Hiring • 9 MIN READ
Better Job Descriptions, Better Hires: 5 Examples to Improve Your Process
APR 7, 2026
A job description is your first communication with a candidate. Here is how to write one that attracts the right people and sets clear expectations.
Why most job descriptions underperform
The typical job description is a laundry list of duties and requirements copied from an old version of the same role, inflated with desirable-sounding skills, and formatted in dense bullet points. It tells the candidate what the company needs but almost nothing about what the candidate gets. It uses jargon that insiders understand but outsiders do not. And it often demands qualifications that are not genuinely necessary, a practice that has been shown to disproportionately deter women and underrepresented candidates from applying.
What a great job description includes
A great job description includes: a compelling one-paragraph overview of the role and why it matters; three to five specific outcomes the successful candidate will deliver in their first year (not duties, but results); the genuine must-have criteria for the role (four to six, not twelve to fifteen); the salary range; the working pattern and location; and a brief, honest description of the team, culture, and growth opportunity. Lead with what the candidate gains, not what the company needs.
The importance of inclusive language
Research from Textio and other language analysis tools has shown that certain words and phrases in job descriptions consistently deter women and ethnic minority candidates: 'rockstar', 'ninja', 'aggressive', 'dominant', 'fast-paced environment' (code for overwork), and unnecessarily gendered terms all reduce application diversity. Require experience only where it is genuinely necessary; preferred criteria should be listed separately from essential criteria. Removing unnecessary degree requirements has been shown to significantly increase application volume from underrepresented groups without reducing quality of hire.
Review and refresh regularly
Job descriptions should be treated as live documents, reviewed before every recruitment campaign and updated whenever the role changes significantly. A job description for a 'Digital Marketing Manager' written in 2019 will miss AI-related skills, new platforms, and evolved expectations entirely. Build a regular review cycle into your HR calendar, and require hiring managers to sign off on an updated job description before any vacancy is approved to advertise.
