You’re all set to get out there and make that new hire. They will be a great addition to the team and certainly take your organization to another level. You know what you’re looking for and you know there are candidates out there that have the right tools. All you have to do is reach out in a compelling way to attract these people.

Step one in this process is creating a captivating job description. One that will make candidates think they were born for this job.

But this is easier said than done and the truth is most companies don’t put as much time and effort as they should into creating the right job descriptions. To create a nice description that’s going to stop candidates in their tracks when they see it requires a detailed, strategic approach.

Here are the main elements of creating a stellar job description.


Some Background on Your Company

In a paragraph or two, go over the essentials of your company. To really gain the attention of candidates, use wording and language that you know will speak to them. This varies depending on industry and the specific role involved. If you can capture the tone and type of language your ideal candidate will relate to, you’ll do a great job of capturing their attention right off the bat.


Summary of the Job

Keep to one paragraph and be sure to include a captivating job title and the primary goal or mission of the role. You don’t want there to be any guessing games. Also include 2 or 3 primary functions of the job along with the team the person will be working with, if applicable.


What They’ll Be Doing Day-to-Day

In one or two paragraphs follow the summary with details on what the person will be doing on a daily basis. Similar to a resume, you want to use action words like “creating” “developing” and “managing”. Also realize what top candidates are looking for most in a job. Things like developing professionally and making an impact are usually high on their lists.


What You’re Looking for in the Ideal Candidate

Now that you’ve covered your company and what you have to offer, it’s time to lay out what you are looking for. In 2-3 paragraphs cover what is required such as skills, strengths/talents, experience and background, such as academic or certifications.



It’s not ideal to give a single salary, unless you have to. You’d be better suited giving a salary range the candidate can expect. Note that experience and skill set will directly impact the starting salary. Along with compensation, of course, you should include benefit packages along with other perks, such as career development opportunities.


Instructions on How to Apply

Last but certainly not least! Be clear on how candidates can get their information to you. Include how they should submit their resume and information, whether it be through email or a website portal. Also be clear about the next steps and the dates they will occur.

Once you have all this set up, be sure to pass it along to other members of your organization to make sure everything is laid out perfectly to help you find that ideal candidate.