How to write a job description that attracts qualified candidates
A clear job description brings in fewer, better applications. Here is what to include, what to cut and how to keep it fair and searchable.
A job description is often the first thing a candidate reads about your company. A clear one attracts people who fit the role and helps the rest decide not to apply, which saves your team screening time.
Use a title people search for
Candidates and job boards search for standard titles. "QA Automation Engineer" will be found far more often than "Quality Ninja". Add the level if it matters, such as Senior or Lead, and keep internal grade codes out of the title.
Open with the purpose of the role
In two or three sentences, explain what the person will work on and why it matters to the business. Candidates decide in seconds whether to keep reading.
Separate must-haves from nice-to-haves
Long requirement lists put off strong candidates who meet most but not all of them. Keep the must-have list short and honest.
- Must have: the skills someone needs on day one.
- Nice to have: skills they can learn on the job or that would be a bonus.
- Avoid asking for years of experience in a tool that is newer than the number of years you ask for.
Describe the day-to-day work
List four to six main responsibilities in plain language. Mention the tools, team size and who the role reports to. Specifics help the right candidates picture themselves in the job.
Be clear about the practical details
- Location and work arrangement: on-site, hybrid (how many days) or remote.
- Employment type: full-time, contract or contract-to-hire.
- Pay range, where you can share it. Several US states and cities require pay ranges in job postings, so check the rules where you hire.
- Any travel, shift or security clearance requirements.
Keep it fair and inclusive
Use neutral language and focus on skills rather than personal traits. Avoid phrases that suggest an age group, such as "digital native", and include your equal opportunity statement.
Make the next step obvious
End with how to apply and what happens after. Candidates appreciate knowing the stages and roughly when they will hear back.
If you are hiring IT or non-IT talent, our recruitment team can help you shape the brief and send you screened candidates.
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