Most job descriptions look remarkably similar. They feature a job title, a salary if the employer is transparent, a list of responsibilities copied from a previous advert, and a long list of requirements that often describes the ideal candidate rather than the person actually needed for the role.
Then employers wonder why they receive applications from candidates who aren’t the right fit.
At Resolve Recruitment Services, we believe a good job description is about more than filling space on a job board. It is about clarity, accuracy and attracting the right people.
The goal isn’t to generate hundreds of applications. It’s to make the right candidates read the description and think, “That’s me.”
Start With the Reality of the Role
A strong job description should explain what the successful candidate will actually be doing day to day.
Rather than relying on generic responsibilities, describe the reality of the position. What will their typical day look like? Who will they work with? What are the key priorities? What challenges will they face?
The more specific you can be, the easier it becomes for experienced candidates to decide whether the opportunity is right for them.
Consider the environment too. Whether you’re recruiting for care, driving, logistics, office support, sales, industrial or another sector, details such as team size, workload, shift patterns, customer interaction and working environment can make a significant difference.
Describe the Culture, Not Just the Conditions
Salary, hours and location are important, but they’re only part of the decision.
Candidates also want to understand what it’s like to work for you.
Is the team supportive? Is there structured training? Are there opportunities for progression? Is the environment fast-paced, customer-focused, hands-on or highly structured?
These details can make your vacancy stand out from similar roles.
And if the job is demanding, be honest about it. Setting realistic expectations from the beginning helps attract candidates who are genuinely suited to the role and reduces the likelihood of people leaving shortly after starting.
Be Clear About Salary and Benefits
Salary remains one of the most important factors for jobseekers.
Where possible, include a clear salary or hourly rate rather than simply saying “competitive salary” or “depending on experience.”
Candidates want to know whether an opportunity is worth pursuing before investing time in an application.
Don’t forget to highlight other benefits too, such as:
Overtime opportunities
Shift enhancements
Bonuses
Training and qualifications
Career progression
Flexible working
Holiday entitlement
Employee discounts
Pension and other benefits
The more useful information you provide, the better positioned candidates are to make an informed decision.
Requirements vs. Desirable Skills
One of the biggest mistakes employers make is turning their requirements section into a wish list.
Ask yourself: What does someone genuinely need to do this job successfully?
Separate essential requirements from desirable experience.
For example, a particular qualification, licence or level of experience may genuinely be essential. Other skills might simply be advantageous.
Being realistic doesn’t mean lowering your standards. It means making sure you’re not unintentionally excluding strong candidates who could excel in the role.
Tell Candidates What a Good Application Looks Like
If there’s something specific you’d like to see from applicants, tell them.
Perhaps you want candidates to explain their relevant experience, provide examples of previous work or highlight particular qualifications.
Clear instructions make the recruitment process easier for everyone and can also give you an early indication of a candidate’s ability to follow instructions and communicate effectively.
The Test of a Good Job Description
There’s a simple test:
Could this job description belong to any company?
If the answer is yes, it probably needs more detail.
A strong job description should give candidates a genuine understanding of the role, company, team, expectations and opportunity.
At Resolve Recruitment Services, we understand that attracting the right candidate starts with understanding the role properly.
Whether you’re recruiting for a single vacancy or need ongoing support with your recruitment, our experienced team can help you define the role, reach the right candidates and manage the recruitment process from start to finish.
Looking for your next hire? Talk to Resolve Recruitment Services today.
