Job description tips to attract stronger candidates

A quality job description attracts more quality candidates

The job description is ultimately what can decide whether a candidate applies for a job or not. Strong job descriptions will equal stronger applicants. So let’s get straight down to business and find out how to make descriptions work for you and your applicants.

  1.   Post your quality job description to your recruitment website

This may seem blindingly obvious, but not every recruitment agency does this (sometimes a job is only posted via LinkedIn or to job boards). Unfortunately, this could mean your job slips past people on your email alerts; sometimes called job notifications. Make sure each position you post also goes out onto your recruitment website. After all, your website is probably the only aspect of your recruitment business that is genuinely 24/7. Users can still browse and use your website, whether you are on another call, asleep or on holiday. Not only will it provide an excellent one-stop shop for any prospective job seekers in your sector, but it will also provide Google with better, richer content to index. This brings us to the next point…

  1.   Don’t forget SEO in your job description

Search engine optimised job descriptions are essential to your job description being found by the right candidate. Much of modern-day SEO relies on how the website itself is built and structured (we can help you with structuring sitemaps). It is also about how each element of your site interacts with the rest. Google’s indexing algorithms will pick up on topic trends within the keywords used by your site to further understand what kind of queries might find your site valuable.

Make certain that you include the correct keywords in job descriptions. Job seekers are searching for jobs that fall within the job title they want or the skills that they possess. Include those ‘searching’ words in your job description.

Ensure you include the location of the job. Google wants to present content that is local to the job-seeker. Candidates want to avoid applying for roles that aren’t local to where they live. It wastes their precious time.

Top tip – avoid thin content! Google trusts Quality content and wants to recommend in its results. Everyone is searching for quality content and job descriptions are just one example. Candidates are not searching for poorly written job descriptions that fail to sell the role. Google marks down poorly written articles and this is the same for poor quality job descriptions. Ensure you put the right effort into writing a quality job description. Good quality job descriptions will attract strong candidates.

  1.   Why should a candidate want to apply?

Most job descriptions talk about what the business wants for the role but not the candidate’s desire. Make it about them. If your agency model allows it (and your client is happy), name the company they’re applying to. What is the workplace culture like? With much stress over the candidate shortage, it is now very much a jobseeker’s market. So talk to your client and ask them why they think somebody should apply to work with them.

  1.    Job descriptions should include the salary and relevant benefits

Simple things like salary expectations should be included and will get more clicks. The FXRecruiter recruitment platform is feature-rich. Advertise salary bands and provide relevant text for benefits. There is the option to display salaries in different currencies. You could provide job-seekers with a finger mobile-friendly salary slider scale when searching for roles.   


Our bespoke recruitment website platform FXRecruiter has excellent content management capabilities and is purpose-built to manage recruitment websites and jobs boards. Get in touch with one of our experts to discuss how FXRecruiter and Reverse Delta can help you. Contact Reverse Delta or give us a call on 08000 199737.