Ever wondered why your job descriptions aren’t attracting the talent you need? Learning how to write a good job description is like creating the perfect first date invitation—it needs to be clear, compelling, and honest about what you’re offering.
In fact, most hiring managers make the critical mistake of treating job descriptions as mere requirement lists rather than powerful recruitment tools. A mediocre description attracts mediocre candidates, while a great one brings exceptional talent to your door.
When you consider that top candidates typically stay in the job market for just 10 days before being hired, your job description needs to work harder and smarter. Rather than focusing solely on what you need, effective job descriptions balance company requirements with candidate desires.
This comprehensive guide will walk you through exactly how to create job descriptions that not only attract qualified candidates but also filter out those who won’t thrive in your environment. Above all, you’ll learn practical techniques that actually work in today’s competitive hiring landscape—no theoretical fluff, just actionable strategies for 2025 and beyond.
Use a clear and searchable job title
The job title is your digital handshake with potential candidates—often the first element they notice before deciding whether to click on your posting. Creating clear, searchable job titles isn’t just about labeling positions; it’s about ensuring qualified candidates can actually find your listing in the first place.
Job titles that are unclear or filled with jargon significantly reduce your candidate pool. Studies show that 38% of job postings contain confusing jargon words and phrases [1], creating unnecessary barriers between you and potential talent.
Avoid jargon or internal titles
Internal titles might make perfect sense within your organization but can confuse external candidates. For instance, “Level 4 Data Analyst III” or “Engagement Ninja” might sound impressive internally, yet these titles fail to communicate clearly to outside applicants.
Furthermore, avoid using:
- Internal acronyms or reference numbers (like SAP, which appears 100 times more frequently than its full name in job postings) [2]
- Company-specific terminology that outsiders won’t recognize
- Creative but unsearchable titles (e.g., “Code Ninja” instead of “Software Developer”) [3]
One survey discovered that 49% of job seekers find job posts typically use annoying buzzwords [4]. Consequently, they may skip over your posting entirely if the title doesn’t immediately make sense.
Match titles with industry standards
Job seekers typically search for standard industry titles—not creative variations your company invented. Consider using clear, industry-standard terms that job seekers are most likely to search for, such as “Senior Data Analyst” instead of “Data Analytics Rockstar.”
Keep these guidelines in mind:
- Be specific and clear about the position’s level (Manager, Director, VP)
- Use relevant keywords most easily associated with the position
- Keep titles concise—job titles receive twice as many clicks in the 10-20 character range compared to those over 60 characters [5]
Research indicates that 44% of technology executives report that finding qualified employees is their biggest risk over the coming year [6]. Poorly crafted job titles only compound this challenge.
Think like a job seeker
Put yourself in the candidate’s shoes. Most job searches begin on search engines or job boards that rely heavily on keywords. Since these platforms match what candidates type with job titles in ads, your titles must align with common search terms.
Job seekers typically make assumptions about employers from those few words in a title. If they can’t immediately understand what you’re looking for, they’ll likely move on to the next opportunity.
Consider these points from a job seeker’s perspective:
- What terms would they naturally search for?
- Is the seniority level clear without being intimidating?
- Does the title accurately reflect the role’s responsibilities?
Remember to avoid gendered terms like “Craftsman” or “Chairman” in favor of inclusive alternatives like “Artisan” or “Chairperson” [6]. Gender-neutral language ensures you’re not inadvertently deterring qualified candidates.
In essence, the most effective job titles strike a balance between accuracy, searchability, and clarity. By prioritizing these elements over creativity or internal terminology, you’ll significantly increase your chances of connecting with the candidates you need.
Focus on skills, not years of experience
Traditional job descriptions often fixate on years of experience, yet mounting evidence suggests this approach limits your talent pool. Moving toward skills-based hiring creates remarkable results—90% of companies report making better hires when focusing on candidates’ skills rather than degrees [7], with 94% observing that skills-based hires outperform those selected based on traditional credentials [7].
Highlight transferable skills
Transferable skills are versatile abilities candidates can bring to any role or industry. These portable competencies can be acquired through various experiences—previous jobs, volunteering, internships, or personal projects—making them particularly valuable when candidates are changing careers or industries.
