Job Description: Write Clear, Hire-Ready Listings
A confusing job description costs time, applicants, and hires. A clear one speeds up hiring and brings better candidates. This guide shows the exact parts to include, how to phrase responsibilities and requirements, and short tips to make your postings findable and fair.
Key sections every job description needs
Start with a one-line job summary that states the role, team, and main outcome. Example: “Product Manager — own roadmap and drive launch of mobile features.” Keep it specific.
Next, list core responsibilities in short sentences. Use active verbs: manage, design, lead, analyze. Limit to 6–10 bullet points (turn them into short paragraphs if you must), each describing outcomes, not tasks. For example, say “Drive monthly feature prioritization using user metrics” instead of “Attend meetings.”
Requirements should separate must-haves from nice-to-haves. Put non-negotiable items first (years of experience, certifications, legal requirements). Put preferred skills below so you don’t screen out good candidates who can learn on the job.
Always include location and work setup: remote, hybrid, or office. State the reporting line: who they report to and key peers. Add salary range or pay band if possible — it increases applications and reduces wasted interviews.
Finish with benefits and culture: paid leave, learning budget, working hours, and short note on team values. Be honest; this sets expectations and reduces early turnover.
Simple writing tips and ATS-friendly tweaks
Use plain language and short sentences. Avoid internal jargon and vague words like “other duties as assigned.” Put important keywords candidates search for (job title variations, required tools or technologies) naturally into the summary and responsibilities so applicant tracking systems can find you.
Keep formatting clean: clear headings, short paragraphs, and consistent verb tenses. Use standard job titles; unusual titles reduce search visibility. Save creative job titles for the team page, not the job posting.
Make the description inclusive. Avoid gendered phrasing and terms that suggest a specific age or background. Replace “rockstar” or “guru” with concrete skills. If you welcome applicants from non-traditional backgrounds, say so.
Quick checklist before you publish: 1) Is the job title searchable and accurate? 2) Do responsibilities describe outcomes? 3) Are must-have requirements minimal and fair? 4) Is a salary range included? 5) Is the posting easy to skim on mobile?
Sample short template: Job title — one-line summary. Responsibilities — 6 bullets. Must-haves — 3 bullets. Nice-to-haves — 2 bullets. Location and salary. Benefits and how to apply. Use this structure and you’ll get clearer responses, faster screening, and better hires.
Write one strong description, reuse the template, and tweak for each hire. Small changes save weeks in hiring time and make the process fairer for candidates and recruiters alike.
