How to Write a Job Description?
In a world where the average professional sees hundreds of job postings every week, learning how to write a job description that stands out has never been more important. A poorly written job description becomes invisible noise. An effective job description becomes a magnet for the right candidates and a filter for everyone else.
This comprehensive guide will walk you through how to write an effective job description from scratch, share proven job description tips, reveal what to include in a job description, and give you a completely free job description template you can use today.
Why Most Job Descriptions Fail (And How Yours Won’t)
Before we dive into the “how,” let’s be honest: 7 out of 10 job postings are boring corporate copy-paste disasters. They read like legal documents instead of invitations to an exciting career move.
The result?
- Top candidates swipe past in 7–10 seconds
- You drown in unqualified applications
- Your employer brand takes a quiet hit every time someone rolls their eyes at your posting
A compelling job description flips the script. It speaks directly to the candidate you want, excites them about the role, and sets crystal-clear expectations.
The Ideal Job Description Length in 2025
How long should a job description be?
The data is clear:
- Best-performing postings are 300–700 words (roughly 2,000–4,500 characters)
- Mobile readers abandon anything over 800 words
- Google for Jobs favors concise, structured content
Ideal job description length = long enough to inform, short enough to respect their time.
Step-by-Step: How to Create a Job Description That Actually Works
1. Start with a Searchable, Specific Job Title
Your job title is the headline of your ad. It’s the first (and sometimes only) thing candidates see.
Bad: “Rockstar Ninja Guru Wanted”
Good: “Senior Frontend Engineer (React & TypeScript)”
Better: “Senior Frontend Engineer – React (100% Remote, UTC±3)”
Job title SEO tips:
- Use titles candidates actually search for
- Include level (Junior, Mid-Level, Senior, Lead, Grade 6, etc.)
- Add key technology or focus when relevant
- Avoid internal jargon (“Senior vs Grade 6” confusion kills applications)
Clear job titles for candidates beat clever ones every single time.
2. Write an Attention-Grabbing Job Summary (First 3–5 Sentences)
This is your hook. Answer three questions in the first 100 words:
- Why does this role exist? (Job purpose)
- What will the person actually do day-to-day?
- Why would someone amazing want to work here?
Example opening:
“Are you a data-obsessed marketer who lives for turning insights into revenue? At [Company], we’re building the future of B2B growth, and we need a Senior Growth Marketing Manager to own experimentation, scale winning channels, and directly impact eight-figure ARR.”
3. Present Your Company in 2–4 Authentic Sentences
Skip the “dynamic fast-paced innovative disruptive” buzzword bingo.
Instead, focus on employer branding in job description that feels human:
- One sentence about what you do
- One sentence about why it matters
- One sentence about culture or impact
- Optional: One impressive metric or recent win
Bad: “We are a leading provider of innovative solutions…”
Good: “Since 2019, we’ve helped 8,000+ e-commerce brands increase revenue by an average of 43% using AI-powered personalization.”
4. Be Crystal Clear About Location and Remote Policy
Nothing frustrates candidates more than vague “hybrid” wording.
Use exact job location in job description:
- “New York, NY (Hybrid – 3 days in office)”
- “EMEA – Fully Remote (we have entities in UK, Germany, Poland)”
- “North America – Remote (must be authorized to work in US or Canada)”
Remote job location wording done right prevents 90% of “Is this remote?” emails.
5. Duties and Responsibilities: Be Specific, Not Exhaustive
List 6–10 essential functions job description items. Use action verbs and outcomes.
Instead of:
“Responsible for social media”
Write:
“Own organic LinkedIn and Twitter strategy – growing followers 150% YoY and generating 30% of inbound pipeline”
Prioritize impact over tasks.