Unlike job-specific technical skills, transferable skills follow employees throughout their professional journey. They include:
- Leadership capabilities (managing teams, delegating responsibilities)
- Active listening and effective communication
- Problem-solving and critical thinking
- Project management expertise
- Analytical thinking
When writing a good job description, explicitly mention which transferable skills are essential for success in the role. Additionally, phrase requirements as “experience with” rather than “years of experience in” to broaden your potential candidate pool.
Include soft skills and learning potential
Soft skills often determine long-term success more than technical capabilities. Business leaders report that while the three “R’s” (reading, writing, arithmetic) remain fundamental, “soft” skills are even more crucial to work readiness [8].
Moreover, emphasize these highly-valued soft skills:
- Professionalism and strong work ethic
- Oral and written communication abilities
- Teamwork and collaboration capabilities
- Critical thinking and problem-solving aptitude
However, avoid vague soft skill descriptions like “good communication skills” which confuse candidates. Be specific—transform “Excellent communication skills” into “Experience communicating complex technical concepts to various audiences” [9].
Furthermore, mention your willingness to consider candidates showing strong learning potential. This approach acknowledges that a candidate’s capabilities and growth potential might outweigh years spent in previous positions [10]. Some employers even require new hires to earn specific certifications within a specified time period after being hired, demonstrating the employee’s willingness and ability to learn [11].
Mention on-the-job training opportunities
On-the-job training (OJT) provides knowledge and skills essential for full job performance [12]. Particularly effective for candidates who possess some—but not all—required skills, OJT signals to potential applicants that you’re willing to invest in their development.
A formal, structured OJT approach typically includes:
- Preparation for specific tasks
- Breaking down complex processes
- Demonstrating required techniques
- Providing practice time
- Evaluating performance [12]
Surprisingly, 75% of surveyed employers state that eliminating degree requirements for job applicants has benefited their company [7]. This approach acknowledges that skills acquired through experience, education, and training are often transferable across different industries and contexts [13].
By shifting focus from credentials to capabilities, your job descriptions will attract stronger, more diverse talent—and help you fill roles faster. As one executive noted, “Previously a college degree was what we used as an indicator of quality, but now we’re accepting many more indicators of quality, not just a degree” [11].
Write with inclusive and bias-free language
The language you choose in your job descriptions sends powerful signals to potential applicants about who belongs at your company. Research shows that biased language can significantly impact your candidate pool—for instance, when Buffer discovered that less than 2% of applicants for their developer positions were women, they traced the problem to referring to developers as “hackers,” a historically male-coded word [14].
Avoid gendered or exclusive terms
According to research, women typically only apply for jobs when they meet 100% of the qualifications, while men apply when they meet just 60% [15]. This disparity grows even wider when job descriptions contain masculine-coded language.
Some terms to consciously avoid include:
- Masculine-coded words: “aggressive,” “assertive,” “competitive,” “dominant,” “driven” [16]
- Feminine-coded words: “compassionate,” “supportive,” “nurturing,” “sensitive,” “empathetic” [16]
- Gender-specific job titles: Replace “salesman” with “salesperson” or “chairman” with “chairperson” [16]
Beyond gender, ensure you’re not unintentionally excluding candidates based on age, race, or ability. For example, requirements like “strong English-language skills” may deter qualified non-native English speakers [16], while phrases requesting candidates who can “walk throughout the building” exclude those who use wheelchairs [17].
Use tools to check for biased language
Given that bias can be unconscious, numerous tools have emerged to help recruiters identify problematic language:
Gender Decoder by Kat Matfield offers a free analysis of gender-coded language in your job descriptions [16]. More comprehensive tools like Textio use machine learning to identify biased language and suggest alternatives [18]. Other helpful options include Applied, UInclude, and Grammarly Business [18].
These tools automatically flag potentially problematic words and offer inclusive replacements. Therefore, even careful writers benefit from these objective checks that catch subtle biases we might miss.
Reflect company values and culture
Inclusive language serves as a preview of your workplace culture. According to research, job descriptions often form a candidate’s first impression of your company—when they contain gender bias, this suggests your workplace might as well [15].
LEGO exemplifies this principle by including in every job description: “Children are our role models. Their curiosity, creativity and imagination inspire everything we do” [19]. This clearly communicates their values to potential applicants.
