How To Write Job Specs That Attract Great People

Unfortunately, modern working life has made job descriptions a worthy entry into the top list of thing that 'shouldn't be that hard but somehow we've made them much trickier than it needs to be’. 

And the result has been that most of them end up as a a vague list of buzzwords attached to a job title that sounds like it was made up at 4.59pm on a Friday evening. 

But when you get them right, they’re a powerful tool to:

1. Help candidates understand the role
2. Set clear expectations from day one
3. Give managers something to measure performance against

And avoid the dreaded “That’s not in my job description” conversation six months in to someone joining your company. 

So here are 6 tips to get them right: 

1. Be clear about what the role actually is

A job title is meant to tell someone what they do. It's not meant to confuse and it definitely shouldn't require a 10-minute explanation at parties.

The same goes for the description underneath it. It should spell out what the person will be responsible for, how success will be measured, and what kind of team or project they’ll be joining.

Avoid woolly phrases like “wearing many hats” or “looking for a rockstar”. Stick to what you need.

2. List duties that are realistic and trackable

Every job description should make it easy to answer two questions:

1. Can I do this?
2. Will I know if I’ve done a good job?

Include clear deliverables, realistic targets, and expectations you can measure over time. Avoid padding the spec with everything you wish they could do. Adding AI, sales growth, and three product launches to an admin role won’t get you a unicorn. It’ll get you a frustrated new hire ready to hand their notice in. 

3. Say who they report to (and make sure it makes sense)

Every job spec should state who the person will report into. It might seem like a small thing, but it matters more than you think. It shows you’ve actually thought about the structure of your team. And it reassures candidates that they’ll have someone to guide, support and develop them.

4. Don’t dodge the salary

Hiding the salary is a waste of everyone’s time. Candidates know what they’re looking for. If your number doesn’t match theirs, it’s not going to work. Better to be honest than hope they magically settle for less.

Oh and listing “competitive” doesn’t help either. If it really is, you’d say what it is. Don’t expect someone to block out time for an interview without knowing the ballpark.

5. Drop the generic fluff

A good job spec should make the right person feel excited. But most are stuffy and packed with meaningless jargon. Instead of saying “fast-paced environment” or “must hit the ground running”, say what projects they’ll work on, what they’ll learn, who they’ll be working with and what the team is proud of.

6. Keep your requirements reasonable

If the job is junior, don’t ask for three years’ experience. If the skill is new, don’t demand five years using it. List what skills are actually required to do the job well. Not what sounds impressive. 

Final Thoughts

Job specs aren’t just about hiring. They’re about communication, motivation and setting the tone for your company. Get them right and you’ll attract better people, make onboarding smoother, and give your team a fighting chance at success.