{"id":11834,"date":"2020-03-03T00:00:00","date_gmt":"2020-03-03T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/blog\/the-talent-scout-episode-4-how-to-write-job-descriptions-that-work\/"},"modified":"2026-06-19T03:13:56","modified_gmt":"2026-06-19T03:13:56","slug":"the-talent-scout-episode-4-how-to-write-job-descriptions-that-work","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/us\/blog\/the-talent-scout-episode-4-how-to-write-job-descriptions-that-work\/","title":{"rendered":"The Talent Scout Episode 4: How to Write Job Descriptions that Work"},"content":{"rendered":"<div style=\"width: 100%; height: 170px; margin-bottom: 20px; border-radius: 10px; overflow: hidden;\"><iframe style=\"width: 100%; height: 170px;\" src=\"https:\/\/player.captivate.fm\/episode\/74e34074-0416-4838-a672-645f49e69820\" frameborder=\"no\" scrolling=\"no\" seamless=\"\"><\/iframe><\/div>\n<p>How many times have you read a job description and thought, purely based on the words on the page, this is the company for me. Better yet, how many times have you read a job description and not found yourself either skimming through the words or daydreaming. I\u2019d be willing to bet that for 90% of you the answer is never!<\/p>\n<p>On the whole recruiters and hiring managers spend next to no time developing their job descriptions, and once they have a template that seems to be working moderately well they copy and paste it to death for all of their roles. So why should we expect candidates to be interested and excited about working for us when we put so little effort into our first communication with them?<\/p>\n<p>I remember once, I had a client that had been using the same old copy on all of their roles for years before I started working with them. How they chose to describe their company was a breakdown of stats, figures, and stock market information which if you knew how to read it did pretty accurately demonstrate their success. To me, this is a great example of one size of job description not fitting all candidates. I can see this sort of job description really appealing to senior executive-level roles and maybe roles in the realm of finance, legal, and procurement. But outside of that, the text isn\u2019t engaging. Which brings me on to my first tip when it comes to job descriptions, know your audience.<\/p>\n<h2>Tip one: Know your audience.<\/h2>\n<p>If you primarily recruit in 3 main areas such as sales, engineers, and finance; then you should have three different styles of job descriptions to find your ideal candidate in each of those fields. I\u2019ll not lie, this is a time-consuming undertaking but once you crack it the rewards are so worthwhile.<\/p>\n<p>Think of it this way. A sales candidate probably is more interested in what your company sells and it\u2019s place in the market than a detailed breakdown of your organization\u2019s history. If you\u2019re hiring engineers they may not care a huge amount about your end product but you know what does engage engineers? It\u2019s knowing what some of the projects they\u2019re going to be involved in is.<\/p>\n<p>If you\u2019re looking for field staff then a detailed breakdown of your office culture isn\u2019t going to be overly relevant. Equally, if you\u2019re hiring office-based staff then how you treat your employees and what it\u2019s like to be part of your office probably is hugely relevant.<\/p>\n<p>Recruitment is no longer about throwing a job description into the void. <strong>It\u2019s about crafting a message that speaks to your target audience.<\/strong><\/p>\n<p>Ok, so you\u2019ve got the company descriptions tailored to your target audience. Now what? Well next is where authenticity comes into play.<\/p>\n<h3>Tip 2: Own your authenticity<\/h3>\n<p>To write an effective job description, you need to engage your candidates but also speak honestly about the role. Don\u2019t say you\u2019re growing and going places if neither your headcount or revenue has increased in the last year. Find your selling point and your truth and I can assure you it will make your job descriptions better and get you better candidates who are going to fit your organization\u2019s culture.<\/p>\n<p>We often say internally at Scout to describe the role as you would describe it to a close friend. That might be a little bit uncomfortable for some if you\u2019ve gone through some rough transitions or if the role is a tough one. But there are ways to do it without scaring your candidates away.<\/p>\n<p>A good example of this is if you\u2019ve had some bad managers that have now left the company then you may as well talk to this in your job description because most likely a potential candidate will google you and see the truth for themselves. So, own it and say something like \u2013<em> \u2018This role will be supported by our brand new management team that are making some exciting changes in our company.\u2019<\/em><\/p>\n<p>You can be honest and authentic without obliterating your chances of appealing to a candidate.