To authentically reflect your company values:
- Go beyond the standard Equal Opportunity Employer statement
- Highlight specific aspects of your inclusive culture, such as work-life balance initiatives
- Mention your company’s diversity and inclusion programs
- Use language that demonstrates respect for all applicants
Indeed, inclusive job descriptions demonstrate thoughtfulness. The time and effort invested in writing bias-free descriptions yield tangible results: diverse teams, inclusive workplaces, and finding the right candidates for each role [14].
By removing barriers in your language, you create pathways for qualified candidates from all backgrounds to see themselves succeeding in your organization. This approach not only expands your talent pool but ensures that candidates are evaluated based on their abilities rather than characteristics unrelated to job performance.
Be transparent about compensation and benefits
Compensation transparency has become a powerful recruiting tool in recent years. Nearly 60% of job postings now advertise at least one benefit, up from less than 40% in early 2020—a more than 50% increase [5]. This surge reflects a crucial insight: candidates need clear financial information before investing time in your application process.
Include salary range and bonus structure
Salary transparency isn’t just good practice—it’s increasingly becoming law. As of September 2023, New York State requires businesses with four or more employees to list compensation ranges for job opportunities [3]. Similarly, Massachusetts will require employers with 25+ employees to disclose pay ranges in job postings starting October 2025 [20].
Beyond legal requirements, including salary information serves practical purposes:
- Attracts qualified applicants who align with your budget
- Demonstrates your commitment to fair compensation
- Filters out candidates whose expectations don’t match your range
Be specific about what you’re offering. Include both annual salary ranges and potential bonus structures. Phrases like “competitive salary” without actual figures may cause qualified candidates to skip your posting altogether.
List perks like remote work or learning stipends
Notably, sectors traditionally offering fewer benefits (62%) are now the most likely to tout benefits in job postings [21]. Remote work remains a highly valued perk, with many job sites now displaying salary ranges specifically for remote positions [22].
Educational stipends represent another compelling benefit. These professional development funds allow employees to pursue additional learning:
- Adobe offers up to $10,000 annually for relevant academic programs [23]
- Google provides $5,000 in tax-free tuition reimbursements yearly [23]
- LinkedIn covers up to $5,000 for tuition and books [23]
Essentially, these learning opportunities signal to potential applicants that you value their growth. Yet markedly, up to 98% of eligible employees may leave thousands of dollars in free education unused [23].
Mention growth and development opportunities
Professional development goes beyond monetary stipends. Candidates increasingly prioritize long-term career advancement over immediate compensation.
A formal training stipend program should clearly outline:
- Eligibility guidelines and usage parameters
- Funding level and payment frequency
- Approval processes for education requests
- Qualifying expenses (conferences, courses, coaching) [1]
Forthwith, demonstrate your commitment to employee growth by detailing advancement paths. Unlike vague mentions of “room to grow,” specify concrete development opportunities—perhaps outlining potential career trajectories or mentioning specific certification programs your company supports.
Remember that job postings advertising family-friendly benefits (currently included in just 7% of postings) could help your company stand out [5]. Overall, transparency about compensation and benefits not only attracts better candidates but also reflects your company’s values.
Describe the impact and expectations of the role
Beyond listing responsibilities, a stellar job description clearly articulates what success looks like in the role. Most candidates want to understand not just what they’ll do, but the impact they’ll make—a critical element often overlooked when creating job postings.
What the candidate will own or lead
Clear responsibilities help employees focus on growth and stay efficient. When writing a good job description, break significant goals into clear, manageable tasks that explain both what to do and why it matters. This gives candidates a comprehensive understanding of their potential impact within your organization.
To maximize clarity, define:
- Which projects or functions the candidate will directly oversee
- Their decision-making authority (hiring, budgeting, strategic planning)
- How their role connects to broader company objectives
By attaching their role to your company’s success, you give potential candidates a sense of purpose and meaning in their work.
Milestones for 1, 3, and 6 months
Setting milestones creates a roadmap for new hires that keeps them motivated toward common goals. Project managers typically establish these benchmarks at a project’s beginning, ensuring they’re reasonable and agreed upon by the team.
For each timeframe, outline:
- Key deliverables expected by the 30-day mark
- Projects they should lead independently by 90 days
- Strategic initiatives they’ll own after 6 months
These incremental steps help candidates visualize their progression and demonstrate your commitment to structured onboarding.
