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Have you ever noticed how some job posts get flooded with great applications while others barely get a response? The secret often lies in the job description itself. At DNA Recruitment, we’ve seen thousands of job descriptions in action, and we know exactly what makes candidates click “apply” (or scroll past).
Let’s walk through what really works in job descriptions – from the essential elements you need to include, to the common mistakes we see every day, plus some insider tips we’ve picked up along the way.
The Impact of Well-Written Job Descriptions
Picture this – a great candidate is scrolling through job posts. Most of them start blending together… same old titles, same vague descriptions, nothing that really tells them what it’s like to work there. Then something different catches their eye. This posting actually speaks to their experience, shows them where their career could go, and gives them a real feel for the workplace. That’s what a great job description can do.
The stats don’t lie – while 72% of managers believe they create effective job descriptions, only 36% of candidates agree, highlighting a significant disconnect in perception. Yet, many HR managers struggle to write job descriptions that attract the best candidates. How do you ensure your job postings stand out in a competitive talent market?
A well-structured job description can:
✅ Accelerate the hiring process by clearly outlining expectations.
✅ Attract better-matched candidates who resonate with the role and company culture.
✅ Reduce turnover rates by ensuring candidates have a realistic understanding of the position.
✅ Enhance your company’s professional image, portraying an organized and thoughtful employer brand.
How to Write Job Descriptions That Work
1. Start with a Clear, Search-Friendly Job Title
The job title is your first impression. It should be specific, industry-standard, and easily searchable.
✔ Use clear, widely recognized titles to match what candidates are searching for.
✔ Be specific about the role and industry to attract the right talent.
✔ Include key details like location, employment type, or specialization when relevant.
💡 Example of a good job title:
“Sales Manager – Dubai, UAE | Full-Time | Medical Devices”
2. Write an Engaging Job Summary
The opening paragraph should captivate potential candidates, offering a snapshot of the role and its significance within the company.
✔ Highlight what makes your company unique. Share your mission, values, and what sets you apart in the industry.
✔ Convey the excitement of the role. Explain how the position contributes to larger company goals and the impact the candidate will have.
✔ Showcase opportunities for growth and development. Talented professionals are drawn to roles where they can advance and make meaningful contributions.
💡 Example of a strong job summary:
Are you a results-driven sales professional with experience in medical devices? Join [Company Name], a leading provider of cutting-edge healthcare solutions. We’re looking for a Sales Manager to drive market expansion, strengthen client relationships, and accelerate revenue growth in the medical devices sector.”
3. Clearly Outline Key Responsibilities
A common mistake in job descriptions is listing too many or too few responsibilities. Candidates need a concrete understanding of what their daily tasks will entail. Keep it concise and actionable:
✔ List 5-7 core responsibilities that are essential to the role.
✔ Use action-oriented language to describe tasks, making them dynamic and engaging.
✔ Set realistic expectations to ensure candidates understand the scope and scale of their duties.
💡 Example:
✘ “Manage sales team performance.”
✔ “Lead a team of 5 sales representatives in the medical devices sector to exceed quarterly sales targets by 15%, driving business growth and market expansion.”
4. Define Essential Qualifications (Without Overloading)
A great job description clearly separates must-have qualifications from preferred skills. Overloading requirements can discourage highly qualified candidates from applying.
✔ Clearly separate essential qualifications from desirable ones. This helps candidates assess their fit for the role.
✔ Be realistic and inclusive. Overly stringent requirements can deter qualified candidates, especially those from underrepresented groups.
💡 Example:
Must-Have: 3+ years of experience in B2B sales within the medical devices industry, with a proven track record of meeting or exceeding sales targets.
Preferred: Experience working with key stakeholders such as healthcare providers, hospital procurement teams, and distributors.
💡 Pro Tip: Research shows that women are less likely to apply if they don’t meet 100% of the qualifications. Keep must-haves realistic!
5. Highlight Salary & Benefits (If Possible)
Transparency regarding compensation and benefits can significantly boost application rates.
✔ Provide a salary range to set clear expectations.
✔ Highlight key benefits such as remote work options, performance bonuses, health insurance, and professional development opportunities.
✔ Emphasize the commitment to employee well-being and career growth.
💡 Example of a benefits section:
• Competitive salary + performance-based bonuses
• Flexible remote work options
• Professional development support
6. Optimize for SEO & Readability
Your job description needs to rank well on job boards and search engines to attract top talent.
🔹 Incorporate relevant keywords naturally throughout the job description (e.g., “Sales Manager – Medical Devices job in Dubai”).
🔹 Use concise sentences and clear language to enhance readability.
🔹 Utilize bullet points and subheadings to break up text and make information easily digestible.
💡 Pro Tip: Use inclusive, gender-neutral language to attract a diverse talent pool (e.g., say “the candidate” instead of “he/she”).
Common Job Description Mistakes to Avoid
Even experienced HR managers sometimes overlook key elements in job descriptions. Watch out for these pitfalls:
🚫 Vagueness: Ambiguity can lead to misunderstandings and attract unqualified candidates. Be specific about responsibilities and expectations.
🚫 Overloading Requirements: Listing too many qualifications can discourage potential applicants. Focus on what’s truly essential.
🚫 Biased Language: Phrases like “young and energetic” can be discriminatory. Use inclusive language to welcome candidates from all backgrounds.
Final Thoughts: Transform Your Hiring with Strong Job Descriptions
A well-crafted job description is your first step toward hiring success. By implementing these best practices, HR professionals can attract high-quality candidates, reduce hiring time, and strengthen their employer brand.
Looking to streamline your hiring process? DNA Recruitment helps businesses connect with the best talent in the life sciences industry. Contact us today to learn more!
Published: 20 February 2025
