What to Include (and NOT Include) in a Job Description

March 7, 2024

Lasting partnerships with talented employees don’t just appear overnight. The relationship with your next hire begins as early as the initial job posting. In other words, if your job description is off-putting, misleading, or doesn’t provide the right information, your company could be missing out on some true talent.

Elevate your team today by providing your next hire with the information and resources they need to succeed. Here are recruiters’ inside tips for how to write a job posting.

INCLUDE: A Hook

Anyone slogging through the job search will tell you that the descriptions begin to blur together after a while. For this reason, it’s imperative that your job description be attention-grabbing, especially in the introduction.

At the same time, it’s important that the job description is more than just a pretty piece of writing. Include at least 3 relevant details about the job that applicants can get excited about. Talk to applicants like they’re real human beings, and not simply cogs in a machine.

DON’T INCLUDE: Overly Informal Language

Many employers try to stand out by “cutesifying” their language or making it more quirky. While this is okay to a certain extent, it can sometimes feel forced or demeaning. Think about it – does anyone launching their ambitious career want to think of themselves as a “Consulting Ninja” or a “Recruitment Whiz Kid”?

This sort of language had its moment several years ago, but these days, cute job posts just don’t have the same impact.

INCLUDE: A Salary Range

There is nothing more frustrating for candidates than to reach an advanced stage in the interview process only to find out that the salary is much lower than they expected. Save the job seeker (and yourself) the time and paperwork by being transparent about the salary up front.

If the pay is dependent on experience or you can’t otherwise share specifics, post a salary range instead.

DON’T INCLUDE: Promises You Can’t Keep

Nothing lowers morale faster than for an employee to be hired and realize they were promised much more than they got. If weekly in-office catering or a 20% salary increase within the first year simply isn’t possible, don’t include it. Even if your organization hopes to roll these things out eventually, you’re better off focusing on the perks that exist now.

Transparency is key, and you want employees who will be a great fit with the culture in the present day.

INCLUDE: A Clear List of Job Duties

Just about everyone has had a job in their lifetime that barely matched the job description. This typically leads to disappointment and wasted potential. Avoid this issue entirely by providing a clear, detailed description of what the role will involve.

If you don’t currently have accurate job descriptions for your departments, this is a great opportunity to create them.

DON’T INCLUDE: “Preferred” Requirements

Candidates are often encouraged to apply for roles they’re unqualified for, such as one where a Bachelor’s degree is preferred when they have an Associate’s. However, it never feels good to think that an employer is settling, or for the candidate to feel like they’re less-than.

Avoid this issue by stating the exact requirements in the job description.

Leverage Expert Support

At Pinnacle, we value integrity above all else. We help our clients craft job descriptions with honesty, transparency and the excitement needed to attract top candidates. Whether you’re sourcing an entry-level candidate or an experienced CFO, find the talent you need with us.