The Leadline Blog

7 Proven Steps to Crafting Job Descriptions That Stand Out

From direct communication to authentic representation, attract top talent effectively with 7 proven steps to level up your job descriptions!

Most Job Descriptions Need an Upgrade

In the competitive world of talent acquisition, writing compelling job descriptions is a crucial skill that can significantly impact the quality and quantity of applicants for a position. A well-crafted job description not only attracts top-tier candidates but also sets clear expectations for both parties involved. As a hiring manager or recruiter, here are some essential tips to help you create job descriptions that stand out and attract the right talent.


Convey expectations directly and with simple language. Even seasoned candidates may not know your internal lingo until they join. Avoid any acronyms that could be internal verbiage; keep it simple. Intimidation detracts quality candidates from applying if they cannot confidently understand the role and the expected tasks. Clarity from the start builds trust. Even if a candidate isn’t the right fit, they leave a positive impression if the job description is informative and understandable.


Market your company’s unique strengths with integrity to yield the best results. Embrace the opportunity to showcase what elevates your workplace above the rest! Be transparent about the specific perks (flexible hours, prime location, unique team outings), opportunities for growth within the company, or a mission-driven culture that sets you apart. Authenticity is key—generic descriptions are easily recognized and dismissed by potential candidates. By earnestly highlighting your true positives, you yield a magnet for talent aligned with those attributes, fostering a perfect match from the onset and enhancing employee satisfaction for the foreseeable future.


Prioritize the core qualities needed for the position. Good candidates expect clarity to pinpoint if a role will be a good fit. Put away the laundry list—as tempting as it can be to list every attribute under the sun of the perfect candidate; it’s better to keep it to the core functions and descriptions needed for the person to succeed in the role you are hiring for. If you overextend the list of ‘must-haves,’ you may find the candidates willing to apply—drop by nearly half. It must be a close match if you plan to recruit or retain.


Represent your company culture realistically. Your job description can double as candidates’ first impression of your organization. Be authentic in representing what your company culture is. What makes your company worth joining? Consider staff videos that talk about the culture at your company and entice candidates to apply. Again, being transparent and honest about what to expect is vital. There is no point in spending the time and money to hire a candidate if they ultimately will not fit into your organization’s work culture.


Communicate whether a candidate seems like a good match. In a perfect world, a job description acts as a two-way filter. A great candidate should be able to read it and immediately understand if their skills and experience align with the core needs of the role. Likewise, you should be able to scan a resume and identify whether someone has the essential qualifications and potential to excel in the position. This clarity saves everyone time and energy, ensuring those who move forward in the hiring process are truly promising matches.


Include any required legal notices or disclosures. Don’t forget to dot the I’s and cross the T’s. We want to be mindful of legal requirements when posting in different locations and jurisdictions and consider how a diverse audience might perceive our message. Thoroughly research legal obligations and cultural sensitivities. Speaking to your legal team (if applicable) will ensure you adhere to specific legal requirements, like posting pay ranges in regions where this is mandated.


Include ways for candidates to engage even if they don’t apply immediately. Use clear call-to-actions that link to your preferred candidate’s actions. Not every candidate will hit the apply button for various reasons—they might not be ready for a change right now or feel slightly underqualified. That doesn’t mean you shouldn’t attempt to get your brand out there and encourage them to keep you in mind for future roles. Consider adding CTAs like:

  1. “Follow us on social media for company updates and new openings.”
  2. “Join our talent community to receive alerts about relevant positions.”
  3. “Learn more about our company culture on our website.”
  4. “Not the perfect fit this time? Refer a friend who might be interested.”

The Winning Formula: Job Descriptions that Attract and Align

Crafting outstanding job descriptions isn’t just about filling roles; it’s about building a team that embodies your company’s values and drives it forward. When you try to convey your culture and expectations honestly, you create a win-win scenario—attracting suitable candidates and setting them and your organization up for long-term success.

Recruit Dynamically

We’ll show you how!

We’ve summarized this post in a downloadable guide: The Leadline Guide to Creating Dynamic Job Descriptions. Click below to save and level up your job descriptions today!