How do you write a good job description?

This is what candidates say they want to read in a job description, according to our poll

What makes someone continue reading a job description or decide to apply? Talentmark asked its LinkedIn followers this question in a poll. It is not scientific research, of course, but the results do provide an interesting indication of what people value when reviewing a vacancy. Clear and concrete responsibilities came out on top. So, what can employers learn from these insights? Read on to discover how to write a clear and attractive job description.

What do people find important in a job description?

We asked our LinkedIn followers what they consider most important before deciding whether to continue reading a vacancy or apply for the role. In total, 20 people voted. The results were:

• Concrete responsibilities: 50%
• A clear salary range: 30%
• The company mission: 15%
• Flexibility and working hours: 5%

With 20 respondents, this is of course not a representative labor market study. Still, one thing stands out: half of the respondents mainly want to know what they will actually be doing in the role. A clear salary range followed with 30%.

That does not mean salary is unimportant. However, the poll does suggest that an attractive salary alone may not be enough to get someone interested in a role. The content of the job needs to be just as clear.

A clear description of the responsibilities makes the difference

Job descriptions are still often too general, including within Life Sciences. Take a description such as:

You are responsible for carrying out quality checks and supporting various activities within the laboratory.

On paper, there is nothing necessarily wrong with this description, but it still leaves a candidate with many questions. Which quality checks will they carry out? On which products? Which techniques will they use? Will they work independently or closely with a team? And what is the overall purpose of the work? A job description becomes much more concrete when you write something like:

You analyse raw materials and finished products according to established GMP procedures, using techniques such as HPLC and UV. When results fall outside specifications, you work together with QA and Production to investigate deviations.

This gives the candidate a much clearer picture of what the role involves and allows them to compare the responsibilities with their own knowledge, experience and interests. The more specifically you describe the key responsibilities, the easier it is for candidates to imagine what an average working day will look like. This also helps both sides of the recruitment process. Candidates who are not a good match for the work can recognize that earlier. At the same time, you reduce the risk of suitable professionals losing interest simply because the role sounds less appealing or less relevant than it actually is.

Indeed also advises employers to clearly describe the main tasks, responsibilities and expectations. According to the platform, providing enough detail helps candidates better assess whether the role is right for them and creates more realistic expectations.

Including salary in a job description remains important

The outcome of our poll does not mean salary can be left out of a job description. In fact, 30% of respondents identified a clear salary range as the most important factor before deciding whether to continue reading or apply. A strong job description should therefore preferably include the salary or salary range for the role. This allows candidates to quickly determine whether the position meets their expectations.

Salary transparency is also becoming increasingly important. The European Pay Transparency Directive requires applicants to receive information about the starting salary or salary range so they can make an informed decision. Regardless of legislation, transparency primarily provides clarity.

How do you create an attractive job description?

Concrete responsibilities and salary are important, but a good job description naturally includes more. Ultimately, you want to provide candidates with enough information to decide for themselves whether the role and organization are right for them.

A strong job description should therefore answer a number of key questions:

What will I be doing?
Which responsibilities will the professional take on in practice? Do not just describe broad areas of responsibility, but explain what someone will actually be working on each day or week.

What do I get in return?
Include the salary or salary range, but do not forget shift allowances, holiday entitlement, travel reimbursement and other relevant employment benefits.

What will my working environment look like?
Will someone work in day shifts, rotating shifts or in a hybrid setup? How large is the team? Where will they be based? This kind of practical information helps candidates quickly assess whether the role fits their situation.

What will I contribute to?
This can be especially important within Life Sciences. Is the organization developing a new medicine? Does the role contribute to improving production processes, patient safety or the availability of medicines? Make the impact of the work clear.

Why would someone want to work here?
Think about development opportunities, new technologies, team culture or the organization’s ambitions. This is where you can show what makes your organization attractive as an employer.

When these elements come together, you create an attractive job description that does not just try to generate enthusiasm, but gives candidates enough information to make a well-informed choice.

Need support with your recruitment challenge?

A good job description is an important starting point, but ultimately recruitment is about reaching and attracting the right people. Talentmark supports organisations with a wide range of recruitment and HR challenges, from filling individual specialist vacancies to building complete teams. With more than 55 years of experience, we understand the different disciplines, roles and challenges within Life Sciences.

Would you like to find out how Talentmark can support your organization in finding the right professionals? Contact us for more information.