When it comes to hiring top talent, your job description (JD) is often the very first impression a candidate has of your company. A well-crafted JD doesn’t just outline responsibilities; it tells a story about your culture, the opportunity, and why the right person should be excited to apply.
Here are some practical tips for writing job descriptions that actually attract candidates:
1. Start with a Compelling Introduction
Think of the first few sentences as your “elevator pitch.” Instead of opening with a dry list of duties, highlight what makes this role and your company unique.
- What impact will this role have?
- Why should a candidate be excited about joining your team?
Example: “We’re looking for a problem-solver with a passion for technology to help us build solutions that directly impact how clients connect with their customers.”
2. Be Clear, But Keep It Human
Candidates want to know what the job entails, but they don’t want to read a wall of jargon. Keep responsibilities concise, clear, and written in everyday language.
- Use bullet points for responsibilities and qualifications.
- Avoid laundry lists—focus on the essentials.
- Swap stiff corporate speak for an approachable, conversational tone.
3. Highlight Growth and Impact
Top candidates are looking for more than a paycheck. They want to know:
- How will this role contribute to the company’s mission?
- What opportunities are there for learning and career development?
- Where could this role lead in 1–3 years?
Painting a picture of growth makes the role more appealing to ambitious candidates.
4. Showcase Your Culture
The JD is a great place to reinforce your employer brand. Instead of generic statements like “We have a great culture,” show it through specifics:
- Mention team values, leadership style, or collaboration approach.
- Highlight perks and benefits that actually matter (flexibility, mentorship, wellness programs).
- Keep diversity, equity, and inclusion top of mind. Use inclusive language and avoid unnecessary barriers (like requiring degrees when not essential).
5. Balance “Must-Haves” with “Nice-to-Haves”
Too many rigid requirements can deter strong candidates, especially women and underrepresented groups, who often won’t apply unless they meet 100% of the listed criteria.
- Differentiate between required vs. preferred
- Consider whether each qualification is genuinely essential.
This slight shift can expand your candidate pool significantly.
6. End with a Call to Action
Encourage candidates to take the next step. Make the application process sound approachable and straightforward.
Example: “If you’re excited about helping companies embrace digital transformation, we’d love to hear from you. Apply today to join our team!”
Need support with crafting job descriptions that stand out? Market Street Talent partners with organizations to strengthen their hiring strategies and connect them with the best candidates in IT and digital marketing. Let’s talk!
