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How to Write a "Good" Job Description

Posted by Erin Borgerson on November 18, 2013

Think of a job description as a sales pitch. By posting the job description, you're saying to job seekers, "Come work for us!" But the key to selling the position is the details you include in the description, not just the title of the position. It's also important to realize that developing a strong job description is an art form, so it's important to try different approaches and see what works best for you. Let's take a look at what goes into a good job description...

The Basic Information

how to write a job descriptionJob seekers want to click on a job description and immediately know the title of the position, the location, and the company name. This means that they shouldn't have to read an entire paragraph just to gather such information. So put this information and the very top of the page, above all the position details and such.

After the basic information (see above), the first section of the job description should be a three to five sentence long paragraph of your ideal candidate. Immediately following should be another brief paragraph about the company and how this new position will benefit the team. Don't use any bullet points here, but don't get too detailed either. Think of this section as a friendly introduction. You want to intrigue the candidate, but you also don't want to scare them away with an information overload. 

Job Duties and Responsibilities 

This is the section where you can (and should) list specific details. But unlike the first part of the job description, you'll want to avoid the use of any paragraphs here. Rather, list out the duties. Job seekers don't want to read an entire novel just to learn about the role, so by listing out the primary responsibilities, they're able to evaluate whether 1) they are qualified and 2) if they want to apply. 

Requirements

You'll also want to include credential information. Are you looking for a candidate with at least five years of experience? Should they have experience working in your company's industry? Do they need to have extensive knowledge of various software or tools? Then list it out. Once again there's no need to use a paragraph here, just list it out in bullet point form. 

It's important to be brief yet informative. Don't worry about filling candidates in on every little piece of information, this can come during the interview process. Rather, focus on what they need to know in order to determine whether they're qualified and want to work for your company. And remember, you can always edit the job description if you feel it's not attracting the quality of candidates you were looking for.

For further tips and a breakdown of a good job description, click below. 

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Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.