A strong job description is clear, candidate-focused, and easy to scan. It also helps if your job is easily findable on Google and AI search engines. Therefore, think not only about the text but also about the job title, location, employment conditions, and the way someone can apply.<\/p>
Quick tip:<\/strong> save this checklist and use it for every new job. This way, you prevent important information from being missing.<\/blockquote><\/blockquote>Why this checklist?<\/h2>
A job listing is often the first real contact moment between your organization and a candidate. Within a few seconds, someone wants to know: what will I be doing, what will I get in return, and does this fit me?<\/em><\/p>
If that information is not clear, a candidate will drop out faster. That’s a shame, especially in a labor market where good people have many choices. With a good job description, you clarify the position and increase the chances of suitable applications.<\/p>
Also, for findability, a complete text is important. Candidates often search by position, location, number of hours, and the word 'job'. A clear title, relevant keywords, and a logical structure help make your job more visible.<\/p>
1. Is your job title clear?<\/h2>
The job title is one of the most important parts of your job listing. It is often the first thing someone sees on Google, LinkedIn, or a job board.<\/p>
Therefore, choose a job title that candidates recognize and search for. Preferably use:<\/p>
- Administrative employee<\/li>
- Content marketer<\/li>
- Electrician<\/li>
- Internal account manager<\/li>
- HR advisor<\/li><\/ul>
Avoid vague or creative titles such as:<\/p>
- Commercial star<\/li>
- Creative all-rounder<\/li>
- Customer happiness expert<\/li>
- Sales rockstar<\/li><\/ul>
Those terms may sound original, but not everyone searches for them. Candidates usually type in a known job title, often along with a location or number of hours. Think of: job content marketer Amsterdam<\/em> or part-time administrative employee Hoorn<\/em>.<\/p>
Checklist<\/h2>
- Is the known job title at the front?<\/li>
- Does someone immediately understand which job it is?<\/li>
- Do you add the location if it is important?<\/li>
- Does the title match the level of the position?<\/li><\/ul>
2. Is it clear what the job entails within five seconds?<\/h2>
The first paragraph of your job listing is important. Here, the candidate decides whether to read further. Therefore, do not start with a long story about your company. First, tell what someone will do and why the position is interesting.<\/p>
A good opening answers these questions:<\/p>
- What position is this?<\/li>
- What will you do in this role?<\/li>
- For which team or company will you work?<\/li>
- What makes this job attractive?<\/li><\/ul>
Example: less strong<\/h2>
We are a growing organization with a passion for quality. For our friendly team, we are looking for an enthusiastic colleague.<\/blockquote><\/blockquote>This says little about the job.<\/p>
Example: stronger<\/h2>
As a content marketer at [company name], you create content that reaches new customers and candidates. You work in a small marketing team, have space for your own ideas, and help our brand grow further.<\/blockquote><\/blockquote>The second version is more concrete. The candidate sees faster whether the position fits.<\/p>
Use short paragraphs, clear subheadings, and bullet points. This makes a job listing more readable on mobile and easier to scan.<\/p>
3. Mention salary and employment conditions<\/h2>
Candidates want to know what a job offers. Yet this information is still often missing in job listings. Therefore, be as clear as possible about the salary and conditions.<\/p>
For example, mention:<\/p>
- Salary or salary range<\/li>
- Number of hours per week<\/li>
- Permanent or temporary contract<\/li>
- Travel expense reimbursement<\/li>
- Pension scheme<\/li>
- Vacation days<\/li>
- Remote work options<\/li>
- Flexible working hours<\/li>
- Training budget<\/li>
- Growth opportunities<\/li><\/ul>
These points help a candidate make a good choice. Employment conditions also belong in a complete job description.<\/p>
Can't mention an exact salary? Then at least provide a realistic indication or explain which conditions make the position attractive. Don't just write: market-conform salary<\/em>. That is often too vague for candidates.<\/p>
4. Don't ask for a sheep with five legs<\/h2>
Many job listings contain a long list of requirements. Sometimes this is necessary, for example, for a position with a mandatory diploma or certificate. But often wishes and hard requirements are mixed up.<\/p>
