How to Improve Job Descriptions: 6 Good Steps

Shanece Grant
Latest posts by Shanece Grant (see all)

A job description is often the first step in the application process, giving potential candidates their first impression of your company. But it’s more than just a list of requirements or job duties—a great job description helps attract the right people, supports inclusive hiring, and strengthens your company’s culture. When done well, it ensures a good fit between the hiring team and the ideal candidate, setting up new hires for success. That’s why it’s vital to understand how to improve job descriptions.

On the other hand, bad job descriptions can push away prospective candidates, create confusion about the responsibilities of the role, and even lead to bias in hiring. So, if a job advertisement is unclear, filled with outdated terms, or packed with unnecessary technical requirements, you risk missing out on the best candidates. That’s why it’s a good idea to take a closer look at how job descriptions shape the recruitment process.

In this guide, we’ll explore how to create effective job postings that attract top talent, highlight specific skills, and provide clear expectations. Whether you’re hiring for an entry-level candidate, a recent graduate, or a new employee with years of experience, improving your job descriptions can give you a better chance at securing the right talent for your open roles. Let’s dive into what makes a compelling job description—one that is straightforward, welcoming, and inclusive.

how to improve job descriptions

Why Job Descriptions Matter More Than Ever

With the job market being super competitive right now, job descriptions are very important for hiring the right candidate. A good job description makes sure your company attracts the best people, supports diverse hiring, and gives your company image a big boost. However, if your job description is a mess, it could turn away awesome potential employees and you might not get as many people to show interest.

The Impact of Well-Written Job Descriptions

A good job profile does more than just detailing tasks. It also shapes the way candidates see your business and has an influence on your diversity and inclusion goals. Additionally, it goes a long way in boosting your company’s reputation as an employer. So, when the job summaries are straightforward, welcoming, and grab your attention, they pull in top talent and lay the groundwork for hiring that makes everyone feel welcome. So, let’s look at the magic a well-thought-out job profile can do.

A well-written job description:

  • Attracts high-quality candidates who are the right fit.
  • Encourages a diverse pool of applicants by using inclusive language.
  • Improves hiring efficiency by reducing unqualified applications.
  • Boosts employer branding and enhances the candidate experience.

How to Improve Job Descriptions: Common Mistakes That Make Job Descriptions Ineffective

Before we dive into how to improve job descriptions, let’s address some common pitfalls:

  • Using too much jargon – Overcomplicated language can confuse or deter candidates.
  • Listing excessive requirements – Long lists of qualifications may discourage great applicants who don’t meet every bullet point.
  • Lack of inclusive language – Certain words or phrases can unintentionally signal bias.
  • Neglecting salary transparency – Failing to include a salary range can push candidates away.
  • Poor formatting – Blocks of text without bullet points or subheadings make job descriptions hard to read.

How to Improve Job Descriptions: 6 Meaningful Ways

1. Improve Job Descriptions by Focusing on Clarity and Conciseness

Crafting a stellar job description? Make it snappy and clear. Top-notch job ads are straightforward, no beating around the bush. Job hunters need to get the gist fast. So, candidates should be able to quickly understand the role without having to decipher vague language or unnecessary buzzwords. When job descriptions are simple and direct, they attract more qualified candidates and prevent misunderstandings about the role. So, here’s how to achieve clarity and conciseness:

  • Avoid jargon and unnecessary buzzwords – Write as if you’re explaining the role to someone outside your industry. Keep it simple and to the point.
  • Keep sentences short and direct – Long, complex sentences can make job descriptions hard to follow. So, stick to clear, simple language that flows naturally.
  • Use structured formatting – Break up large chunks of text with bullet points, subheadings, and whitespace. This makes it easier for job seekers to scan and absorb key details.
  • Be specific – Instead of vague statements like “seeking a highly motivated self-starter,” explain exactly what the role entails and what success looks like.

2. Improve Job Descriptions by Writing for Inclusion and Diversity

Every skilled candidate should see your job description and think, “That’s for me!” Sometimes, without meaning to, we use words that turn people away. So here’s what you can do: talk more about what someone can do than the strict must-haves. Therefore, by focusing on skills over rigid requirements and using inclusive wording, you can ensure your job descriptions appeal to a broader talent pool.

An inclusive job description helps attract a wider and more diverse talent pool. Steps to take:

  • Eliminate biased language – Certain words can unintentionally exclude people. For example, words like “aggressive” or “dominant” may discourage women or introverted candidates from applying. Use neutral, welcoming language instead.
  • Emphasize skills over credentials – Instead of requiring a specific degree, focus on the skills and experience that will help someone succeed in the role. This makes it easier for candidates from non-traditional backgrounds to apply.
  • Use inclusive phrasing – Simple changes like saying “all experience levels considered” or “candidates from diverse backgrounds encouraged to apply” can make a big difference. It signals that you’re open to a variety of candidates.

3. Highlight What Candidates Care About

Candidates aren’t just looking for a paycheck—they want to know what it’s like to work for your company. Therefore, a job description that highlights salary transparency, benefits, and company culture will stand out. It should answer common candidate questions, like: “What’s the pay?” “Will I have work-life balance?” and “Is this a place where I can grow?”

