A poorly written job description can cost you more than $37,000.

 

That’s how much an incompetent hire can impact your business if your job description isn’t attracting the right talent.

 

The job description is the first contact of any candidate with your company, and you definitely don’t want it to be long and boring.

 

It also presents the candidate’s future job, and if it isn’t written effectively, the candidate might just ignore it

 

Here are 10 examples from the real world that will inspire you to write a better job description and engage the suited candidates.

 

10 Job Description Examples that Work

1) Pack it With Benefits

Talented candidates are no longer seeking any company that’ll hire them. With numerous options out there, they choose the companies which offer them the most value - in terms of finances, flexibility, opportunity to work with other A-player team members.

 

Podia understands it and has loaded its job description with the right punch.

 

 

 

Key Takeaway:

 

   1) Podia has a dedicated section of benefits to attract the top talent. It’s a great way to show that you appreciate your team and strive to provide a healthy work environment.

   2) Podia has also made its description more engaging by using relevant emojis. It catches the reader's attention and clearly states the benefits' essence.

 

If you’re planning to add benefits to your next job description, ensure that they are honest and mention if any conditions apply.

 

2) Write Creative Headings

There are many job descriptions out there that all look identical, and the readers don’t need one more addition to that boring bucket. Make your job description stand out with a bit of change to it.

 

Let’s look at a job description written by Wise.

 

 

 

Key Takeaways:

 

   1) The headings clearly communicate the purpose of the section while using a conversational tone. This makes it a little easier to read. It almost feels like you are talking to a person.

   2) The use of ‘You’ makes the description directed at the candidates rather than a general message on the internet.

   3) And Wise has ended the description with their attractive selection policy that’s creatively written and encourages candidates to apply even if they don’t have the qualifications Wise has asked for.

 

You don’t have to be a professional writer to create an engaging job description. You can add a personal touch with even minor changes like replacing ‘Skills Required’ with ‘You’re good at.’

3) Experiment with New Formats

A long job description loses candidates’ attention quickly and makes it easy for them to switch tabs.

 

You can use basic design skills to present your job description differently, like NPR has done, to avoid this.

 

 

 

Key Takeaways:

 

  1) NPR has designed a one-page job description that is easy to read and can be shared quickly.

  2) The job description starts with a compelling introduction, ‘Help Shape NPR’s Future,’ .It shows that the role is going to be impactful.

  3) The design uses limited space to share relevant information in style without distracting the reader from the main message.

 

Such designed job descriptions also help you leverage social media, where you can share a concise and attractive image for more leads.

4) Eliminate Unsuitable Candidates

 

Most companies shy away from disclosing too much information for fear of losing candidates. But this adds up the effort and selection time when even the unfit candidates end up applying.

 

To avoid this unnecessary hassle of people backing out at the last minute, On Deck has used the strategy of including a section 'Why you might not be excited about us'. It shares all the messy details.

 

 

 

Key Takeaways:

 

   1) On Deck has given the reasons for a candidate to apply and then mentioned another set of points highlighting the company’s current position. It aims to provide a transparent picture to the candidate and prepare them for the role ahead. It acts as a great deterrent for unsuitable candidates and prevents any bad hires.

 

   2) They have added a link that discusses these bulleted points in detail. It will give further insight into their processes and work culture.

You don’t want to shortlist the candidates who end up rejecting the offer after reading the agreement. So, it’s always better to put everything in context for the candidate to make an informed decision.

 

5) Make it Sound Human

 

Your job descriptions will be read by people, so write them in their language. 

 

Often, department heads write these descriptions who are so into the trade that jargon gets added unintentionally. Or you might use a term that’s common in your organization but might be alien to others.

 

That’s why it’s crucial to write a light yet informative job description like CleverTap.

 

 

 

Key Takeaways:

 

   1) CleverTap has broken down each section into short and precise bullet points. No section has more than 5 points, making it easier for the reader to digest the information.

 

   2) The language used, especially in Key Responsibilities and Key Requirements, is conversational and straightforward. It’s better to trim the fluff to keep your descriptions to the point.

 

   3) Unlike many job descriptions, CleverTap has added the parameters to measure candidates’ performance if they join the company. Along with this, they have provided details of the reporting relationship. This additional information makes the candidate more confident in the role and future responsibilities.

 

It’s helpful to share more information with the candidates but keep it concise and presentable.

 

6) Kill the Suspense

Interviewing isn’t really a fun experience. People are jittery and just want to know when it will be over.

ConvertKit has observed this and used it to make their job description more relatable and informative.

 

 

 
Key Takeaways:

 

  1) ConvertKit has added a section for the candidates, walking them through the selection process. It leads to fruitful interview rounds as the candidates can prepare beforehand and polish their skills.

 

  2) The last line of their description, ‘We’re imperfect communicators, so think of our job postings as the starting point for discussion rather than proof that you shouldn’t apply.’ leaves the door open for all candidates to apply and presents the company as humble.

Transparency in your selection process shows better results, and the candidates enjoy a better overall experience.

 

7)Give Breathing Space

 

Sometimes it’s better to convey more in fewer words, especially with something as high-stakes as a job description.

Fiverr excels in this, and here is an example to refer to.

 

 

 

Key Takeaways:

 

   1) Fiverr’s job description is short but still has all the necessary information for the candidates to consider. It has aptly brought the spotlight to all significant points.

 

   2) There is enough white space between each section.

 

   3) And the headings chosen are unambiguous, showing the clear agenda of all sections.

 

8) Turn Your Job Description Into One-stop Destination

 

The longer you keep the candidates engaged in your job description, the more are the chances of them applying. But what happens after they decide to apply?

Let’s look at one of Twitter’s job descriptions to see how to improve the application process.

 

 

 

Key Takeaways:

 

   1) Twitter has added the application form right below the job description instead of redirecting the candidate to a new page. It maintains cohesiveness and makes it easier for candidates to apply.

 

   2) It will also reduce the hassle for the recruiter as only one link has to be shared with candidates to consider the role and take action.

You need to reduce friction between understanding the role and applying for it. And this tip can complete your job description for better results.

9) Allow Your Job Description to Reach the Right Audience 

 

Often your job descriptions will come across a person who might not be the right candidate for the role. Would you leave it as a wasted opportunity?

Cred’s job description can help with this.

 

 

 

Key Takeaways:

 

   1) Cred has added a referral request at the bottom of the job description so that the reader can quickly introduce it to the right candidate. It makes the work easier and boosts the reach of the job description.

 

   2) It has made sharing practical by giving multiple options to the reader, the most popular being LinkedIn, Facebook, Twitter, and email.

 

10) Educate Candidates

A job description can invoke some questions among the candidates and might prevent them from applying.

Though you can’t reach through your screen and address those queries, you can still reduce such hurdles.

Let’s see how CoinSwitch is handling this.

 

 

 

Key Takeaways:

   1) CoinSwitch has added a resource section to its job description. With links to its hot topics, any candidate can better understand the company and role.

 

   2) It can also help candidates prepare better for the role.

You can add similar links to your blogs or your integration documentation if it’s a technical profile.

Conclusion

 

We hope these ten practical tips will help you craft better job descriptions.

Hiring is a crucial process in any organization that directly impacts each department and its productivity, which means you can’t take chances with a half-hearted effort.

And since a job description is the first step in hiring the right candidate, you need to invest in writing one that strengthens your capability and inspires the suitable candidate to take action.

But it’s easier said than done, especially when you are burdened with lots of tasks, each being urgent. Hence, it’s essential to streamline your processes, and automation is a great way to do this.

 

Invest in a good tool that lets you manage your employee referrals and help you boost your offer-to-joining ratio. A proven product like RippleHire can help you with this and transform your current system without any hiccups.

 

The right technology can help you advance your potential and maximize returns on your efforts.