Knowing how to write a job description well is one of the most underrated hiring skills. A poorly written posting attracts the wrong people, drives away the right ones, and sets a bad first impression of your company — before a single interview takes place.
The good news is that the fix is not complicated. Clear, honest, human writing outperforms polished corporate language every time. Here is how to do it right.
How to Write a Job Description: Lead with the Work, Not the Company
Most job postings open with two paragraphs about the company — its mission, its values, its exciting growth trajectory. Candidates skip these. They are here to find out about the job, not read a press release.
Open with the role itself. What does this person actually do? What problems do they solve? What will they be working on in their first 90 days? A posting that answers these questions in the first paragraph immediately earns more attention than one that leads with “we are a dynamic, fast-paced organization.”
Be Specific and Honest About Requirements
Requirements sections tend to fall into one of two traps: too long (every possible nice-to-have crammed in, making the role look impossible) or too vague (so generic that anyone could apply — and does). Neither produces good candidates.
List what someone genuinely must have to do the job on day one. Separate that clearly from what would be a bonus. Then ask honestly whether each requirement is actually necessary. If a four-year degree is listed but your best current employees in similar roles do not have one, the requirement is not serving you.
Always Include a Salary Range
Pay transparency is now expected by most candidates — and legally required in a growing number of jurisdictions. Postings that include a salary range attract more applicants and better-matched ones, because candidates can self-select rather than finding out at the offer stage that the numbers do not work.
If you are hesitant because you want flexibility in negotiation, consider what withholding the range actually costs: candidates who assume the worst, wasted time on both sides, and a signal that your company lacks transparency. A range — even a wide one — is better than nothing.
Use the Job Title People Actually Search For
Creative job titles feel distinctive from the inside. From the outside, they are invisible. Candidates search for the terms they know: “operations manager,” “senior accountant,” “software engineer.” If your title does not match what your ideal candidate types into a search bar, your posting may never appear in their results.
The same logic applies to the body of the posting. Use industry-standard language, not internal jargon. If the industry says “talent acquisition,” do not write “people finding.” Searchability matters more than creativity in a job title.
End with a Reason to Be Excited About Applying
Most postings end with “please send your resume to…” That is an instruction. Before you give it, give the candidate a reason to follow through.
Write a short, honest paragraph about why this is a genuinely good opportunity. What has the last person in this role gone on to do? What does growth look like here? What makes the team worth joining? This does not need to be long. It needs to be real — and it will make a measurable difference in the quality of applications you receive.
Your job description is the first impression a candidate has of your company. It should read like one worth making. If your postings are not producing the caliber of candidates you need, CPG Incorporated can help — from reviewing your current approach to running the full search. Get in touch today.