Every decision to hire a new employee, whether your company is small or large, represents growth and should be celebrated.  What a great feeling it is to have a flourishing company!

As you beginning the process of finding new talent, the inevitable job posting will come up on your to-do list. When you begin the process of writing your job description, you may already think you know exactly what you need out of the new hire’s experience. However, developing a job description that is written with proper structure, communicates employer brand, and encourages candidates to apply, or not, based on fit can help you solidify your understanding of the type of candidate needed to be successful in the open position.

Job descriptions aren’t simply a laundry list of requirements and achievements required to work at your company. If written well, a job posting can be inspiring and underscore why your company is a great place to work. An enthusiastic candidate, who fits your company’s culture, will make the time and effort you’re putting into writing job postings worthwhile.

Use these tips to write killer job descriptions that attract quality talent committed to taking your business and team goals to the next level.

1. The Structure of Your Job Description is Key

Putting a proper structure in place will ensure job seekers read your job posting in its entirety. Follow a logical format starting with a clear, concise job title (using words and phrases people know) and end by telling the candidate which action to take next in the process. A typical structure is in this order:

a. Job Title 

Nothing creative is needed here. No one is searching for “Marketing Ninja”. You can communicate your relaxed nature in the summary.

b. Company Summary

This is your company’s value proposition. Make your employer brand SHINE.

c. Job Responsibilities

Walk the candidate through a typical day in the life of this role. Use the structure of [Action Word] + [Subject] + [Specific Activities]. For example:

1. Action Word: Prepare
2. Subject: Monthly performance reports by
3. Specific Activities: Collecting applicable data, entering into a PowerPoint presentation, doing an analysis, and consolidating your findings into a bullet point list

d. Requirements

What the candidate MUST HAVE in order to get the job.

e. Preferences

What would be great for the candidate to have, but is not a requirement.

f. Benefits

Include typical benefits (healthcare, 401k, etc), and the benefits that are a part of your employer brand (unlimited vacation time, remote work options, etc.)

g. What to Do Next

Said differently, include a call to action that tells the candidate what to do next in the application process.

2. Plan The Key Elements Within the Description

• Job Titles: Find what job titles represent the position the best. Compare other job descriptions to your own ideas to pick a title that makes sense.

• Job Responsibilities: For job responsibilities, begin by listing all of the activities associated with the job. Cluster those activities by type and then decide what type of accountability is associated with each structure. Finally, list your findings in order of importance and assign a percentage of time to each cluster. When you write out your job responsibilities, include the percentages to give your job seeker a clear sense of what working in the position would be like typically.

• Summary: Decide how to alter the language in your summary to target the right type of candidates for the open position. The summary for an administrative assistant would most likely be different than that of a VP of Finance. Why? Your value proposition for working at your company is different for each, and how they fit within the culture may fluctuate as well.

• Benefits: When speaking about benefits, maintain similar language and voice as you have in the company summary. It is another chance to underscore your employer brand. What benefits (aside from the typical vacation time) make your company a great place to work? List them for your brainstorming process and then sum it up in your job description with something pithy.

3. Breathe Life into Your Job Description

As stated before, a job description should inspire a job seeker to want to work at your company. Color your language with details and the true essence of what your culture is like on a daily basis. What is the team like that the new hire will be working on? How long is the training period? Who does the candidate report to? You want to walk the candidate through a typical day at the office in a concise, brand-appropriate way.

4. Be Specific About Success Metrics

What makes a candidate successful in the interview process? What makes a new hire have longevity at your company? Describe the people and core values your company emphasizes every day you walk into the office. This is important for two reasons: (1) The candidates who are excited about your values will apply and are more likely to stay committed to your company long-term, and (2) the candidates who do not agree with your values, feel intimidated by your measurement of success, or are simply not connected with your brand will not apply. This helps you grow your talent pool while weeding out the potential bad hires.

5. Review the Description With Your Ideal Candidate in Mind

Now that you have brainstormed, organized, and written your job description read it back before posting. Review for typical errors (spelling, punctuation, etc.), and then take a moment to imagine your ideal candidate. Read through the description as though you are them and questioning whether or not you would feel motivated to apply to your company. Do you use jargon, acronyms, or other non-standard language that a candidate may or may not understand? Are the responsibilities clear and appealing? Do your company values and culture code of conduct stand out? If after reading the job description again you find yourself bored or lacking motivation, try tweaking the language. You can also have a similar type of candidate who is already employed by your company review it for feedback to help with tweaks.

Finally, you’re ready to publish! What kinds of tactics do you find most useful in writing your job descriptions? Let us know in the comments!