Write Job Description

---
name: write-job-description
description: Use when creating or improving a job posting, role description, or position specification to attract qualified candidates
source: SHRM job description writing guidelines; O*NET occupational classification system (US DOL); LinkedIn talent insights best practices for job postings
tags: [hr, recruiting, hiring, talent-acquisition, writing]
verified: true
---

# Write Job Description

Craft a clear, inclusive job description that attracts qualified candidates and sets accurate role expectations.

## Why This Is Best Practice

**Adopted by:** Google, LinkedIn, Salesforce, Airbnb, and organizations using structured hiring
**Impact:** LinkedIn data shows job postings with clear requirements receive 14% more applications; postings with inclusive language attract 42% more applicants from underrepresented groups. SHRM reports unclear JDs are a top cause of mis-hires, which cost 50–200% of annual salary.
**Why best:** Structured JDs reduce bias in screening by focusing on observable skills over proxies (degree requirements), and clearly defined responsibilities reduce early attrition caused by expectation mismatch.

Sources: SHRM Job Description Writing Guide (2022); O*NET OnLine (US DOL); LinkedIn "Global Talent Trends" (2023)

## Steps

1. **Gather role inputs** — interview the hiring manager on: daily responsibilities, success metrics at 90 days/1 year, top 3 must-have skills, team structure, and growth trajectory.

2. **Write a compelling job title** — use standard market titles (search O*NET or LinkedIn for benchmarks). Avoid internal jargon (e.g., "Ninja," "Rockstar," "Level 4 Associate II").

3. **Draft the role summary** — 2–4 sentences covering: what the team does, what this role owns, and why it matters. Lead with impact, not org chart position.

4. **List key responsibilities** — use 5–8 bullet points starting with action verbs (design, own, lead, analyze). Order by time allocation (most frequent first). Avoid laundry lists of 20+ items.

5. **Define requirements** — separate must-haves (minimum qualifications) from nice-to-haves (preferred). Audit each requirement: is a degree truly required, or is equivalent experience acceptable? Eliminate credential inflation.

6. **Add compensation range** — include salary band and equity/bonus structure. Postings with salary transparency receive 30% more applications (LinkedIn 2023). Required by law in many jurisdictions.

7. **Describe the team and culture** — 2–3 sentences on team size, work style (sync/async, remote/hybrid), and what makes the environment distinctive. Be accurate, not aspirational.

8. **Write the benefits section** — list concrete benefits: health insurance, PTO policy, 401k match, learning budget, parental leave. Avoid vague phrases like "competitive benefits."

9. **Audit for inclusion** — run through a bias checker (Textio, Gender Decoder). Remove gendered language ("dominant," "aggressive"), unnecessary degree requirements, and age-coded terms.

10. **Get legal and compliance review** — ensure ADA accommodation language is present; confirm requirements comply with EEOC guidelines; add required EEO statement.

## Rules

- Every requirement must be justified by actual job necessity — not inertia or credential preference.
- Never write requirements that screen out protected classes without business necessity.
- Keep total length under 600 words — longer JDs reduce application rates.
- Use second person ("You will…") to make the role feel accessible.
- Update JDs before each re-post; stale descriptions signal organizational dysfunction.

## Common Mistakes

- **Copying the previous JD** — roles evolve; outdated requirements screen out the right candidates.
- **Listing every possible task** — exhaustive lists overwhelm candidates and obscure priorities.
- **Requiring degrees by default** — excludes skilled candidates and may be unlawful in some US states.
- **Burying compensation** — top candidates filter on compensation early; hiding it wastes both parties' time.

## When NOT to Use

- Confidential backfill where the incumbent is unaware (use a recruiter-only brief instead)
- Exploratory headcount where the role scope is not yet defined
- Internal lateral moves where the role is already understood by the candidate pool