A job description is your first sales pitch. It also acts as a filter. A clear one saves hours of screening, while an unclear one fills your inbox with unsuitable applications.
Use a specific, searchable title
Candidates search for standard titles such as 'Electrician', 'Front Office Executive' or 'HR Coordinator'. Avoid internal labels like 'Operations Ninja'. Add seniority and location if relevant.
Open with the purpose of the role
Two or three sentences on why the role exists and what the person will achieve. This is more motivating than a list of tasks.
Separate must-haves from nice-to-haves
Long lists of requirements discourage capable applicants, especially those who feel they must meet every point. Limit must-haves to what is truly needed on day one.
Be transparent about the package
Mention salary range or at least the components: basic salary, accommodation, transport, medical insurance, annual leave and flight tickets where applicable. Transparent listings get more qualified responses.
End with a clear next step
Tell applicants how to apply and what the process looks like, including the number of interview rounds and expected timelines.
