How to Create a Compelling Job Description

How to Create a Compelling Job Description

Part of hiring the right person starts with understanding your needs and then synthesizing them into a compelling job description. Sounds simple enough, but we know firsthand that the perfect job description is a well-thought-out and well-crafted piece of content. 

It’s not like putting a ‘Help Wanted’ ad in the window anymore. We’re talking about something that appeals to the unicorn candidate…and also the rest of the herd. It needs to be something that will appeal to MANY qualified candidates. We’re talking about a statement piece that encompasses the exact needs of the employer while also outlining the company’s identity and purpose, and why that role exists.

A great job description will not only attract the perfect hire to fill an open role, but it will also help the hiring company bring on the all-around best fit to fill that void and carry the company’s vision forward.

On a logistics level, it will cut out a lot of the unnecessary ‘paperwork’ that comes with an open requisition. It will automatically deter most unqualified candidates from applying and will begin to fill your recruiting funnel with well-aligned candidates from the very beginning. 


The Best Parts of a Job Description that Help Bring Applicants

  1. Salary, if we are being honest 
  2. Vision – people want meaning to what they are doing for 40+ hours a day   
  3. Personal perks = time for “me”
  4. Benefits, any and all – and this doesn’t include table tennis or free breakfast – many people are working from home now, so, real benefits, please 
  5. Expectations – knowing what they are expected to accomplish in the first 90 days, 6 months, and/or year

We’ve crafted a formula job description template that we use with all of our clients at Avra Talent. We even use this formula for our own hiring needs. 

We’re happy to share it, hoping that others will find it helpful. 


Job Description Template

Job title: 

  • A good job title should describe the role, pique the interest of potential candidates and give a sense of the experience required.


  • Obvious, but not always up top and quickly visible
  • If this is a remote opportunity, this is a great place to define the scope of the remote nature of the job. 100% remote or remote-first, remote-friendly, remote options, 100% remote but must be within ‘location city,’ 2 days/week in-office, etc;
  • Timezone preferences plus locations where you are not hiring are very beneficial here.

Comp range or Salary:  

  • Post your salary – most employers aren’t  – so if you do, you will get them applying to your position first. Even if it is lower than expected, most candidates know it’s a candidate’s market and are willing to apply and ask for more, knowing you won’t find your perfect candidate at a rate that is lower than what they are expecting.
  • To add to this, candidates feel when companies are not transparent with salaries upfront, and they tend to avoid those companies. 
  • Keep in mind the location’s average for compensation range/salary but don’t take away from or exaggerate what that role deserves. A compensation study will prove beneficial if you aren’t sure. 
  • It is perfectly acceptable to post a compensation range to attract candidates within that spectrum. This will give you an opportunity to chat with candidates, and evaluate them personally. Some skills or traits (or lack thereof) may not be obvious on their resume but will come out clearly in a screening portion of your recruiting process or interview – providing you the chance to find the middle ground for an appropriate offer. On the flip side, some resumes are ‘fluffed’ or just not extrapolated, and chatting with the candidate will either (1) help you decide you won’t be moving this candidate forward because they are, in fact, unqualified or (2) help you decide you have found someone worth hiring right albeit a few skills missing, and you can then negotiate a salary on the low end of the range. 
  • In either case, you are using the above experiences to help align the role and hone in on the best possible compensation for your hiring needs as well as the needs of a perfectly suited candidate.
  • Also, a vital opportunity to deter candidates that are absolutely out of your budget.


  • Bonuses, perks, health insurance options, stock options, any and all benefits 

A short paragraph that sits at the top of the job description piques the interest of the right candidate and quickly describes why they should be interested and ‘what’s in it for me.’ This is an opportunity to be very real with your candidates, and to share your vision without being cheesy or boring. 

About Company Name:  an opportunity to share your mission, what your company does and what tells the candidate the most about why someone would want to work there.

Why this role exists: Who is this person reporting to? Clarify the high-level mission for a particular role and develop no more than a paragraph that describes WHY that role exists. Be as concise as possible, otherwise, the document becomes an operational manual rather than a job description.


  • Degree requirements
  • Years of experience
  • Required knowledge/experience
  • Things that you won’t consider being negotiable with

Outcomes (Job Responsibilities)

  • You will…
  • Develop 3-7 objective outcomes that a potential team member must accomplish to be considered a successful (A-player) hire.
  • These should be no more than two or three sentences in length and should be outcome-based, containing an action, an object, and a purpose. 

Skills (provable through experience)

  • You can…
  • Professional skills

Qualities (personality traits)

  • You are…
  • A place to outline a great fit for your company culture and how this new hire will fit perfectly into the puzzle.

In the first (XX) days on the job, you will:

  • Concise, and objective accomplishments that are expected to have been completed within the timeframe

In the first year, you will: 

  • Holistic and specific, accomplishments that are expected to have been completed within the timeframe

If you have any application instructions, be sure to add them with very clear instructions. These are Items like a direct link to the application, or any other specific instructions speaking to the role’s exact application requirements. 


IRL Example of an Avra Talent Client Job Description

Job Description Example


Then What?

An effective job description doesn’t end there…it paves the golden brick road for your recruiting process. Yours might include written screens, an interview, a series of interviews, test tasks, portfolio reviews, reference checks, or other steps. In any case, ensure that it is transparent, inclusive, unbiased, and provides for an excellent candidate experience. 

If you need to supercharge your hiring process, contact us to see how our recruiting professionals (who are within the top 2% of their field) can quickly add bandwidth to your existing team, or actively fill open roles. 

Happy Hiring!

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