5-Minute Guide: Writing Job Descriptions That Actually Work
Your job description is doing more heavy lifting than you think. It’s your first sales pitch, your initial screening tool, and often the deciding factor between attracting top talent or watching qualified candidates scroll past your posting.
The reality? Most job descriptions fail at this critical first step. They’re either so vague that candidates can’t tell what the role actually involves, or so stuffed with requirements that qualified people assume they’re not good enough to apply.
But here’s the good news: writing a job description that attracts the right candidates doesn’t require hours of wordsmithing. With the right approach, you can craft an effective posting in just minutes.
1. Nail Your Job Title (It’s More Important Than You Think)
Your job title is prime real estate, it’s what candidates see first and what determines whether they click through. Yet many companies sabotage themselves right out of the gate with titles like “Marketing Ninja” or “Sales Rock Star.”
Skip the creativity. Stick with clear, industry-standard titles that candidates actually search for:
Why does this matter? According to advice from LinkedIn, vague creative titles are more of a fad and can negatively impact your SEO. When in doubt, check what similar companies are using for comparable roles.
2. Hook Them With Your Opening (You Have 10 Seconds)
Candidates are skimming dozens of job postings. Your opening paragraph needs to stop the scroll and make them think, “this could be interesting.”
Keep it tight: 2-3 sentences that capture your company’s mission, what makes this role meaningful, and why someone should care. Here’s a before and after:
Before: “We are looking for a dedicated HR Coordinator to join our team and handle various HR-related tasks.”
After: “We’re a fast-growing healthcare startup on a mission to make quality care accessible to everyone. As our HR Coordinator, you’ll be instrumental in building the team that’s revolutionizing how patients connect with providers.”
See the difference? The second version gives context, purpose, and energy.
3. Be Specific About What They’ll Actually Do
Vague responsibilities like “handle various tasks” or “support the team” tell candidates nothing. Instead, paint a clear picture of their day-to-day reality.
Use 5-7 specific bullet points with action verbs:
- Manage end-to-end interview scheduling and coordination
- Partner with department heads to identify hiring priorities and workforce planning needs
- Maintain applicant tracking system (ATS) and generate weekly pipeline reports
- Conduct initial phone screenings for entry-level positions
- Coordinate new hire onboarding and first-week check-ins
This level of detail serves two purposes: it helps qualified candidates envision themselves in the role and helps unqualified candidates self-select out.
4. Split Your Requirements Into Must-Haves vs. Nice-to-Haves
Here’s a hiring hack: many strong candidates won’t apply if they don’t meet most of your listed requirements. According to a study by Behavioural Insights Team, women typically apply when they meet 56% of job requirements, while men apply when they meet just 52%—but both groups still self-select out.
In a similar study, the Harvard Business Review found that 46.4% of men and 40.6% of women skip applying for jobs when they feel unqualified and don’t want to waste time and energy.
Combat this by clearly separating your requirements:
Must-Haves:
- 2+ years of recruiting or HR experience
- Experience with applicant tracking systems
- Strong written and verbal communication skills
- Bachelor’s degree or equivalent experience
Nice-to-Haves:
- Healthcare industry experience
- Bilingual (English/Spanish)
- Certification in HR practices (PHR, SHRM)
- Experience with remote hiring processes
This approach gives your applicants a little more flexibility and prevents you from losing qualified candidates who might have 80% of what you need.
5. Give Them a Reason to Choose You
Top talent has options. Beyond the role itself, candidates want to know: “What’s it actually like to work here? Why should I choose you over your competitor?”
Highlight what sets your workplace apart:
- Flexibility: “Hybrid work model with 2 days in-office, 3 days remote”
- Growth: “Annual $2,000 professional development budget plus conference attendance”
- Culture: “Monthly team volunteer days and quarterly team retreats”
- Impact: “Direct mentorship from the leadership team and clear promotion pathways”
Even a few authentic details about your culture can make candidates feel like they’re getting an insider’s view of what it’s really like to work there.
6. Make Applying Simple
You’ve hooked them, now don’t lose them at the finish line.
Keep it straightforward (and let them know what to expect): “Ready to join our team? Click ‘Apply Now’ and upload your resume. We’ll review applications weekly and reach out within 5 business days with next steps.”
If you’re using modern hiring tools, mention how streamlined your process is: “Our efficient interview process uses video interviews so that you can interview when it’s convenient for you, we respect your time!”
The Bottom Line
An effective job description is really just good marketing. You’re selling both the role and your company to people who have choices about where to work.
The companies that get this right—with clear titles, specific responsibilities, honest requirements, and authentic culture descriptions—are the ones that build great teams. The ones that don’t are left wondering why they can’t attract quality candidates.
Your job description is often a candidate’s first impression of your company. Make it count.
Looking to streamline your hiring process beyond the job description? Tools like our AI Recruiting Assistant can create full job descriptions and interview question guides, while on demand video interviews and automated scheduling can help you move quickly from application to offer, keeping top candidates engaged throughout your process.
Want to learn more?
About The Author
Drew Whitehurst is the Director of Marketing, RevOps, and Product Strategy at interviewstream. He's been with the company since 2014 working in client services and marketing. He is an analytical thinker, coffee enthusiast, and hobbyist at heart.
About
For over 20 years, interviewstream has been committed to driving hiring success for a diverse range of clients, including K-12 school districts, healthcare organizations, government agencies, emerging businesses, mid-sized companies, large enterprises, and institutions of higher education.
