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.

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:

• California
• Colorado
• Connecticut
• Hawaii
• Maryland
• Nevada
• New York
• Rhode Island
• Washington

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:

• 5+ years of proven work experience as an operations manager or warehouse lead
• Knowledge of organizational effectiveness and product management
• Understanding of business and end-to-end supply chain management principles
• Excellent communication and organization skills
• Proven leadership ability
• Degree in business or operations management

Responsibilities:

• Ensure all operations are carried out in the most cost-effective manner
• Streamline operational management systems and processes
• Purchase materials and plan warehouse inventory
• Help the organization remain legally compliant
• Examine financial data and use it to improve profitability
• Perform quality assurance tests and monitor production KPIs
• Train and supervise warehouse staff
• Manage budgets and forecasts

2. Account Executive Job Description

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

Requirements:

• 4+ years of experience in an administrative role
• Strong communication skills
• Ability to manage multiple accounts while seeking new opportunities
• Ability to negotiate costs and services based on client needs
• Proficiency with CRM software
• Willingness to travel to meet with clients and leads

Responsibilities:

• Showcase the value of products and services to meet client needs
• Perform lead generation and qualification activities such as networking and cold calling
• Maintain an updated database of clients, partners, and vendors
• Follow up with clients regularly to solve problems and ensure customer satisfaction

3. Marketing Coordinator Job Description

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

Requirements:

• 2+ years of experience in a marketing role
• Knowledge of digital marketing tools
• Expertise in search engine optimization and pay-per-click advertising
• Understanding of customer relationship management (CRM) and content management system (CMS) software
• Bachelor’s degree in marketing, design, or a related field

Responsibilities:

• Analyze data to spot trends in customer behavior
• Design and execute marketing campaigns
• Implement tracking systems for online marketing campaigns
• Track progress with the Marketing Manager
• Identify and analyze competitors’ campaigns
• Analyze sales data and prepare reports
• Collaborate with the design department to produce promotional materials
• Prepare monthly, quarterly, and annual forecasts

4. Data Analyst Job Description

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

Requirements:

• 3+ years of data mining experience
• Strong evaluation and visualization skills
• Experience writing queries and technical reports
• Understanding of statistical programming languages such as Python and MATLAB
• Strong structured query language (SQL) and Microsoft Excel skills
• Excellent communication skills to collaborate with stakeholders and present findings
• Bachelor’s degree in computer science, data science, or a related field

Responsibilities:

• Analyze local, national, and global trends that impact the company and industry
• Create interactive visualizations through data interpretation
• Implement data acquisition and integration logic
• Remove corrupted data and fix coding errors
• Develop and maintain databases with data from primary and secondary sources
• Collaborate with programmers, engineers, and management to identify process improvement opportunities and data governance best practices

5. Software Engineer Job Description

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

Requirements:

• Proven work experience as a software engineer or developer
• Ability to develop software using Java and C++
• Knowledge of SQL and ORM technologies
• Deep understanding of relational databases
• Experiencing developing web applications
• BS degree in computer science, software engineering, or a relevant field

Responsibilities:

• Execute full software development life cycle (SDLC)
• Develop flowcharts, layouts, and documentation
• Write testable code
• Determine operational feasibility
• Develop software quality assurance procedures
• Document and maintain software functionality
• Troubleshoot, debug, and upgrade existing systems
• Evaluate user feedback

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.