If you’ve experienced a delay in filling out your open roles, high turnover rates, or constant but unnecessary hiring, it might be time to start rewriting job descriptions.

An Indeed survey revealed that 52% of job seekers say job description quality is very or extremely influential on their decision to apply.  72% of job seekers say it is extremely or very important to see details about job culture.

So, if you want to attract the best candidates at a quicker rate, you should consider rewriting your job descriptions. 

Rewriting job descriptions

Why you should be rewriting job descriptions

Changes in the role:

Over time, responsibilities associated with certain job changes like changes in the market demands, company strategy, or as a response to technological updates. Sometimes, the role itself evolves into something bigger or more complex. Hence, rewriting job descriptions ensures everyone is on the same page on what the job entails. 

Attracting new candidates:

Perhaps you still have the same generic job description five years ago, which may not appeal to current candidates. Rewriting it using clear and concise language and highlighting the unique aspects of the position can make a difference. 

Improving accuracy and clarity:

Sometimes, job descriptions can be inaccurate or unclear, confusing potential applicants. It’s also hard to evaluate performance when you have an ambiguous job description for reference. Revising the job description can ensure it is accurate and easy to understand. 


A job description may need to be edited to comply with the latest employment laws and regulations. For example, if an organization is required to make reasonable accommodations for employees with disabilities, the job description should rewritten to reflect this information. 

Alignment with organizational goals:

If you had organizational restructures or changes in your company mission or values that may affect the job, update your job description to align with your organization’s current goals. 

Diversity and inclusion:

Review your job descriptions to see if they don’t contain any bias or discriminatory words or phrases. Use inclusive language to attract more diverse candidates and show your company’s commitment to diversity. 

Optimized for search engines:

Optimize your job descriptions with relevant keywords to improve your job’s visibility on online job boards and search engines and attract more candidates. 

Feedback from hiring managers:

Collect feedback from hiring managers who have previously recruited for the same role to improve the job description’s effectiveness

Feedback from candidates:

Interview previous applicants who have gone through the hiring process to check if you could enhance the job description and make it more attractive to future candidates.

Technology and industry updates:

When hiring tech and IT professionals, it makes sense to update job descriptions to reflect technology and industry standards changes that may impact the role’s skills and qualifications. 

Competitive positioning:

Research competitors’ job descriptions to understand how similar positions are presented in the job market and adjust accordingly to make them more competitive and appealing to potential candidates.

Tips for rewriting job descriptions

Rewriting job descriptions is just as important as writing them for the first time to ensure you’ve addressed the concerns above and set the correct expectations. 

Here are some best practices when rewriting job descriptions: 

Use job description software when rewriting job descriptions

Job description software can help save significant time and effort when writing and editing job descriptions. 

These tools can: 

  • Automate keyword optimization, formatting, and spell-checking
  • Generate templates and pre-written content blocks so you can write and customize job descriptions fast
  • A/B test different versions of the job descriptions to see which version attracts the higher number of applications so you can optimize your description
  • Suggest inclusive words and phrases to remove biased terms to make them more appealing to a wider audience range. 
  • Some software has features like text-to-speech and alternative text for images so people with disabilities can send their applications, making for a more inclusive hiring process.
  • You can also integrate your JD software into other HR tools so it’s easier for recruiters to manage the whole recruitment procedure. 
  • Most JD tools have collaboration features, so you can easily edit and share job descriptions with other recruitment team members.

Apply SEO principles and techniques when rewriting job descriptions


Optimizing your job descriptions with relevant keywords can help them become more visible and rank higher on search engines. By including the right keywords, you attract candidates who are actively searching for specific skills, roles, and industries. This leads to a higher-quality candidate pool and reduces recruitment expenses. 

To optimize your job descriptions, find keywords candidates use when searching for your position. You must also consider the industry, job title variations, and locations in your keyword research (e.g., “remote sales manager”).

Once you’ve made your list of keywords, include them in your job titles, headings, responsibilities, qualifications, and benefits sections. Avoid keyword stuffing or the unnatural placement of words in your JDs. 

Indeed reports that 36% of job seekers search by job title. Craft a clear, descriptive title with relevant keywords that accurately reflect the position. Include a concise and keyword-rich meta description summarizing the role and key benefits. The meta description appears in search results snippets.