Therefore, make a distinction between:<\/p>
Must-haves<\/strong><\/p>
These are requirements that are really necessary to perform the job well. Think of a driver's license, a specific education, expertise, or a mandatory language proficiency.<\/p>
Nice-to-haves<\/strong><\/p>
These are skills or experiences that are nice to have but can also be learned on the job.<\/p>
Example<\/h2>
Less strong:<\/strong><\/p>
You have at least five years of experience, work independently, are creative, commercial, stress-resistant, flexible, analytical, social, and have knowledge of all known systems.<\/blockquote><\/blockquote>Stronger:<\/strong><\/p>
You have experience with online marketing and can independently execute campaigns. Experience with HubSpot is a plus, but not a requirement.<\/blockquote><\/blockquote>By being clear, you lower the threshold for suitable candidates. You also prevent people from dropping out because they think they have to meet all the wishes.<\/p>
5. Show what it's like to work with you<\/h2>
A candidate does not only choose tasks. Someone also chooses a team, work atmosphere, guidance, and future opportunities. Therefore, explain what the work looks like in practice.<\/p>
For example, answer these questions:<\/p>
- What does a regular workday look like?<\/li>
- Who does the new colleague work with?<\/li>
- To whom does this person report?<\/li>
- What is the goal of the position?<\/li>
- Why has this vacancy arisen?<\/li>
- How large is the team?<\/li>
- What opportunities are there to learn or grow?<\/li><\/ul>
A job description can tell, among other things, what the tasks are, what a workday looks like, within which team someone works, and what responsibilities the role has. Information about the organization and company culture also helps candidates get a better picture.<\/p>
Use plain language here. For example, do not write:<\/p>
You will find yourself in a dynamic, innovative, and synergistic environment.<\/blockquote><\/blockquote>Rather write:<\/p>
You work with five colleagues in a small team. We meet every Monday, and you have plenty of room to implement your own ideas.<\/blockquote><\/blockquote>That is clearer and more credible.<\/p>
6. Is applying easy?<\/h2>
Your job listing can be great: if applying takes too much time, you lose candidates. Therefore, always test the process yourself before you publish.<\/p>
Check these points:<\/p>
- Does the application button work?<\/li>
- Does the form work on mobile?<\/li>
- Is uploading a CV easy?<\/li>
- Do you only ask for information that you need now?<\/li>
- Does the candidate receive a confirmation?<\/li>
- Is there a timeline for when someone can expect a response?<\/li><\/ul>
A clear application procedure belongs to a complete job listing. Explain how someone applies, until when that can be done, to whom candidates can ask questions, and what the next steps look like.<\/p>
Good example of a call-to-action<\/h2>
Excited? Apply directly via the button below. Do you have a question first? Call or email Lisa at [contact details]. You will receive a response within three working days.<\/blockquote><\/blockquote>This is personal, clear, and accessible.<\/p>
7. Is your job listed in the right places?<\/h2>
Posting a job on your own website is a good first step. But that doesn't automatically reach all relevant candidates. Think about the channels where your target audience searches.<\/p>
These can be:<\/p>
- Your careers page<\/li>
- General job boards<\/li>
- Industry-specific job boards<\/li>
- LinkedIn<\/li>
- Social media<\/li>
- Newsletters<\/li>
- Your own talent pools<\/li>
- Employee networks<\/li><\/ul>
Don't just look at how many platforms you use. Focus especially on the quality of the reach. For a technical position, different job boards may work than for a marketing or healthcare position.<\/p>
With Nubos, you can manage job listings from one place and distribute them to relevant job channels. This provides more overview and saves time when posting and maintaining job listings.<\/p>
8. Is your job easily findable?<\/h2>
A job must not only be easily readable for candidates. It must also be easily understandable for search engines and AI systems that provide answers to search queries. This is often referred to as SEO and GEO.<\/p>
SEO<\/strong> stands for search engine optimization. You make your job more findable on platforms like Google.<\/p>