6. Qualifications: Required vs Preferred (And How to Reduce Bias)
Split into two clear sections:
Minimum Qualifications (the real must-haves)
- 4+ years shipping production React applications
- Experience with TypeScript and modern state management
- Track record of mentoring junior engineers
Preferred Qualifications (nice-to-have)
- Experience at a Series B–D startup
- Open-source contributions
- Previous remote work experience
Use inclusive language job description principles:
- Gender-neutral job description (avoid “he/him,” “rockstar,” “ninja”)
- Focus on skills, not pedigree when possible
- Consider skills-based hiring entry level roles
7. Knowledge, Skills, and Abilities (KSA) – Get the Level Right
Be precise:
- “Working knowledge of Python” ≠ “Expert-level Python required”
- “Thorough knowledge of GAAP accounting principles”
Knowledge skills and abilities examples done well prevent over- and under-qualified applicants.
8. Education, Experience, Licenses, and Certifications
The eternal debate: degree or no degree?
2025 best practice:
- List education only if truly required (MD, JD, structural engineering, etc.)
- For tech/marketing/sales: replace with “relevant experience or equivalent coursework/projects”
Years of experience wording matters:
Bad: “10+ years required”
Better: “Typically 6–10 years of experience, but we value outcomes over years”
9. Physical Demands and Working Conditions
Don’t skip this – especially for warehouse, healthcare, or field roles.
Include:
- “Ability to lift 50 lbs repeatedly”
- “Frequent travel (40–60%)”
- “Shift work including nights/weekends”
Transparency now prevents problems later.
10. Salary, Benefits, and Perks (Yes, Really)
Pay transparency is table stakes in 2025.
Include:
- Salary range (even if wide)
- Equity (if applicable)
- Key benefits that matter to your audience
Salary in job description increases application rates 30–75% according to LinkedIn data.
For entry level job description, highlight:
- Tuition assistance
- Learning stipend
- Mentorship programs
- Flexible schedule
How to Write Entry-Level Job Descriptions That Attract Gen Z
Recent graduates ignore “3–5 years experience” postings.
Instead:
- Focus on skills not experience
- Accept relevant coursework, personal projects, bootcamps
- Highlight on-the-job learning job description commitment
- Mention tuition assistance job description or student loan help
Example phrasing:
“We’re looking for hungry recent graduates or bootcamp alumni who’ve built real projects with React and want to grow into senior engineers in 2–3 years.”
Advanced Tips: Using AI Without Losing Your Soul
Yes, you can use an AI job description generator or AI-powered job descriptions, but never post raw output.
Best practice:
- Generate a first draft with your favorite job description tool
- Rewrite in your company’s voice
- Run through tools that AI remove bias job description
- Have a human (preferably the hiring manager) approve
FAQs – How to Write a Job Description
Q: How long should a job description be?
A: 300–700 words is the sweet spot. Mobile readers abandon longer postings.
Q: Should I include salary in job descriptions?
A: Yes. Pay transparency laws cover 1 in 4 US workers in 2025, and transparency increases qualified applications dramatically.
Q: What’s the most common mistake in job descriptions?
A: Writing for yourself instead of the candidate. Use “you” language and focus on what they’ll achieve, not internal processes.
Q: Are creative job titles worth it?
A: Rarely. “Chief Happiness Officer” might feel fun internally but confuses external candidates and hurts SEO.
Q: How can I attract more diverse candidates?
A: Use gender-neutral and inclusive language, remove unnecessary requirements (especially degrees), highlight flexible work, and feature diverse employees in your branding.
Q: Should entry-level roles require experience?
A: No. Focus on potential, coursework, projects, and eagerness to learn. “0–2 years” is fine; “3–5 years for entry-level” is nonsense.
Q: Is it okay to use AI to write job descriptions?
A: Yes for drafts, no for final versions. Always customize heavily and remove robotic phrasing.
Mastering how to write a good job description is one of the highest-ROI skills in recruiting. Do it well, and you’ll spend less time screening and more time interviewing amazing people who can’t wait to work with you.
Now go write that job description that attracts top talent — your future best hire is waiting.
