A job description summarises the essential responsibilities, activities, qualifications and skills for a role. Also known as a JD, this document describes the type of work performed.

A job description should include important company details — company mission, culture and any benefits it provides to employees. It may also specify to whom the position reports and salary range.

An effective job advertisement will provide enough detail for candidates to determine if they’re qualified for the position.

Make your job titles specific. Targeted job titles are more effective than generic ones, so be precise by including key phrases that accurately describe the role.

Avoid internal jargon that may confuse the job seeker. Stick to standard experience levels like “Senior” rather than “VI” or other terms people are less likely to look for.

Keep the job title concise. Our data shows job titles with 80 characters or less receive more clicks.

Open with a strong, attention-grabbing summary. Your summary should provide an overview of
your company and expectations for the position.

Hook your reader with details about what makes your company unique. Your job description
is an introduction to your company and your employer brand. Include details about your company
culture to sum up why a candidate would love to work for you. 82% of job seekers in the UK rated a brief company description as important information to see in a job description.*

Include an exact job location. Provide an exact job location to optimise your job posting
so it appears higher in job search results.

Include details about works hours/environment. 94% of job seekers in the UK rated work hours and schedule information as important to see in a job description. Additionally, 83% of job seekers in the UK rated work environment details as key information in a job description.*

*Indeed survey with Facit Digital, n=371

Outline the core responsibilities of the position. Make sure your list of responsibilities is detailed but concise. Also emphasise the duties that may be unique to your organisation. For example, if you are hiring for an “Event Management” role and the position requires social media expertise to promote events, include this detail to ensure candidates understand the requirements and can determine if they’re qualified.

Highlight the day-to-day activities of the position. This will help candidates understand the work environment and the activities they will be exposed to on a daily basis. This level of detail will help the candidate determine if the role and company suit their profile, helping you attract the best candidates for your position.

Specify how the position fits into the organisation. Indicate who the person reports to and how they will function within your organisation, helping candidates see the bigger picture and understand how the role impacts the business.

Include a list of hard and soft skills. Of course, the job description should specify education, previous job experience, certifications and technical skills required for the role. You may also include soft skills, like communication and problem solving, as well as personality traits that you envision for a successful employee.

Keep your list concise. While you may be tempted to list every requirement you envision for your ideal employee, including too many qualifications and skills could dissuade potential candidates.

Include a salary range. Quality candidates look for opportunities that meet their salary needs. In fact, 92% of job seekers in the UK rated salary as important in a job description.* Stand out from other employers by adding the salary band to your job description to help attract best-fit candidates.

List out your top perks and benefits. What’s in it for the candidate? 82% of job seekers in the UK rated employee benefits as key information in a job description.* Encourage more people to apply by sharing the attractive rewards and benefits you offer your employees, such as:

• Unlimited holiday
• Flexible hours
• Office snacks
• Tuition reimbursement
• Dog-friendly office

*Indeed survey with Facit Digital, n=371