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How to Write a Good Job Description

  • Tips
  • Employers

Writing a job description (JD for short) is no easy task. The process of translating the job role you envision into words is easier said than done. Some of us end up copying from other job descriptions. Some of us may find ourselves compromising the quality of the job description to meet the hiring deadline.

But the good news is: writing a good job description doesn’t have to be so hard!

Here are a few things to avoid, along with some quick tips:

Too long. No one's gonna read it all. I know it's tempting, but this is an ad or highlight reel for the role, not an essay covering every single detail. In the same way a recruiter will spend like 10 seconds on your resume, most in-demand talent will spend a max of 10 seconds scanning your JD.

Too many requirements. Senior or savvy candidates (as in, the ones you want) intuitively understand that there are only a few things that are TRULY necessary for most jobs. You start to lose credibility when you list 10+ things you "need." You can also get yourself into some dicey HR hot water if you hire someone who doesn't meet all the things you outlined as requirements.

No selling points. It's not the most inspiring first impression to talk exclusively about your own needs and what hoops candidates will need to jump through, in order to get and keep this job. There are a lot of jobs out there. Why should a great person consider yours?

It's a laundry list of things to do. People want to learn and grow in their next job. Giving someone a to-do list is boring (because a robot could do it) and imparts no creativity or growth potential to make the role their own. It can also come across as if you're simply dumping your problems onto a new person (blah!) vs truly needing someone to perform in this role, and take a company initiative to the next level (exciting!).

Doesn't actually contain useful information. This one seems basic, but I see so many companies advertising things they think seem: a) interesting to candidates but either aren't, or b) aren't super useful in terms of evaluating a career opportunity. For example, does a candidate care how much venture capital you've raised and from whom? Maybe! Do they care where this job is based, who it reports to, and what it pays? 1000x more important.

About Us

Talentdrop is an open talent marketplace, enabling anyone to become a recruiter and earn up to $25K. Talentdrop is building a next-generation platform to help startups scale their recruiting efforts without scaling their recruiting team first.

Founded by Maddy Nguyen and Janelle Tiulentino in 2019, the duo met at Snapchat where they both were early employees. After working many years in recruiting Maddy became frustrated with the lack of innovation in recruiting, as well as friction from both sides in the recruiting process. Together, Maddy and Janelle identified the incredible value by leveraging bounty rewards and quickly realized a marketplace was the right solution to unlock this enormous potential.

By creating a win-win-win situation, Talentdrop’s marketplace matches talent to each company, in exchange for a reward. Instead of paying for expensive recruiting firms, or an even more expensive in-house team, Talentdrop believes using that money toward incentivizing experts to leverage their network of colleagues and refer them directly to you.

Madeleine Nguyen

by Madeleine Nguyen

Madeleine is a co-founder and CEO of Talentdrop, the talent marketplace that matches talent to your company’s needs.