In the process of hiring new employees, your job description is the first impression you’ll make with your targeted candidates. The job description outlines a number of things including the skills required for the job, the experience you are looking for, and a small summary of your company and what it does.

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The job description

Despite how important the job description is, many companies don’t really pay too much attention to it. In some cases, businesses looking to hire will use recycled or generic descriptions that don’t provide enough information to entice the candidates. Well, in case you have had issues writing the right description in the past, we have a few pointers that may help you out.

Here they are:

The Job Title

The job title is the most important aspect of any job description. It needs to be short, catchy, and clear. The job title should highlight what the prospective candidates will be doing and their level within the company’s organizational structure. Someone must be able to look at the title and immediately identify what the role is about. There are also some companies that are trying to be playful with titles. For instance, instead of having a title like “Experienced developer”, you will find titles reading like “Guru Developer” or “Sales Ninja”. This is not allowed for two reasons. First, it takes away the professional nature of the job. Secondly, these words are not optimized in job boards so it’s hard for people to find the ads.


The job description needs to also highlight the location of the job. People need to know where they will be working. This helps to determine whether they are ready to fit in or not. The location should be carefully placed at the top of the job description. It should be very visible for anyone to see. In some cases the location can be included in the job title.

What’s the job about?

It is also important to provide a simple summary of what the job is about. Simply highlight why the company is looking to hire in that particular position, the objectives expected of the successful candidates, and how those objectives will be met. However this is actually very different from specific roles and responsibilities.

Roles and Responsibilities

This section covers the specific roles and responsibilities of the prospective candidates. This includes the specific day to day activities the candidates will be expected to fulfill once they are hired. The responsibilities are done in short and precise bullets. The language used here should also be very professional.

Desired Experience

Of course most companies will want to bring in people who have enough experience in the job description they want to fill. But it’s more than just throwing in the years of experience you want. As a company, you have to think very carefully about this. If you overstate the desired experience, you may end up locking out many candidates who are very qualified to handle the task at hand. Always make sure that the desired experience is as reasonable as possible.


Unique benefits for employees are always very attractive. A big portion of people will look at the benefits offered by a given job before deciding to work there or not. whether its health insurance, retirement savings, or time offs, this information needs to be very clear.

Salary Range

Unlike most misconceptions out there, the salary is not part of the benefits package. But many companies don’t feel comfortable disclosing the expected salary range. They will often use generic terms like “good compensation” or competitive pay”. It is however important to give a clear indication of how much money you intend to pay.

Compliance Information

If there are rules or regulations that employees in your organization need to comply with, it is important to include them in the job description. Although this doesn’t apply to all companies or businesses, it will be a big consideration for prospective candidates who wish to join your organization.