How to Write a Job Posting That Attracts Top Talent

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A great team starts with a great job description. It sets the foundation for attracting, engaging, and ultimately hiring the right candidates.

By being clear, concise, and compelling, you increase your chances of attracting highly qualified candidates who are excited about the opportunity and the impact they can make.

Collaborative Role Mapping

Before you create a job posting, take a step back and consider what you really need in a new role. Engage directly with the team that’s expanding. Schedule focused discussions to uncover:

Daily responsibilities that define the role.
Specific, measurable goals that the new hire will be expected to achieve.
Critical skills that separate exceptional performers from average employees.
The tech stack that the new hire will be using frequently.
The current team needs that will be filled by a new hire.

These conversations will help provide a thorough understanding of what the new role entails. Use this information as the building blocks for your job posting.

Be Precise and Concise

When looking at your job description, no candidate wants to face a laundry list of requirements and expectations. Using your analysis, narrow down your job description to the essential requirements and everyday functions of the role.

To create a clear and compelling job description:

Break down responsibilities into 4-6 bullet points that are:
- Specific and measurable.
- Directly aligned with organizational goals.
- Reflective of actual day-to-day work.
Distinguish between essential and desirable qualifications:
- Must-have skills – Critical for success in the role.
- Preferred skills – Valuable but not mandatory.
- Nice-to-have capabilities – Additional skills that could be beneficial.

If you want to reach candidates who match your open position, the best way to connect with them is to be as specific as possible. Avoid using vague language and instead focus on providing clarity. Highlight the concrete expectations and opportunities so they have a comprehensive understanding of the role.

For example, instead of broad statements like “must be a team player,” specify what collaboration looks like in your organization. Replace “strong communication skills” with concrete examples like “ability to synthesize complex technical information for cross-functional teams.”

Include Company Culture

Think of a job description as an advertisement for your company. It is not solely about who should apply, it’s also about telling them why they should apply.

Highlight what makes your company unique by sharing insights into your culture, values, and mission. Being transparent about your work environment will help attract candidates who align with your organization and will thrive within your team.

Measuring and Iterating

It will take some trial and error to figure out what job description format works best for your company. Use these metrics to track the performance of your job postings: