A job description is usually the first real interaction a candidate has with your company — and most of them read like a list of demands rather than an invitation. That mismatch shows up later as a pile of resumes that don't fit, or worse, a shortlist of candidates who accepted an offer expecting something different from what the role actually is.
Start with what the role actually solves
Before listing responsibilities, write one sentence describing the business problem this hire solves. If you can't write that sentence clearly, the description itself will be vague, and vague postings attract vague applicants. This single step also helps recruiters — internal or external — screen far more accurately from day one.
Separate "must-have" from "nice-to-have"
Long unified skill lists discourage strong candidates who meet 70% of requirements from applying at all — a pattern that disproportionately affects women and career-changers. Split requirements into two short, honest lists instead of one intimidating one.
- Must-have: the 3–5 things that make someone unable to do the job without them
- Nice-to-have: skills that would help but can be learned in the first 90 days
Be specific about compensation range and work mode
Vague postings ("competitive salary", "flexible") filter out serious candidates who don't want to waste time. Even a broad band and a clear remote/hybrid/on-site answer meaningfully improves application quality.
End with a real next step
Tell candidates exactly what happens after they apply, and roughly how long it takes. Silence after an application is the single most common candidate complaint we hear, and it's entirely within an employer's control to fix.