You’ve heard me talk about “readability” in job descriptions recently. It’s vital. Readable job descriptions have higher apply rates.
We’ve measured the success of different job description strategies with machine learning. We found that readability is one of the three most important qualities a job description can have. The other two are gender-neutrality and overall positive sentiment.
Before you read any further, you might want to check out the blog post Why I Write my Job Postings at the 8th Grade Reading Level (or Lower!). It explains more about why the readability of job descriptions is so important.
But the gist is that the best candidates are busy people. So, writing with a simple, comprehensible style means the most qualified candidates will get excited about your job right away.
Here are 7+ tips on how to make your job descriptions more readable:
1. Cut the Length of Your Job Descriptions
Aim for short to medium-length job descriptions. We see apply rates go down for most job postings that are more than 700 words. So, between 300 and 650 words seems to be a sweet spot for job description length.
And there are signs that shorter job postings might trend even better in the future. Job postings of less than 300 words received higher apply rates than longer job postings, according to this analysis of 4.5 million job postings on LinkedIn. Textio’s Allie Hall also mentioned this trend in her 2017 talk where she suggests jobs be in the 300 to 700-word range.
Don’t forget to check the text of your JDs for gender neutral language with a gender-neutral writing tool like OnGig. It’s also worth including an EEO statement so candidates know you’re committed to fair hiring.
Note: Check out our free Job Descriptions Guide — it tells you everything we know about writing job descriptions.
2. Use fewer words per sentence
I recommend you use about 8 to 13 words per sentence. So, that compares with an average 17 words per sentence in employer job descriptions Ongig has measured.
Why bother checking your average sentence length?
The shorter your sentences the higher the comprehension rate of candidates.
Even if you’re searching for candidates with a high degree of language comprehension and fluency, you should tailor your JDs for applicants who skim-read. In our digital age, reading slowly and deliberately is less common.
The American Press Institute found (source):
- 100% comprehension for sentences of 8 words or fewer;
- 90% comprehension for 14-word sentences
- 10% comprehension for 43-word sentences
Using fewer words per sentence on average could also make your job descriptions more accessible for dyslexic candidates and others with reading or language-processing difficulties.
3. Create shorter paragraphs
Most job descriptions have paragraphs that are four or more sentences.
Try using paragraphs that are one or two sentences — they are easier to read.
Many candidates skim dense text, so by splitting your content up into more paragraphs, you can make your job descriptions easier to read.
So, instead of linking sentences with a paragraph, use connecting words like “therefore”, “but”, or “additionally” to connect themes together.
4. Use Easier Words (with fewer syllables!)
Did you know that one in five students, or 15-20% of the population, has a language-based learning disability. Dyslexia is the most common learning disability.
Many candidates with dyslexia will have a hard time reading words with multiple syllables.
So, here are some examples of words/phrases that have easier synonyms with fewer syllables:
- Personnel (use “team”)
- Is responsible for (use “handles”)
- Require or Requirement (use “need”)
- Regarding (use “about”, “of” or “on”)
- Implement (use “install” or “put in place”
- Purchase (use “buy”)
Experiment with editing your writing by removing longer and more complex words after the fact. It can be fun to see how much you can say in fewer and simpler words.
Some people call this type of writing— simple, with shorter and easier words— plain language. Also, some localities, such as the state of California, even require that certain types of employers write job descriptions in plain language. Plain language avoids jargon and unnecessarily complex words or syntax. It also uses sentences with more active voice, which is easier to understand.
You can also help dyslexic applicants by using a dyslexia-friendly font for your job descriptions. Accessibility is often overlooked in the hiring process, but it’s critical that employers make accommodations in hiring for disabled individuals, including dyslexic folks.
5. Give your reader eye-breaks
Candidates often reject job descriptions that have dense blocks of text. These sections are difficult to read for anyone who is skim-reading. In addition to shortening your paragraphs, which we’ve already discussed, here are a few more ideas for how to make your JD more visually pleasing.
So, try giving the candidate a reading break by using:
- Bullet points — try looking at a job description with zero bullets versus one with about 30% of the content bulleted
- Using numbers (“7”) and not spelling out the numeral (“seven”)
- Try using symbols when you can.
- Have clean section headings to separate sections (About You, About Us, etc.)
- Use bold font and a larger font for heading titles
6. Write your job descriptions in a conversational tone
Using a conversational tone builds trust and rapport with your readers. It also makes your company seem more approachable.
Write more conversationally by:
- Asking questions:
“How would you like to help create a product that millions of people might use?” (e.g. for a software developer)
“How would you like to get paid while we train you to sell?” (e.g. an entry level sales rep)
- Writing in the first person/2nd person — e.g. Using “We/Our” (first person) and “You/Your” (second person)
- Using your company’s brand guidelines to accurately represent your company culture
7. Eliminate most adverbs from your job descriptions
Adverbs are nice in fiction writing, but there isn’t much room for them in corporate language. They waste valuable space and attention in job descriptions.
For example, take this sentence from a Fortune 100 company job description Ongig analyzed:
“You could potentially work on board room presentations.”
The words “could” and “potentially” are redundant. The writer could have removed the adverb “potentially” without changing the meaning of the sentence.
Here are some over-used adverbs that, if deleted, take nothing away from the meaning of a sentence:
- Properly
- Primarily
- Closely
- Preferably
- Creatively
- Accordingly
Deleting adverbs could save you 10+ words per job description AND make it more readable for 100% of your candidates including those who are a bit slower to read.
You’ll also notice that many adverbs are 3 or more syllables (see tip #4 above). So, removing them is an easy way to switch to writing your job descriptions in plain language.
8. Say what you mean
We often see job descriptions with unnecessary corporate jargon. But even setting aside technical jargon, many job descriptions include unclear or meaningless corporate-speak.
You can adopt a tone of professionalism without being vague. In fact, candidates appreciate honesty from potential employers!
So, here are a few ideas for ensuring that your JD is clear:
- Look for words or phrases that are industry-specific in your job description. Replace them with more universal language
- Think about what a position actually requires. Do you truly need a candidate with a degree, or would work experience be a suitable substitute? Only list requirements that are truly necessary.
- Include the soft skills or personality traits you’re looking for— many employers fail to include these in job descriptions
If you want your job descriptions to be more readable, you might go read our article on 5 Free Tools to Write Better Job Descriptions. For even more tips on writing job descriptions, check out How to Write a Job Description — Best Practices & Examples.
You can also try the Ongig platform. It includes readability, positive sentiment, gender-neutrality, video, pictures, ratings and reviews, maps, and much, much more! Our AI-powered platform finds and suggests replacements for problematic language in job descriptions.
