How to Write Job Descriptions That Attract the Right Candidates
An accurate job description is one of the most useful tools in your hiring toolkit. While some may see it as a tick-box HR task, a well-written job description does much more. It sets expectations, attracts suitable candidates, and helps reduce time-to-hire.
At Jo Holdsworth Recruitment, we’ve helped hundreds of Leeds and West Yorkshire businesses improve their job descriptions and have seen how doing so results in better applicants and better hires. A clear job description makes it easier to assess candidates, reduce irrelevant applications, and move more quickly to the interview stage.
Here are ten practical tips to help you write job descriptions that support your hiring goals.
1. Use a clear, recognisable job title
The job title should reflect the role and use plain language that candidates will understand and search for. Avoid using internal company jargon or overly creative titles (e.g. ‘Sales Ninja’ or ‘Customer Experience Rockstar’). Clear job titles make it easier for candidates to search for the position online and will reduce the risk of attracting the wrong applicants.
2. Open with a concise summary
Start with a short paragraph about the role and your organisation, two to three sentences maximum. That is enough to outline what the role is, who it reports to and how it contributes to the wider team or business. This is the hook that will keep candidates reading, so keep it relevant.
3. Set out responsibilities clearly
One of the most important tips for writing job descriptions is to demonstrate what the day-to-day of the role looks like. This section is not the place to list every one-off duty that might come up. Instead, focus on the core essentials.
Use bullet points to list the main responsibilities, keeping each one to a single, action-focused sentence. Start the list with the tasks that will take up the bulk of their time.
4. Separate ‘must-haves’ from ‘nice-to-haves’
Be honest about the skills and experience that are essential for the role and which ones are desirable. If you overload the job description with too many criteria, you may risk putting off good candidates who meet most, but not all, of the list.
Including too many non-essential criteria could also impact your organisation’s diversity, equity and inclusion goals. One study has found that women are less likely to apply for a role if they feel they don’t meet every criterion in the description.
Use two short sections to distinguish between baseline requirements (e.g. a particular qualification or skillset) and added extras that could give a candidate an edge.
5. Focus on skills and competencies, not just experience
The years of experience or past job titles a candidate may have are important, up to a point. What matters more is whether someone can do the job.
Highlight the key competencies for the role, such as customer relationship management, problem-solving, or attention to detail, and explain how these show up in the position.
6. Give candidates a sense of your culture and values
Good job descriptions show people what it’s like to work within your organisation, not just the duties of the role.
Include a short section describing your organisation’s values, the team environment, or your way of working. Be specific and factual when highlighting these factors. For example, if hybrid working is the norm, say so. If cross-team collaboration is important, explain how it works in practice.
7. Be transparent about salary and benefits (where possible)
Including a salary range can help you attract more relevant applications and shows the business values transparency. If you’re not able to include exact figures, try to give a realistic indication of the level.
Don’t forget to include benefits as well, such as flexible working options and professional development opportunities.
8. Write with inclusivity in mind
As with the number of criteria listed, the language used in a job description can influence who feels encouraged or discouraged from applying. Certain words or phrases can unintentionally introduce bias. For example, ‘digital native’ may deter older candidates, while words like ‘competitive’ or ‘aggressive’ can come across as overly masculine or off-putting to some applicants.
Use plain English and keep the tone neutral, so that a wider range of candidates can picture themselves in the position.
9. Format it for readability
Good candidates are busy people. They want the key information quickly. Structure your job description with clear headings, short paragraphs, and bullet points.
Consistent formatting is also important, and don’t overdo the bold or italics. The easier a job description is to read, the more likely it is to hold someone’s attention.
10. End with a clear call to action
At the end of the job description, tell people what to do next. Include instructions on how to apply for the role, who to contact with questions, and whether there’s a closing date. Spelling out this information clearly keeps the experience simple and professional from the start.
In summary…
A well-written job description attracts applicants while filtering in the right ones. It’s the first chance to show people why they would want to work for your organisation and it helps set expectations for performance in the role.
Get help from a trusted Leeds recruitment agency
If you'd like help developing a job description that attracts the right candidates, we’re here to help.
Jo Holdsworth Recruitment has over 20 years’ experience supporting employers across Leeds and West Yorkshire. Reach out to our team and tap into our extensive local industry knowledge and networks.
