writing job descriptions that attract top talent.


Here are some frequently asked questions about writing job descriptions to attract top talent:

How important is a well-written job description in attracting top talent?

A well-written job description is crucial in attracting top talent as it provides a clear understanding of the role, responsibilities, and expectations. It helps candidates assess their fit and decide whether to apply.

What are the key elements to include in a job description to attract top talent?

To attract top talent, include a compelling job title, a concise job summary, detailed responsibilities and qualifications, information about company culture and benefits, and a clear call to action for interested candidates.

Should I use specific keywords or buzzwords in my job description to attract top talent?

While it’s important to use relevant keywords that resonate with your target candidates, avoid overusing buzzwords. Focus on conveying the essence of the role, required skills, and what sets your organization apart.

How can I make my job description stand out from others and attract top talent?

To make your job description stand out, highlight unique aspects of the role, emphasize the impact the candidate can make, showcase your company’s values and mission, and use a compelling and authentic tone.

Is it beneficial to include salary information in the job description to attract top talent?

Including salary information can help attract top talent by providing transparency and managing candidate expectations. However, some organizations prefer to discuss salary during the interview stage.