Clearly state the title of the job role. This is the first thing applicants see!  

It’s always an added bonus when you specify, for example, the level of applicant you are looking to hire in your title. This actually helps to keep your resume books more tailored. For example: “Data Analyst – Masters Level” or “Data Analyst – Bachelors Level”   

Provide some insight into your organization. We recommend using aspirational, mission-driven, value-based language to describe your organization, and really sell the environment opportunity for employees to grow and learn to entice applicants. Linking to your website with more information also doesn’t hurt! 

Listing salary or a salary range increases job application numbers by 30%!

Listing salary is also critical to a candidate’s application process, especially for underrepresented applicants who rely on this information to make informed decisions on which roles to apply to. Data from Handshake shows that when salary is disclosed in the description, a role sees 13% more applications from Black students.

Clearly list any additional compensation and all components of your employee compensation package.

Use inclusive language. Avoid phrases or words such as “preferred,” which may turn candidates away. Instead, invite candidates who are interested.

Explain the role in terms that an early professional can understand! Avoid jargon or overcomplicating your description of role responsibilities. This will only act as a barrier for great, qualified candidates who may be intimidated by not knowing the ins and outs of a role they are looking into.

Keeping all of the above tips in mind, clearly list the role’s responsibilities and expectations. We recommend a bulleted format.

Your JD is a way to “advertise” your organization, and why a candidate should work with you! Highlight applicant benefits. Mention what an individual in this role will learn, the skills they will gain, mentor programs, and how they will contribute to the success of your organization or its particular branch.

Outlining growth opportunities and being clear on how a role will help a candidate grow within the field, is bound to hook fantastic applicants.

JDs that see large numbers of applications from diverse, qualified applicants typically include role descriptions that focus on skills, not experience. We encourage you to highlight the skills that you are looking for your candidate to have. This will prevent candidates who may not necessarily have the experience or access to prior experience that you require but are actually very skilled and align well with your organization’s values, from being deterred to apply.

In addition to hard/technical skills, include a description of the “type” of person you would like to hire as a team member, not just their skill set. Outside of formal technical training, candidates pick up a ton of soft skills throughout their experiences. Successful JDs typically include a paragraph/multiple bullet points to describe these characteristics which you value most, helping applicants tailor their resumes to highlight those skills accordingly.

Listing general qualifications and accepting a slightly wider variety of majors will open up your applicant reach! Keep in mind that although a candidate is trained in a specific major that is not typically one you would hire from, they may have different and very valuable experience in the field you are targeting and can bring a diverse set of skills and viewpoints to your table.

Job Title

About your organization

• Who/what is [your organization]? What does it stand for?

• What is [your organization] committed to?

Role Description

• Detail the role functionalities

• Clearly list responsibilities and expectations

Applicant Qualifications (bulleted lists here are great!)

• List desirable skills (technical and soft)

• Describe your ideal employee!

• List general qualifications and experience

Perks/Benefits:

• Outline benefits of working at your organization:

• Mentorship programs

• Opportunities for growth

• Compensation: salary (or range), details on compensation package

Requirements for employment:

• List any concrete requirements for employment with your organization (citizenship and VISA requirements, background checks, security clearance, etc.) Be clear to applicants about who your organization can (or cannot) support.

Your JD is a way to “advertise” your organization, and why a candidate should work with you! Highlight applicant benefits. Mention what an individual in this role will learn, the skills they will gain, mentor programs, and how they will contribute to the success of your organization or its particular branch.

Outlining growth opportunities and being clear on how a role will help a candidate grow within the field, is bound to hook fantastic applicants.

Provide some insight into your organization. We recommend using aspirational, mission-driven, value-based language to describe your organization, and really sell the environment opportunity for employees to grow and learn to entice applicants. Linking to your website with more information also doesn’t hurt!