Take the Time to Do It Right! Well-Written Job Descriptions Attract Better Talent
By Patty McDonald, PHR, CWDP, Program Manager, Business and Career Services
On a daily basis, the team at Workforce Services hears from businesses that they are struggling to find talent. And every day, we also hear from candidates that they are struggling to find work. There are a few disconnects, and job descriptions are certain one of those places that’s creating missed opportunities.
A job description can be likened to a candidates resume. When you don’t take the time to do it right, it shows. In today’s fast-moving labor market, a job description is more than a list of tasks and desired qualifications. It’s a chance to make a strong impression on potential candidates. Beyond listing responsibilities, a well-crafted description signals who you are as an employer and what kind of talent you want to attract. And yet, many job postings fall short: they're too vague, too long, or unintentionally exclusive. Take some time to target your intended audience.
Much like a resume, your job description is a marketing tool. Candidates are researching your organization as much as you’re evaluating them. A clear, compelling job post reflects a professional, organized, and intentional workplace. A job description that focuses on outcomes and expectations helps ensure new hires understand what success looks like, reducing early turnover.
It influences who applies. Research shows that overly lengthy or overly strict job listings can discourage qualified applicants—especially women and individuals from underrepresented communities—who may only apply if they meet every single requirement. Evaluate whether qualifications are “required” or “preferred.”
Tips for Writing Better Job Descriptions
Use plain language. Avoid internal jargon and acronyms that may not be familiar to outsiders.
Limit the list to key responsibilities and the essential functions of the role.
Include only the must-have qualifications. Focus on the skills that are necessary for someone to be able to perform the job.
Provide wage information. While it’s now a requirement, transparency builds trust and improves applicant quality. Read more about the Maryland Wage Range Transparency law.
Include some language the shows the culture at your business.
Need support updating or reviewing your job descriptions? Our team can consult and help you create job descriptions that attract the right talent—and reflect your organization’s values. Contact the Business Services Team.