So, to improve job descriptions, you should not only list what the company expects but also highlight what the company offers. Candidates are increasingly looking for:

  • Salary transparency – Before even sending an application, candidates are looking to see their potential earnings. Therefore, if you put the pay scales in your job ads, you’re going to see more candidates hitting that apply button because it shows you’re upfront and gets their trust. So, including a salary range builds trust and can improve application rates.
  • Work-life balance and flexibility – Many job seekers prioritize benefits like remote work options, flexible hours, and mental health support. So, be sure to highlight these perks.
  • Growth opportunities and company culture – Job hunters are on the lookout to see if they can move up the ladder. Mention opportunities for learning, promotion, and how your company supports employees’ long-term success.
  • A sense of purpose – Many job seekers, especially younger ones, care about working for a company with values that align with theirs. So, if your company supports social causes, sustainability, or community engagement, include that information.

4. Make Responsibilities and Requirements Specific but Flexible

Busy employees in the workplace

A long list of job requirements can scare away talented candidates—especially women and underrepresented groups who tend to only apply if they meet all the criteria. Instead, improve job descriptions by separating must-have qualifications from nice-to-haves. This also keeps your job description focused while leaving room for skilled applicants who might not check every box.

Job descriptions should provide enough detail without overwhelming candidates. So, here’s how:

  • Differentiate between “must-haves” and “nice-to-haves” – Some skills are essential, but others can be learned on the job. Be clear about what’s required and what’s optional.
  • Avoid long lists of qualifications – Turns out, if you go overboard with the job requirements, you might scare off folks who think they’re not ticking every box – that’s true for women and people from groups that don’t get enough representation. So, stick to the stuff that matters
  • Use action-oriented language – Instead of “The candidate must,” use “You will…” to create a more engaging and conversational tone. This helps job seekers visualize themselves in the role.
  • Be realistic – Avoid setting unrealistic expectations. If the role requires occasional overtime, say so, but don’t describe it as “fast-paced” if that really means “constantly overworked.”

5. Optimize for SEO and Readability

Your job description needs to be easy to find online. So, by using common job search keywords and industry terms, you can improve visibility on job boards and search engines. Additionally, formatting for readability—like using bullet points and clear headings—ensures candidates can scan the description quickly.

Therefore, to make sure that your job description is easy to find online and accessible to all candidates, there are some best practices that you can follow. Best practices to improve job descriptions include:

  • Use keywords candidates search for – Include relevant terms like “effective job description,” “job responsibilities,” and “clear job title.” This helps your posting rank higher on job boards and search engines.
  • Avoid outdated job titles – Use industry-standard titles so job seekers can easily find your posting. For example, instead of “Marketing Guru,” stick with “Marketing Manager.”
  • Ensure accessibility – Use plain language, avoid overly technical terms, and make sure formatting works well on mobile devices and screen readers. A well-formatted job description also ensures that people with disabilities can apply without barriers.
  • Keep it mobile-friendly – Many candidates search for jobs on their phones. So, keep paragraphs short and use bullet points to make job descriptions easy to read on small screens.

6. Test and Iterate

A job description isn’t set in stone—it should evolve based on data and feedback. Therefore, by tracking performance metrics like application rates and click-through rates, you can see what’s working and what’s not. So, testing different versions and gathering input from employees can help refine your job postings over time.

Improving job descriptions is an ongoing process. Steps to refine them include:

  • Use analytics – Track metrics like application rates and candidate drop-off points to see what’s working. If a job listing isn’t attracting applicants, it may need revisions.
  • A/B test different formats and wording – Try out different headlines, job descriptions, or structures to see which ones attract more candidates.
  • Gather feedback – Ask candidates and employees for input on how job descriptions can be clearer and more appealing. If new hires struggle to understand the job posting, that’s a sign it needs improvement.
  • Stay up to date – The job market is always changing. Regularly review and update job descriptions to reflect current industry trends, expectations, and language.

Final word

Making job listings better isn’t for show. It aims to pull in the correct crowd, shrink bias in recruitment, and welcome everyone to the process. So, pivot your attention to being clear, welcoming, and SEO optimized, to improve job descriptions and guarantee your job postings are irresistible and attract top talent for your open roles. Take the time to review, refine, and optimize your job postings—your hiring success depends on it!

Why I wrote this

Boosting the clarity of job ads is an important and straightforward move that shakes things up for the better in your recruiting strategy. Still, lots of companies mess up and scare off awesome applicants with confusing wording, outdated requirements, or non-inclusive language. So, I wrote this guide to help talent acquisition professionals, recruiters, and DEI leaders like you create job descriptions that work for everyone—attracting top talent while promoting equity and inclusion.

If you’re ready to take your job descriptions to the next level, consider using Ongig’s Text Analyzer. It can help you optimize your postings for better results. So, request a demo today and see how it can transform your hiring process!

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by in Job Descriptions