How success will be measured
Concrete performance metrics eliminate guesswork about expectations. Through the lens of performance measurement, job descriptions serve as the foundation for ongoing evaluation and professional development.
Effective measurement frameworks include:
- Key performance indicators specific to the role
- Regular check-in schedules (weekly, monthly, quarterly)
- Tools used to track progress (management systems, feedback forms)
Research shows that employees who have clear performance benchmarks demonstrate 25% higher work performance and report 75% more passion and happiness about their jobs. By establishing these parameters upfront, you attract candidates who thrive under well-defined expectations and appreciate transparency.
Conclusion
Writing effective job descriptions requires deliberate attention to multiple elements that collectively attract top talent. After all, your job description serves as both a filter and a magnet—drawing in qualified candidates while helping others self-select out.
Job titles represent your first opportunity to connect with potential hires. Clear, industry-standard titles ensure qualified candidates actually find your posting when searching online. Similarly, shifting focus from years of experience to specific skills opens your talent pool significantly, with research showing skills-based hires consistently outperform those selected through traditional criteria.
Language matters tremendously throughout your descriptions. Bias-free wording attracts diverse candidates who might otherwise skip your posting entirely. This thoughtful approach reflects your company culture and demonstrates respect for all applicants regardless of background.
Transparency about compensation packages has become essential rather than optional. Salary ranges, bonus structures, and benefits like remote work flexibility provide candidates with crucial information they need before investing time in your application process. Additionally, highlighting learning stipends and growth opportunities signals your commitment to employee development.
Success metrics give candidates a clear picture of what awaits them should they join your team. Outlining specific responsibilities, milestone expectations, and performance measurements eliminates guesswork and attracts candidates who appreciate structure and transparency.
Thoughtfully crafted job descriptions undoubtedly take more time to create. However, this investment pays dividends through stronger applications, better cultural fits, and ultimately, exceptional hires who drive your company forward. At OpenArc, we can guide you on the journey to finding top candidates to join your team. Contact us today!
References
[1] – https://www.indeed.com/hire/c/info/professional-growth-training-stipend
[2] – https://datapeople.io/blog/keep-business-jargon-out-of-your-job-posts/
[3] – https://dol.ny.gov/pay-transparency
[4] – https://www.sunflowertalentstrategies.com/blog/ditch-the-jargon
[5] – https://www.shrm.org/topics-tools/news/benefits-compensation/benefits-mentions-in-job-postings-jump-more-than-50-
[6] – https://www.ongig.com/job-titles
[7] – https://blog.radancy.com/2025/03/07/skills-based-hiring-why-its-time-to-rethink-credentials-and-experience/
[8] – https://www.dol.gov/agencies/odep/publications/fact-sheets/soft-skills-the-competitive-edge
[9] – https://datapeople.io/blog/replace-vague-soft-skills-in-job-descriptions/
[10] – https://info.recruitics.com/blog/benefits-of-skills-based-hiring-for-recruitment
[11] – https://www.csoonline.com/article/3963314/cisos-rethink-hiring-to-emphasize-skills-over-degrees-and-experience.html
[12] – https://www.working-solutions.org/for-businesses/on-the-job-training
[13] – https://www.wrksolutions.com/for-employers/how-to-write-a-skills-based-job-description
[14] – https://www.inclusionhub.com/articles/inclusive-job-descriptions
[15] – https://www.paycor.com/resource-center/articles/are-your-job-descriptions-driving-away-talent-with-unconscious-gender-bias/
[16] – https://www.linkedin.com/pulse/9-ways-make-your-job-listing-more-inclusive-znpbe
[17] – https://hiring.monster.com/resources/workforce-management/diversity-in-the-workplace/inclusive-job-descriptions/
[18] – https://www.womentech.net/how-to/what-tools-help-identify-and-remove-biased-language-in-job-ads
[19] – https://xchange.avixa.org/posts/sharing-your-company-values-in-your-job-descriptions
[20] – https://www.mass.gov/info-details/pay-transparency-in-massachusetts
[21] – https://www.hiringlab.org/2024/07/25/benefits-advertised-in-job-postings/
[22] – https://remote.co/remote-jobs
[23] – https://productschool.com/blog/career-development/employee-education-stipends
