A job description is often the first thing a candidate learns about your company. A clear, honest one attracts people who genuinely fit the role and helps the wrong applicants rule themselves out, which saves your team hours of screening. Here is how to write a job description that works, with a simple structure you can reuse for every role.
Start with the job title
Use a clear, widely understood title that candidates would actually search for. Creative titles may sound fun internally but make roles harder to find. If the role has a level, include it, for example “Senior Accountant” or “Customer Support Executive”.
Write a short role summary
In two or three sentences, explain why the role exists and how it contributes to the business. Candidates want to understand the purpose of the job before they read the details.
Example: “As Operations Coordinator, you will keep our daily logistics running smoothly, working with suppliers and the warehouse team to make sure customer orders go out on time.”
List the key responsibilities
Describe the main activities in five to eight bullet points. Start each one with an action verb and focus on outcomes, not every small task.
- Good: “Manage the monthly payroll process for around 150 employees.”
- Less helpful: “Responsible for payroll-related activities as required.”
Separate must-have and nice-to-have skills
This is the most common place job descriptions go wrong. Long wish lists put off capable candidates, especially those who only apply when they meet every point. Split requirements into two short lists:
- Must-have: the skills, experience or qualifications someone genuinely needs to do the job from the start.
- Nice-to-have: things that would help but that a good candidate could learn on the job.
Be specific. “Three years of experience managing B2B sales accounts” tells a candidate far more than “relevant experience”.
Share the practical details
Candidates decide quickly whether a role works for them. Make these details easy to find:
- Location and working pattern (on-site, hybrid or remote)
- Working hours or shift pattern, if relevant
- Employment type (permanent, contract or temporary)
- Salary range or compensation, where your policy allows
- Key benefits
Tell them about your company
Add a short paragraph about what your business does, the team the person will join and what it is like to work with you. Keep it genuine. Specific details about the team and the work are more convincing than general claims.
Explain the next steps
Close with how to apply and what the hiring process looks like, for example “a short phone conversation, followed by two interviews”. Knowing what to expect encourages good candidates to apply.
Mistakes to avoid
- Copying an old description without checking whether the role has changed.
- Internal jargon and abbreviations candidates will not understand.
- Unrealistic requirements, such as senior-level experience for a junior salary.
- Biased language that discourages some groups from applying. Keep the wording neutral and focused on the work.
- Walls of text. Short paragraphs and bullet points are easier to read, especially on a phone.
A quick job description checklist
- Clear, searchable job title
- Two to three sentence role summary
- Five to eight outcome-focused responsibilities
- Separate must-have and nice-to-have skills
- Location, working pattern, employment type and compensation details
- Short, genuine company introduction
- How to apply and the next steps
Not sure whether the role should be permanent or contract? Compare the options in permanent vs contract staffing.
Need help with the hiring that follows?
A strong job description is the first step. Finding, screening and shortlisting the right people is the next. Whether you need IT and non-IT recruitment, a single permanent hire or a full team, OakBloom Staffing can help you shape the requirement and find candidates who match it. Share your hiring requirement with us.
