Writing job descriptions that attract the right candidates

A job description does two jobs at once: it sells the role to the right people and quietly discourages the wrong ones. Most descriptions fail at both because they are copied from an old template and padded with generic phrases.

Start with the outcome, not the wish list

Before you list requirements, write two or three sentences about what success looks like in the first six to twelve months. "Reduce customer response time across our Lagos and Abuja branches" tells a candidate far more than "excellent communication skills".

A structure that works

1. Role summary — what the team does and why this role exists.
2. Key responsibilities — five to eight concrete tasks, written as actions.
3. Must-have requirements — only the things a candidate genuinely cannot succeed without.
4. Nice-to-haves — skills that would help but that you are willing to train.
5. Practical details — location, work mode (on-site, hybrid or remote), working days, salary or salary range, and the application deadline.

Separate must-haves from nice-to-haves

Long lists of "requirements" put off capable candidates who meet most but not all of them. Keep the must-have list short and honest. This also makes AI screening more accurate, because the score is built around what you say matters.

Be clear about pay and work mode

Salary and location are the first things candidates look for. Including a salary or range, and stating clearly whether a role is on-site, hybrid or remote, saves everyone time and reduces drop-off after interviews.

Write like a person

Use plain language, avoid internal jargon, and read the description aloud before publishing. If it sounds like a contract, rewrite it. On HR Paddy you can draft the description with AI assistance and then edit it so it sounds like your company.

Quick checklist before you publish

• Is the job title one candidates would actually search for?
• Could a stranger explain what this person will do all week?
• Are the must-haves truly must-haves?
• Have you stated work mode, location, pay and deadline?

Frequently asked questions

What should a good job description include?

A good job description has a short role summary, five to eight concrete responsibilities, a short list of genuine must-have requirements, nice-to-haves you are willing to train, and practical details: location, work mode, working days, salary or salary range, and the application deadline.

Should I include the salary in a job post?

Yes, where you can. Salary and location are the first things candidates look for. Stating a salary or range and whether the role is on-site, hybrid or remote brings in better-matched applicants and reduces drop-outs late in the process.

Why do long requirement lists hurt hiring?

Long requirement lists put off capable candidates who meet most but not all of them. Keeping must-haves short and honest widens your pool of strong applicants and makes AI screening more accurate, because the score is built around what you say actually matters.