How to Write a Job Description | Employer Handbook | TalentPool
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How to Write a Job Description | Employer Handbook | TalentPool

How to write a good job advert

Writing a good job advert is absolutely vital to attracting the best possible talent for your role. It’s easy to forget that it’s an actual advert. The biggest challenge is to keep the description simple, whilst including enough detail to clearly and accurately describe the position.

  • Keep your advert to around 500 words.
  • Use bullet points & short paragraphs.
  • Use a relaxed and personal tone.
  • Use recruiting cliches.
  • Forget that you are selling your role.
  • Focus on what investors or your clients would find interesting.

How to structure your post

We recommend dividing your job advert into three clear sections. In terms of word count, aim for somewhere inbetween 300-700 words. Here is an example job post for a job at TalentPool.

1. Company description

When providing an overview of your company, remember that you’re talking to candidates and not investors here. The tone should be relaxed and focus should remain on what candidates would be interested in finding out about (refrain from talking about things like funding and seed rounds here!) We always advise using these questions as a guideline:

  • What does your company do in a nutshell?
  • Where will the job be based?
  • What are your office hours (if they’re not the standard 9-5)?
  • What are the company’s values and long-term goals?
  • How has the company progressed over the past few years?

It’s useful to include a link to your website so that candidates can easily find it and research your company in greater detail.

2. The role

Describing what the candidate will be doing is the main focus of the job advert. This all starts with the job title which is usually the first thing candidates will be looking for when browsing job specs – you need to make sure it draws them into reading the job and company description. Couple of points to keep in mind:

  • The role title should clearly reflect what a candidate will actually be doing. Don’t pad it out with fancy words to make the position sounds attractive, as this can just cause confusion. Equally, don’t make an interesting job sound boring!
  • Try and make the title generic enough that it makes sense to someone who doesn’t work at your company, and indeed may never have worked in a business before. So if you do have an unusual name for your Human Resources department, makse sure you use “Human Resources” or “Personnel” in the job title.

Now that the job title has caught the candidate’s attention – you need to provide the essential bits of info:

  • Key responsibilities: what are they and what does the role involve on a day-to-day basis? Candidates won’t be able to articulate why, or even know, if they’re attracted or suited to the role unless they really understand what they’ll be doing.
  • Experience and skills: which are absolutely crucial and which are a bonus? You don’t want inappropriate candidates applying for your role. For some information on typical profiles for graduate candidates in different sectors, check out our how to hire pages.
  • Purpose: why does this role exist in your company? How would the role contribute to company-wide objectives? Where does the role fit in the organisation/team?
  • Opportunity for development: Graduate candidates are looking to be challenged, grow and develop as they embark on their professional careers, and, naturally, they value development opportunities highly. Is this an internship that colid lead to flil time employment? What measures will be put in place to ensure their professional development?
  • Salary: it’s okay to give a range here e.g. £20,000 – £24,000 dependent on experience. Mention any comission or bonus options here too. For more information on what you should be expecting to pay your new graduate hires, check out our salary guide.

3. Why us?

This is the part where you need to persuade the candidate that they should work for you over other companies with similar psoitions. Graduates tend to react well to this section as it is a way of showing the friendlier side to the company. Whether it be unlimited office coffee, weekly team breakfasts or monthly socials – these are all the things candidates love hearing about!

  • What is the team and office culture like?
  • What benefits or perks are there?
  • Do you do anything as a team outside of the office?
  • What is the company building towards?

Finally, rememeber to provide clear instructions at the bottom of your post on how a candidate should apply for the position and what this application should involve.

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