For best results, link your job posting to relevant career pages and company culture information. This way candidates can better understand your organization. Don’t forget to include a call to action to encourage applications. 

Finally, optimize your job postings for mobile devices, where many candidates search for their next employment. 

TIP:  Track and analyze your job posting performance to identify areas for improvement.

List compensation and benefits  when rewriting job descriptions

Indeed found that almost 1 in 4 job seekers say compensation is the most important part of the job description.

Publishing your compensation and benefits in your job description helps you save time and effort. You attract candidates who are genuinely interested in the role. Also, set expectations early so you can weed out applicants who may not be a good fit due to mismatched pay expectations. And, being upfront with your compensation package shows you value your employees and fosters a positive company image.

Some states also have pay equity laws where employers must list salary ranges in job postings.  

You don’t always have to reveal the actual compensation in your job description. Instead, include a realistic salary range based on market research and industry standards. 

Your benefits packages are as important as your salary, so list key benefits like health insurance, paid time off, and retirement plans. You can also highlight work perks that are unique to your organization, like remote work, a 4-day work week, a learning and development stipend, or birthday leave. 

Collaborate with hiring managers when rewriting job descriptions

It’s critical for recruiters to work with hiring managers when updating job descriptions because they have an in-depth understanding of the role’s daily responsibilities and challenges. 

Hiring managers explain in detail the specific tools, systems, or qualifications needed for the candidate to succeed in their role. They can provide realistic performance expectations so the recruiter can note these expectations in the job description. They can also share insights into the company culture and team dynamics, ensuring the description is not just about doing the job but how the chosen candidate interacts with other team members and contributes to the organization. 

As a recruiter, interview hiring managers and employees in the same position to know what an ideal candidate looks like. Brainstorm key responsibilities skills and nice-to-have qualifications. From there, you can draft a job description and ask the hiring manager to review and approve it. The hiring manager’s feedback can be used to revise job descriptions to ensure they align with their needs and avoid repeating the hiring process, which can be costly and time-consuming. 

Copywriters working on copy.

Hire a copywriter to rewrite your job descriptions

If your company is hiring at scale and you only have a few recruiters, you may want a copywriter to assist you in rewriting job descriptions. 

More than just listing duties and responsibilities, copywriters can:

  • Research and understand your ideal candidate, their pain points, and aspirations so they can tailor the language and tone of your job description to resonate with them directly
  • Incorporate storytelling techniques to highlight your company culture and the impact of the role you are recruiting for. Copywriters are skilled in tapping into the emotions and aspirations of the candidates, making your job descriptions stand out and attract the right job seekers. 
  • Bring new ideas to the table. Their outside perspective and advertising expertise help you create a fresher and more engaging job description. According to recruiting expert Barbara Bruno, recruiting is sales. As a recruiter,  you sell your candidates on your company and opportunity. 
  • Ensure your job description is aligned with your company’s overall brand voice and messaging for brand consistency. It helps strengthen your employer brand by providing a more cohesive candidate experience. 
  • Reduce your workload. Revising job descriptions can be a time-consuming task. Outsourcing can free up your time to concentrate on other important aspects of hiring, like interviewing and writing job offers. 
  • Proofread your JD. Sometimes, you need a second look into your job description to ensure they are free from grammatical errors, typos, and inconsistencies, and copywriters do it best (after you have them initially run using JD software). A professionally written JD reflects positively on your employer brand. 

Consider their experiences

When hiring copywriters, consider their experience in specific roles and industries so they can tailor their content to appeal to the specific needs and expectations of candidates in your field. It also helps if they have experience overcoming specific recruitment challenges. If you struggle to attract more diverse candidates or fill a niche role, a copywriter can offer specialized services to help you overcome them. 

Ongig offers a job description rewriting service to take the daunting task of editing your JDs at scale off your plate. Our team will upload your job ads to Text Analyzer, edit them for consistency, compliance, and inclusiveness, and then send them back to you ready to post. This can save your team loads of time! 

Why I wrote this:

Rewriting job descriptions is essential to keep them fresh and relevant to candidates and search engines. At Ongig, we help recruiters rewrite job descriptions to make them more inclusive and bias-free. 

Contact us for a demo. 

by in Job Descriptions