Use an Inclusive Tone
Avoid gendered language or industry jargon that may alienate candidates.
Use phrases like "you will" instead of "the candidate" to create a more personal connection.
Highlight the company’s commitment to diversity, equity, and inclusion (DEI) in a dedicated section.
Be Clear and Concise
Keep job descriptions between 300-700 words to maintain readability.
Break down responsibilities and qualifications into bulleted lists for easier scanning.
Use plain language to ensure comprehension across diverse audiences.
Structure the Job Description Effectively
Job Title: Be specific and avoid creative titles that may confuse (e.g., "Marketing Ninja").
Introduction: Provide a brief summary of the role, its impact, and how it fits into the company.
Responsibilities: Use action verbs to describe key tasks (e.g., "Collaborate with cross-functional teams to...").
Qualifications: Divide into "Required" and "Preferred" qualifications to differentiate must-haves from nice-to-haves.
Benefits: Highlight unique perks and include salary range if possible to build trust and transparency.
Highlight Growth Opportunities
Emphasize how the role supports career development, such as training programs, certifications, or mentorship.
Outline how success will be measured and recognized.
Focus on Outcomes
Instead of listing tasks, describe the outcomes and goals associated with the role. For example:
Task: “Manage social media accounts.”
Outcome: “Increase engagement rates by 15% across social platforms.”
Be Specific with Requirements
Use precise qualifications to avoid discouraging applicants unnecessarily. For instance:
Avoid: “5+ years of experience required.”
Use: “Experience managing large projects (typically 5+ years).”
Specify technical skills or certifications clearly.
Reduce Bias
Avoid phrases like “fast-paced environment” or “rockstar” that may deter candidates.
Use tools or guidelines to review the description for implicit bias.