3 Ways to Make Your Job Descriptions Stand Out

17 Jul 3 Ways to Make Your Job Descriptions Stand Out

Make your job descriptions listings stand out optimize Accuro Raleigh, NC

Writing job descriptions is a daunting task, especially since they’ll be competing for applicants’ attention alongside countless other listings. These tips can help your career opportunities stand out to qualified candidates.

1. Include Compelling Details

Dare to stray from your standard job description format. There is a lot of competition for top talent, so it’s important to show a little personality to differentiate your job post from other listings. There are a few ways to accomplish this:  

  • Open with a hook. Instead of immediately diving into rigid details and a list of responsibilities, try to include a line or two about why they should be considering this opportunity in the first place. Rather than leading with, “We are a tech company seeking qualified full stack developers,” invite readers in with a question like, “Ready to lead the development of an emerging technology in the heart of a big city?” This creates an emotional pull and allows the potential candidate to recognize the larger impact of the position.

  • Explain who the selected candidate will be working with. Details about how the role fits in with the rest of the group makes the opportunity more tangible to the potential applicant. If it’s a collaborative role that involves leading a team or participating in brainstorming sessions, say so! If they’ll be reporting to an important position, such as the CFO, this can also make the job more appealing.

  • Include unique opportunities and relevant benefits. Of course, it’s a no-brainer to give details about health insurance and vacation time, but think about what matters to the specific role. For instance, if your company is hiring a graphic designer, it’s pertinent for the applicant to know whether they’ll have access to tools like a Macbook or Adobe Creative Suite. Other unique benefits and opportunities may include paid conference attendance, free breakfasts, flexible work schedules, a downtown parking pass, etc.


2. Optimize Your Employer Brand

Always expect potential candidates to research your company. Specifically, expect them to check out your company page- that is, if you have one. There are plenty of ways to showcase your organization’s values and unique culture:

  • Differentiate from the competition. Odds are, top candidates are considering a number of opportunities. Explain how your mission, products/services, and work environment are unique and desirable. Also, be sure to include how your organization supports individual career growth and employee engagement.

  • Feature career-specific social media accounts. Just like websites may feature a career page, many companies also create social media accounts specifically for current and potential employees. Doing so can connect and engage current employees, create an outlet for less “corporate” posts, and provide an inside look at your company culture. A great example of this is Red Hat’s employee-focused Instagram account, @redhatjobsNotice how Red Hat features teams from all over the world, highlights group outings and events, and draws attention to the accomplishments of  individual employees.

  • Make it personal. Include engaging content like photos of your cool office space, videos of your team at work, and employee quotes, stories and biographies. Some great career pages to draw inspiration from are Rivers Agency’s engaging culture page and Cree’s informative career FAQ page.

3. Be the Industry Expert

Prove to job seekers that your company has a clear understanding of what the role will entail. Not only does this set expectations for both parties, but it also helps potential candidates highlight their most relevant skills when applying or interviewing for the position.

  • Choose a fitting job title. In this instance, it’s okay to be boring. While “Chief People Officer” might sound catchy, it is unlikely that candidates will type this into a search engine. Instead, save the quirky language for your job descriptions and/or your career page. However, you do not want to be too vague either. If a specific skill set is required for a majority of tasks, including this in the job title will help attract qualified talent. For instance, say “Java Developer” rather than “Web Developer,” or “Animation Art Director” rather than “Art Director.”

  • Use the right language. Those with relevant skills will be searching for specific keywords and industry jargon, so be sure to incorporate these wherever possible in your job description. It helps to consult with people who have the most knowledge about the role, even if they aren’t the ones writing the job description. They can help ensure the information is accurate and that you are not missing any details.   

By using these guidelines to create job descriptions and career pages, you’ll discover a larger pool of desirable applicants. Remember: high quality candidates respond to high quality job descriptions!

Accuro’s Talent Services

In need of recruiting assistance? Along with advertising your company’s career openings on our website and job boards, Accuro‘s expert recruiting team performs strategic searches for top talent and hand selects the best of the best for each role. Contact us today to learn more about how we can provide strategic staffing, executive search and contingent workforce solutions for your organization.

Jennifer Asciutto

Jennifer Asciutto is head of Marketing & Communications at Accuro. You may contact her at jenny@accurogroup.com for information about promotions, editorial pieces and events.