Job Titles and Descriptions Indeed and Applicants  Love

What Makes a Job Description Effective?

Standard: A well-written job description does more than describe a role—it speaks directly to job seekers and convinces them that this opportunity is worth pursuing. Successful job descriptions focus on delivering the information candidates care most about in a concise, easy-to-read format. You know this already, right?

Next level: Think about what the applicant is looking for. Do they want to be a part of a team working on a mission-oriented goal? Do they want to be motivated by a business with a great corporate culture? Will their ideas matter? Your best hires – ones that truly add value to your business – will all answer with a resounding YES! Weave the above into your company description, job, and or title, and you’re starting to get on the right path.

Standard: Job seekers rely on clear and transparent information to make informed decisions about applying. Here are the six key elements you should always include:

1. Pay Range: Clearly state the expected salary or hourly rate. Transparency about pay is one of the most critical factors for job seekers. Indeed claims including pay on your job descriptions:
   • 2.5 times more job views
   • 2.3 times more clicks on your job
   • 3.3 times more applications
2. Benefits: Highlight perks like health insurance, paid time off, retirement plans, or professional development opportunities.
3. Shift Details: Specify whether the position involves night shifts, weekends, or flexible schedules.
4. Location or Remote Options: If the role is remote, make it clear. For on-site jobs, specify the city or area.
5. Required Qualifications: List essential skills, certifications, and education to help candidates self-assess their fit.
6. Job Type: Clarify whether the position is full-time, part-time, contract, or freelance.

These details not only help job seekers evaluate whether they’re a good match for the role but also set you apart as a transparent and thoughtful employer.

Next Level: Yes to all the above and, Incorporate all job tags and job attributes job boards use into your job post in a format the job boards are most likely to use them. Job tags and attributes are how applicants filter through jobs to find ones that offer core points of interest to the applicant. If your job has it but its not on a tag, you are loosing precious traffic. Here is a link to a comprehensive list we have built with all known job tags and job attributes used by job boards. You have to use these correctly. In other words if you offer Health Insurance but only after 3 months. State in a bullet point  “Health Insurance” as a benefit. If you say “Health Insurance – after 3 months” the job board will likely not add “Health Insurance” as a job tag. By fully disclosing specifics later in the hiring process (e.g. in the offer letter or not as ideal in onboarding docs.) is acceptable in most areas.

Think Like a Job Seeker

Who isn’t busy? I’ve said more than once that “the hardest job is getting a job!” I thoroughly believe it. The process is hard on many levels, even if you are a highly pursued talent; the process is not something many look forward to. Think about who your ideal talent is and the position they are in. They are likely busy reviewing other jobs and other offers. How can you not only get in front of them but also keep their attention? You want to be the job they are thinking about at night and telling their friends about. It’s not always about the pay rate, but more typically it’s more about your organization. Your future employee wants to tout who they are going to work for more than how much they are going to be paid. With that, one of your goals is to tout just how amazing your organization is.

Standard: Here are three best practices to follow:

• Break up text into short paragraphs (3-4 sentences) to make it easy to read.
• Use plain language to ensure your post is accessible to a wide audience.
• Incorporate bullet points for quick scanning of key details.

By making your job post easy to digest, you’ll increase the chances of connecting with top candidates.

Next Level: Again yes to all of the above and… Not only use all job tags and attributes for the above but also include amazing things about your company. What makes your company successful? What differentiates your company from the competition? Why do people like working for your company? Where is the company going in the future and how are they getting there? Sprinkle in some of these and you are going to gain interest from the right applicants!

Writing a Job Title That Stands Out (for the Right Reasons)

Standard: A strong job title is essential. It’s the first thing candidates see, and it directly impacts whether your job post appears in searches. Here are some tips:

• Stick to industry-standard terms: Use job titles that are widely recognized, such as “Customer Service Representative” or “Graphic Designer.” Avoid creative but vague titles like “Customer Happiness Guru” or “Design Wizard,” as these may not show up in search results.
• Keep it concise: A job title should be no more than 5-7 words. For example, “Retail Sales Associate” is clear and to the point.
• Avoid internal jargon: Terms like “Level II Associate” or “Tier One Engineer” can confuse job seekers and reduce your post’s visibility.