<\/p>\n<p>So now you\u2019ve got some engaging text about your company and it reads authentically. What\u2019s next? Well that\u2019s where benefits and salary come into play.<\/p>\n<h4>Tip 3: Use your Salary and Benefits<\/h4>\n<p>Doing something over and over again and expecting a different result is madness. We\u2019ve been posting \u201cHighly competitive salary\/compensation\u201d for years now, it\u2019s time to try something different and actually advertise a competitive salary.<\/p>\n<p>If you don\u2019t know how competitive your salary is then there are ways to check. Indeed and Glassdoor both offer free salary comparison tools in Canada that allow you to get an average salary for a role in a specific location.<\/p>\n<p>If your salary isn\u2019t more competitive than your competitors and you can\u2019t change it for whatever reason, then this is where you\u2019ll need to step your benefits up. There are a lot of benefits that you can\u2019t control but there are definitely things you can control. Increasing vacation or offering more flexible hours is something that every organization can do and it can be very effective selling point.<\/p>\n<p>So what\u2019s next. You\u2019ve now got the great copy, it sounds authentic to your organization, you\u2019re advertising your salary and benefits, because they\u2019re no good to you as a marketing tool if no one knows what they look like, now it\u2019s responsibilities and qualifications.<\/p>\n<h4>Tip 4: The role of responsibilities and qualifications<\/h4>\n<p>I don\u2019t know who decided that the responsibilities and qualifications sections of a job description should be two really long lists, but that seems to be the norm. And it is so boring. Nothing makes candidates switch off faster than long lists.<\/p>\n<p>Again, look at your job descriptions and your target audience. If you\u2019re hiring a salesperson then they don\u2019t necessarily need a long list of forced responsibilities:<br \/>\n\u2022 generate leads<br \/>\n\u2022 manage accounts<br \/>\n\u2022 cold call customers<br \/>\n\u2022 use a CRM<\/p>\n<p>That could all be a short concise paragraph instead. Don\u2019t bore your potential candidates with a long list of responsibilities they\u2019re likely not even going to properly read. Keep it short and only include either the most interesting aspects of the role or things that wouldn\u2019t be typical for that field. Keep it engaging and relevant rather than creating a list for the sake of a list.<\/p>\n<p>That statement goes double for qualifications. We all really need to start interrogating the experience we\u2019re looking for and not just arbitrally picking a number out of the air. The amount of times I\u2019ve seen \u2018must have 10 years experience\u2019 on a job description and wondered well what about 9 or 8 years of experience. They could be great as well but based on your job description it\u2019s only in their 10th year of experience that they have the necessary experience for your role. It doesn\u2019t really make sense, does it? Especially in a candidate market where the top talent is only getting scarcer each year.<\/p>\n<p>Take all of this, or even some of this, onboard and I guarantee you\u2019ll see a change in the type of candidates that apply to you. Your job description is your first contact with potential candidates, make it work for you.<\/p>\n<p><span style=\"font-weight: 400;\">If you would like to find out more about how Scout Talent can help you improve your candidate attraction strategies in ways like this, reach out to us at <\/span><a href=\"mailto:hello@scouttalent.ca\"><span style=\"font-weight: 400;\">hello@scouttalent.ca<\/span><\/a><span style=\"font-weight: 400;\"> or click the button below.<\/span><\/p>\n<p><a class=\"btn btn-primary wysiwyg-btn\" href=\"https:\/\/scouttalent.ca\/contact\/\">Learn More<\/a><\/p>\n<p><script async src=\"https:\/\/553afce962d341ef9d1281353a97df74.js.ubembed.com\">\/**\/<\/script><\/p>","protected":false},"excerpt":{"rendered":"<p>How many times have you read a job description and thought, purely based on the words on the page, this is the company for me. Better yet, how many times have you read a job description and not found yourself either skimming through the words or daydreaming. I\u2019d be willing to bet that for 90%<\/p>","protected":false},"author":2,"featured_media":14919,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[18],"tags":[],"class_list":["post-11834","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podcast"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 5.0.1.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"How many times have you read a job description and thought, purely based on the words on the page, this is the company for me. Better yet, how many times have you read a job description and not found yourself either skimming through the words or daydreaming. 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