Better Job Descriptions, Better Hires: 5 Examples to Improve Your Hiring Process


Nearly two-thirds of employers report their biggest hiring challenge is receiving too many applications from unqualified candidates.

This underscores the need for hiring teams to craft clear job descriptions to find talent more efficiently. Doing so may also boost retention, as new hires’ expectations and their day-to-day realities will align closely.

According to the Society for Human Resource Management (SHRM), the cost of hiring an employee can be three to four times the position’s salary—making it crucial to select the right candidate the first time.

If you’re ready to revamp your hiring process, let automated tools do the heavy lifting for you. With BambooHR’s Applicant Tracking System (ATS), you can post job descriptions in just a few clicks, allowing your team to find and hire superstars quickly.

Best Practices: How to Write a Job Description

According to a report from the Josh Bersin Company, the average time-to-hire has risen to 44 days. When you need to get qualified candidates in the door quickly, clear and compelling job descriptions can set you—and potential employees—up for success. On top of attracting new talent, transparent job descriptions can also be used for internal recruitment to boost employee morale and retention. Check out these best practices for writing an enticing job description:

Identify Job Requirements

First, it’s key to have a solid understanding of the knowledge and skills needed to perform each open role. If there is any ambiguity about job requirements, there’s a higher chance of hiring someone who won’t be able to meet expectations.
A comprehensive job description outlines the qualifications applicants or internal hires need to complete their daily tasks successfully. These may include educational requirements, years of industry-related experience, and specific certifications.

List Specific Roles and Responsibilities

Well-defined job responsibilities help candidates assess whether they can meet the daily demands of the role they’re applying for. They also allow candidates to calibrate their own expectations for the role, which may increase potential job satisfaction.

While writing a list of roles and responsibilities, be specific enough to paint a picture of what a candidate will do regularly. However, while the list should clarify the role, it’s important to avoid unnecessary details that could make the job duties seem too daunting even for qualified applicants.

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Define a Compensation Range

Including a salary range in the job description helps job seekers determine early on if they’re on the same page with potential employers. Before setting the range, conduct industry-specific research to ensure your salary range is competitive. Remember, salary is just one component of total compensation; list other benefits if applicable, such as health insurance, 401(k) plans, paid time off, and more.

When setting a compensation range for a position, consider the prospective employee’s education, training, certifications, and years of experience. Your company’s location and fair market value for the role should also be factored in.

Should Salary Be in the Job Description?

Employers opt to either leave out or include salary in job descriptions for many reasons. Some believe disclosing salary may foster unhealthy competition among current employees, reduce the applicant pool, and leave little room for negotiation. On the other hand, some employers include salaries because it promotes transparency and attracts the right candidates for the job.

It’s important to note that, in some cases, providing a salary range is required by state law. Employers in every state must do their due diligence to stay on top of pay transparency laws.

Which States Have Pay Transparency Laws?

Pay transparency laws are designed to combat inequitable pay. Requiring a salary range in job descriptions is intended to prevent employers from paying lower salaries based on race, gender, or any other protected characteristic.

The following states have adopted wage transparency laws as of 2024:

Job Description Examples

If you’re looking for examples of job descriptions to use as a starting point, here are a few to serve as inspiration. Remember that job descriptions vary by industry, seniority, location, and many other factors.

1. Operations Manager Job Description

Salary Range: $96,000 to $124,000

Requirements:

Responsibilities:

2. Account Executive Job Description

Salary Range: $84,000 to $115,000

Requirements:

Responsibilities:

3. Marketing Coordinator Job Description

Salary Range: $55,000 to $75,000

Requirements:

Responsibilities:

4. Data Analyst Job Description

Salary Range: $80,000 to $110,000

Requirements:

Responsibilities:

5. Software Engineer Job Description

Salary Range: $120,000 to $150,000

Requirements:

Responsibilities:

Begin Improving Your Hiring Process Today

Crafting a clear job description is vital for finding the right candidate, but remember that’s just one component of an efficient hiring process. Well-defined hiring practices should be planned out and adjusted over time to align with the ebb and flow of the job market.

With the right ATS software, your hiring team can post open positions on multiple job boards in just a few clicks. You’ll be able to cut through the noise to attract and hire the best candidates to get the job done.

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