How to Attract More Applicants Using Better Job Descriptions (Hiring Questions for Managers)

What are the most effective and easiest ways to improve job descriptions? Following these best practices makes you much more likely to attract more qualified applicants.

Create a strong job title: It needs to be clear, concise, and accurately reflect the role. It should be a title that is often searched by job seekers online.
Use an engaging opening statement: Use a short introduction that showcases the role’s significance within your company and talk about how it impacts organizational success overall.
Clearly and accurately outline job duties: List the key responsibilities. Using action verbs and bullet points makes them more enticing to read.
Specify qualifications and skills: What education, experience, and skills are you seeking? Be thorough and specific, but don’t overwhelm job seekers.
Showcase your company’s values: When you share your company’s mission and describe the culture, it helps you attract the right people and repels others who don’t share your company’s values.
Describe growth opportunities and unique benefits: Highlight the fantastic benefits offered by your organization (e.g., flexible working hours, remote work, health benefits, or stock options), as well as opportunities for growth and advancement.
Use inclusive language: Avoid using gendered and age-related terms and other language that might indicate potential biases.
Be open and forthcoming when describing the application process: Outline the steps and share a timeline if possible. Applicants seem to appreciate it when they are told what to expect.
Demonstrate professionalism: Proofread and edit to avoid embarrassing mistakes that reflect poorly on your company.
Please keep it simple: Avoid unnecessarily long, dull, or complex jargon. Make it easy for applicants to understand the role quickly.

Reviewing and updating your job descriptions from time to time is a good idea. Make sure they remain accurate and relevant. When appropriately executed, these tips will likely help you attract many more of your ideal applicants.

Once you have a pipeline of quality applicants, your next challenge is simply to pick the best and avoid the worst. Job applicant screening should not be a “hire and hope” proposition. If you’re looking for applicant screening methods and employee screening procedures that can improve how hiring managers make decisions, then take the Workforce Alchemy Challenge at WorkforceAlchemy.com.

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