GEO<\/strong> stands for optimization for generative search engines. Here, you ensure that AI systems can understand and summarize the content of your job well.<\/p>
Fortunately, the basics are simple: write clearly, completely, and honestly.<\/p>
How to make a job SEO and GEO friendly<\/h2>
- Use the job title in the title and in the first paragraph<\/li>
- Mention the location, such as Amsterdam, Utrecht, or Hoorn<\/li>
- State the number of hours and the type of contract<\/li>
- Use clear subheadings, such as 'What will you do?' and 'What do we offer?'<\/li>
- Answer questions that candidates really have<\/li>
- Use relevant keywords in a natural way<\/li>
- Make the text mobile readable<\/li>
- Add a clear application button<\/li><\/ul>
Do not use keywords too often. A job must remain pleasant to read. Search engines appreciate clear and relevant information, but candidates drop out with texts that sound unnatural. The advice is to naturally incorporate keywords into the title, intro, text, and subheadings.<\/p>
Example of keywords<\/h2>
For a job listing for an account manager in North Holland, you can use natural combinations such as:<\/p>
- Job account manager North Holland<\/li>
- Account manager field sales<\/li>
- Sales job Hoorn<\/li>
- Full-time account manager<\/li>
- Commercial position North Holland<\/li><\/ul>
Only incorporate these words where they logically fit. Write for people, not for an algorithm.<\/p>
Extra: use B1 language level<\/h2>
A job listing should be understandable for as many people as possible. B1 language level helps with that. At B1 level, you use short sentences, familiar words, and a clear structure.<\/p>
Prefer this<\/h2>
- You work together with…<\/li>
- You get…<\/li>
- You help customers with…<\/li>
- You have experience with…<\/li>
- You can grow with us…<\/li><\/ul>
Avoid this<\/h2>
- You function as a sparring partner<\/li>
- You are responsible for optimizing processes<\/li>
- You have a proactive work attitude<\/li>
- You operationalize strategic objectives<\/li><\/ul>
Make difficult words concrete. Instead of proactive<\/em>, you can write: You see what is needed and take action.<\/em> That is clearer.<\/p>
The complete job checklist<\/h2>
Use this list as a final check before your job goes live:<\/p>
- Clear job title<\/strong> — Is it immediately clear which job it is?<\/li>
- Strong opening<\/strong> — Does the candidate understand the position within five seconds?<\/li>
- Clear tasks<\/strong> — Does it state concretely what someone will do?<\/li>
- Realistic requirements<\/strong> — Do you distinguish between must-haves and nice-to-haves?<\/li>
- Salary and conditions<\/strong> — Does the candidate know what you offer?<\/li>
- Employer story<\/strong> — Does someone get an honest picture of the team, culture, and workday?<\/li>
- Easy to apply<\/strong> — Does the process work well on desktop and mobile?<\/li>
- Good findability<\/strong> — Does your job contain position, location, hours, and clear subheadings?<\/li><\/ol>
Frequently asked questions<\/h2>
How long should a job description be?<\/h2>
There is no perfect length. Just make sure all important information is included. A candidate should be able to find tasks, requirements, conditions, work atmosphere, and application process. A clear structure with short paragraphs and bullet points helps with that.<\/p>
Should I always mention a salary?<\/h2>
It is wise to be as clear as possible about salary or salary range. If you cannot mention an amount, at least provide an explanation of the main employment conditions and growth opportunities.<\/p>
Which job title should I use?<\/h2>
Use the job title that your ideal candidate is likely searching for. Optionally add location, hours, or specialization, such as job HR advisor Amsterdam<\/em> or part-time administrative employee Hoorn<\/em>.<\/p>
Why is the location so important?<\/h2>
Many candidates search for a combination of position and location. By clearly stating the location, your job becomes more relevant for people nearby and better findable in search engines.<\/p>
Post smarter with Nubos<\/h2>
A good job description is the foundation. After that, you want the job to reach the right places without having to post and manage everything manually.<\/p>
With Nubos, you keep an overview of your job listings and can expand your reach through relevant job channels. This way, you spend less time on individual postings and more time on what really matters: finding the right candidate.<\/p>
Ready to post your next job smarter? Discover what Nubos can mean for your recruitment.<\/strong><\/p>