write-job-description

Write Job Description

Craft a clear, inclusive job description that attracts qualified candidates and sets accurate role expectations.

Why This Is Best Practice

Adopted by: Google, LinkedIn, Salesforce, Airbnb, and organizations using structured hiring Impact: LinkedIn data shows job postings with clear requirements receive 14% more applications; postings with inclusive language attract 42% more applicants from underrepresented groups. SHRM reports unclear JDs are a top cause of mis-hires, which cost 50–200% of annual salary. Why best: Structured JDs reduce bias in screening by focusing on observable skills over proxies (degree requirements), and clearly defined responsibilities reduce early attrition caused by expectation mismatch.

Sources: SHRM Job Description Writing Guide (2022); O*NET OnLine (US DOL); LinkedIn "Global Talent Trends" (2023)

Steps

1. Gather role inputs — interview the hiring manager on: daily responsibilities, success metrics at 90 days/1 year, top 3 must-have skills, team structure, and growth trajectory.

2. Write a compelling job title — use standard market titles (search O*NET or LinkedIn for benchmarks). Avoid internal jargon (e.g., "Ninja," "Rockstar," "Level 4 Associate II").

3. Draft the role summary — 2–4 sentences covering: what the team does, what this role owns, and why it matters. Lead with impact, not org chart position.

4. List key responsibilities — use 5–8 bullet points starting with action verbs (design, own, lead, analyze). Order by time allocation (most frequent first). Avoid laundry lists of 20+ items.

5. Define requirements — separate must-haves (minimum qualifications) from nice-to-haves (preferred). Audit each requirement: is a degree truly required, or is equivalent experience acceptable? Eliminate credential inflation.

6. Add compensation range — include salary band and equity/bonus structure. Postings with salary transparency receive 30% more applications (LinkedIn 2023). Required by law in many jurisdictions.

7. Describe the team and culture — 2–3 sentences on team size, work style (sync/async, remote/hybrid), and what makes the environment distinctive. Be accurate, not aspirational.

8. Write the benefits section — list concrete benefits: health insurance, PTO policy, 401k match, learning budget, parental leave. Avoid vague phrases like "competitive benefits."

9. Audit for inclusion — run through a bias checker (Textio, Gender Decoder). Remove gendered language ("dominant," "aggressive"), unnecessary degree requirements, and age-coded terms.

10. Get legal and compliance review — ensure ADA accommodation language is present; confirm requirements comply with EEOC guidelines; add required EEO statement.

Rules

• Every requirement must be justified by actual job necessity — not inertia or credential preference.
• Never write requirements that screen out protected classes without business necessity.
• Keep total length under 600 words — longer JDs reduce application rates.
• Use second person ("You will…") to make the role feel accessible.
• Update JDs before each re-post; stale descriptions signal organizational dysfunction.

Common Mistakes

• Copying the previous JD — roles evolve; outdated requirements screen out the right candidates.
• Listing every possible task — exhaustive lists overwhelm candidates and obscure priorities.
• Requiring degrees by default — excludes skilled candidates and may be unlawful in some US states.
• Burying compensation — top candidates filter on compensation early; hiding it wastes both parties' time.

When NOT to Use

• Confidential backfill where the incumbent is unaware (use a recruiter-only brief instead)
• Exploratory headcount where the role scope is not yet defined
• Internal lateral moves where the role is already understood by the candidate pool