Best Practices: Writing a Great Job Description

Great job descriptions attract great candidates. A well-written posting not only explains the role but also helps candidates understand your organization, your culture, and why they should apply.

Use the outline below as a guide when creating new job descriptions.

Company Overview

Start by introducing your organization.

Include information such as:

• What your company does.
• Your mission or future goals.
• The problems your organization is solving.
• What makes your company culture unique or meaningful.
• Why someone would enjoy working at your organization.

This section helps candidates understand who you are before learning about the role itself.

Job Summary

Provide a high-level overview of the position.

Consider including:

• The day-to-day responsibilities of the role.
• The department the position belongs to.
• Who the employee will work with regularly (customers, coworkers, managers, or cross-functional teams).
• The overall purpose of the position.

The summary should give candidates a clear understanding of what the role involves before they review the detailed responsibilities.

Critical Functions

Describe the primary responsibilities and expectations of the role.

Include information such as:

• The core duties of the position.
• How the role contributes to company goals.
• The impact this employee will have on the organization.
• The value the position provides to customers, teammates, or the business.

Job Requirements

Clearly distinguish between required and preferred qualifications whenever possible.

Examples include:

• Education
• Professional experience
• Technical knowledge
• Required skills

• Travel requirements (if applicable)

  Equipment used on the job (if applicable)

  • Software
  • Heavy machinery
  • Other specialized equipment

Providing clear requirements helps candidates determine whether they are a good fit before applying.

Benefits and Perks

Help candidates understand what your organization offers by including information such as:

• Salary range
• Health insurance
• Retirement benefits (such as a 401(k), where applicable)
• Vacation or paid time off
• Other company benefits and perks
• What makes your organization unique as an employer

Candidates are often evaluating multiple opportunities, so highlighting your benefits can make your posting more competitive.

Common Mistakes to Avoid

Listing Only Duties and Requirements

Avoid creating a job description that is simply a list of responsibilities and qualifications.

Instead, make your posting engaging by explaining:

• Why the role matters.
• Why your organization is a great place to work.
• What candidates can expect if they join your team.

Remember that a job description is also an opportunity to introduce your company and attract strong applicants.

Omitting the Salary Range

Job postings that do not include salary information may receive fewer applicants.

Including a salary range helps candidates determine whether the opportunity aligns with their expectations before applying.

Leaving Out Benefits

If your organization offers benefits or unique perks, be sure to include them.

Examples include:

• Health insurance
• Equipment or travel stipends
• Employee discounts
• Paid time off
• Other valuable benefits

Candidates often compare benefits alongside compensation when evaluating opportunities.

Failing to Sell Your Company

Candidates want work that is meaningful and employers they can feel excited about.

Help your organization stand out by:

• Writing with enthusiasm.
• Highlighting what makes your workplace unique.
• Sharing what employees enjoy about working at your organization.
• Including employee testimonials or similar content when appropriate.

A compelling job description helps candidates understand not only what they'll be doing, but also why they'll want to do it with your organization.