Remember, the goal is to create a title that matches what job seekers are searching for. By doing so, you’ll reach a larger, more relevant audience.

Next Level: Yes to all of the above. You really have to do them well. You can include some inspiring or intriguing surperlative.  No, don’t add “RockStar” or similar to the job title. That’s a big no no for boards like Indeed, Monster, ZipRecruiter and, others and your job might not post. Rather, something like Specialist, Technician, Associate. In some cases you might add Vice President, Lead “XYZ”, Chief and, Support Specialist. For other jobs using truck driver as an example, try and incorporate an attractive point like “Home Nightly”. Use those with caution but executed properly are gold!

Structuring an Effective Job Description

Standard: The most successful job descriptions follow a clear structure that helps job seekers quickly find the information they need. A well-structured description also improves search engine visibility and candidate engagement, ensuring your post stands out in a crowded market. We recommend using the “3 R’s” format: Requirements, Responsibilities, and Rewards.

1. Requirements

Start your job description by outlining the qualifications and skills needed to succeed in the role. This might include:

• Educational requirements (e.g., “Bachelor’s degree in marketing”)
• Specific skills or certifications (e.g., “Proficiency in Adobe Photoshop” or “Certified Public Accountant”)
• Physical requirements (if applicable, such as “Ability to lift 50 lbs”)

By placing requirements at the top, you help candidates quickly determine if they’re a good fit for the role.

2. Responsibilities

Next, outline what the person hired for the role will do on a day-to-day basis. Use bullet points to make this section scannable. For example:

• Manage customer inquiries via phone and email
• Develop and execute marketing campaigns
• Maintain accurate financial records and reports

Be specific, but keep the list concise. Focus on the most important tasks and overall objectives.

3. Rewards

End your job description by showcasing the benefits of the role. This can include:

• Pay range (“$20-$25 per hour” or “$50,000-$60,000 per year”)
• Healthcare and retirement benefits
• Work-from-home flexibility
• Unique perks like gym memberships, free lunches, or pet-friendly offices

Job seekers value transparency, so don’t shy away from sharing compensation and perks.

Next Level: Again, referring to how effective job tags and attributes are (full list link), make sure you incorporate as many of them as fit the job. Applicants use those to sort and filter. Plus you gain a lot of page real estate on the job boards as they show on search pages!

Tips for Writing in an Engaging Tone

Standard: To make your job description stand out, write in an upbeat, conversational tone while maintaining professionalism. Avoid overly formal or stiff language, and focus on making the job sound exciting and worthwhile.

Here are some additional tips:

• Use inclusive language: Avoid phrases like “He must have” and use “The ideal candidate will have” instead.
• Focus on growth opportunities: Mention how the role can help candidates advance their careers.
• Highlight your company culture: Share details about your team, mission, or work environment to give candidates a sense of what it’s like to work with you.

Next Level: All of the above but really work it! Meaning, sell how amazing the company is and how they are changing “XYZ” industry. Or “ABC” company is a 30 year old established firm focused on improving “123”. It’s motivating and people want to be a part of a positive, growing and, successful business.

NinjaGig Pro Tip: Use Templates to Save Time

Not sure how to structure your job description? NinjaGig offers customizable templates to help you get started. These templates are designed with best practices in mind, so you can focus on tailoring the content to your specific needs. By using NinjaGig’s tools, you’ll save time while creating polished, professional job posts.

Final Thoughts

Writing effective job titles and descriptions should not be complicated. Make it fun and focus on abundance and not scarcity. Why do you love working at your company? Why did you decide to? Take those thoughts and make sure they are also shared clearly and detail what job seekers care about most, you can attract high-quality candidates and set your job posts apart from your competition. With NinjaGig’s platform, we give you the tools and support to create job postings that perform!

Have you done all of the above and your job isn’t showing on Indeed or other boards? Check out this article to help find out why.

Ready to hire? Log in to NinjaGig and craft job posts that stand out, save time, and attract top talent fast!