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The Art of Crafting Effective Job Descriptions

When we talk about a job description, what are we talking about?  A piece of advertising to attract new talent to hire for vacant positions within the company?  Or is a job description an internal document that is a complete summary of responsibilities for a given role within the company?

The answer is both. And they are both critical for your Human Resource manager.

The job description whose goal is to attract new talent can attract the wrong kind of candidates for open positions resulting in a very long-drawn-out process of sifting through unqualified job seekers. One of the benefits of partnering with TalentSource is that we will help you craft specifics in your job description to make sure the perfect candidates apply for the position. Only the top candidates will be presented to you for review, saving you time and frustration.

A job description is used as a summary of responsibilities for each position within your company, including outlining the job duties and requirements the employer expects of an employee. This job description is used when conducting employee reviews and is a powerful tool to use in HR situations.

Let’s first talk about the job description that is used to attract new talent to your company. Next week, check back for information about how to craft an effective job description that outlines the duties and responsibilities you expect in a specific role.


This is a relatively simple task if your internal job description is strong and accurate. 

TalentSource Expert Tip: keep this document short and to the point. Around 500-750 words. Use short sentences and bullet points for readability. Avoid third-person impersonal language. Use ‘we’ and “you” statements. Post-pandemic, the art of crafting an effective job description has shifted.  Prior to 2019, most job descriptions to attract new candidates focused on the candidate. Now, the best job descriptions use more “we” statements, focusing on corporate culture with a focus on a growth mindset. For example, terms like “opportunity to grow”, “forward thinker”, and “passion”. Need some growth mindset inspiration?  Check out this website with quotes from business leaders:

Let’s break the process down into 4 easy steps to craft a great job description:

Step 1: Determine who your target candidate is.

Whom are you trying to attract? Someone with a plethora of experience to bring to your organization, someone with new ideas, or someone looking for the next step up in their career. Tailor everything in the job description to who that person is.

Step 2: Start with the title.

Make your title as specific as possible and be as inclusive as possible.  Include key phrases that may be used in a Google search. Remember, the title is the advertising component of the posting. Grab the attention of the reader with what it says.

A 2020 Indeed survey found that 36% of job seekers that use job sites search for a job using the title of the job they’re looking for. *

*Indeed survey, n=2,091

Step 3: The description of the job, including qualifications, and skills.

*52% of job seekers say the quality of the job description is very or extremely influential in their decision to apply.

*Indeed survey, n=2,091

What you say about the position and the expected experience and qualifications is critical.  Of course, you should specify basics like education, experience, and any certifications or technical skills that are required for the job but don’t miss mentioning soft skills you feel are critical to the position. Detailing things like communication and problem-solving will allow the applicant to highlight those personality traits with you during the interview process.

Talk with your TalentSource partner about the must-have’s on your list of the ideal candidate. Those are things you need to include when crafting the perfect job description.  Also, keep a list of things that would be nice to have in the new employee.  Those are things you will be looking for in the interview process.

TalentSource Expert Tip: Our opinion is not to include salary and benefit information in your job description. Because of our partnership with you, we know what your budget is for this position.  Likewise, in working with job seekers, we are aware of their income needs. 

Step 4: About your company.

Although we advise against any salary information in the detail about the job, we do encourage some information about perks that are a part of working for your company. What makes your company different? PTO, dog-friendly office, or flexible WFH policy.  Some information about your corporate culture should also be in this section.  When crafting this part of the description, consider that you are answering the question “What’s in it for them”? Why would someone want to work for your company?

In Conclusion

Remember TalentSource’s recruiting process is successful because of our partnership with clients like you. While removing the recruiting process from your daily tasks and bringing you the most qualified candidates, we save your HR department time, money, and frustration.  It’s all part of our Smart Recruiting process. Contact us at 574.968.8676  or to schedule a discovery call.