How to Write a Job Description That Attracts Better Candidates
If you’re not getting strong applicants, it’s tempting to blame the job market. But in many cases, the real issue is the job description. Most job posts are either too vague (“must be a team player”) or too demanding (“10 years’ experience for entry-level pay”), and both problems repel the candidates you actually want. A good job description does two things at once:
- It attracts the right candidates
- It filters out the wrong ones
At Action Staffing, we help employers in Roswell and Metro Atlanta fill roles across warehouse, administrative, customer service/call center, accounting, legal, help desk, medical front office, office services, and government positions. We see firsthand what kinds of job posts bring in qualified candidates—and which ones generate a flood of unqualified applications. Here’s how to write a job description that attracts better candidates (and helps you hire faster).
Start with a clear, searchable job title
Candidates search by job title first. If your title is unclear, you’ll miss qualified people.
Better titles:
- Warehouse Associate (1st Shift)
- Shipping & Receiving Clerk
- Administrative Assistant (Front Desk)
- Customer Service Representative (Inbound Calls)
Avoid titles like:
- Rockstar
- Ninja
- Team Member (too vague)
- Operations Support (if it’s really a receptionist role)
If the shift matters, include it in the title. If it’s on-site, say so. Clarity gets clicks.
Write the first 2–3 lines like an “instant answer”
Most candidates skim. The top of your job description should quickly answer:
- What is the job?
- Where is it located?
- What is the schedule?
- What is the pay range?
- What’s the fastest path to apply?
Example opening: “This is an on-site Warehouse Associate role in the Roswell/Metro Atlanta area on 1st shift (Monday–Friday). Pay is $X–$Y/hour based on experience. Immediate openings available.”
Even if you don’t publish an exact pay number, a range helps attract more qualified applicants and reduces drop-off.
Be specific about the day-to-day responsibilities
Vague responsibilities attract vague applicants. Strong candidates want to know what they’ll actually do. Instead of “Assist with warehouse operations.” Use:
- “Pick and pack orders using RF scanners.”
- “Load/unload trucks and stage pallets.”
- “Perform cycle counts and inventory checks.”
- “Prepare shipments and label packages.”
Aim for 5–8 bullet points that reflect real daily work.
Include the “must-haves” (and keep them realistic)
The fastest way to lose good candidates is to overload requirements. Separate requirements into:
- Must-have (non-negotiable)
- Nice-to-have (trainable)
Examples of realistic must-haves:
- Ability to lift up to X lbs (if truly required)
- Reliable transportation
- Basic computer skills (if needed)
- Relevant certification (only if required)
If you can train it, don’t list it as a must-have. You’ll widen your candidate pool without sacrificing quality.
Add details candidates care about (this is where better applicants come from)
Better candidates have options. They want specifics, not fluff. Include:
- Pay range (or at least a range)
- Shift schedule and overtime expectations
- Breaks and lunch details (if relevant)
- Work environment (fast-paced, standing, climate-controlled, etc.)
- Benefits (health, PTO, 401k, etc.)
- Temp, temp-to-hire, internship, or full-time status
If it’s temp-to-hire, say it clearly. Many strong candidates prefer it because it offers a path to long-term stability.
Describe what “success” looks like in the first 30–60 days
This is one of the most overlooked ways to attract high-quality candidates. Good people want to win. Examples:
- “In the first 30 days, you’ll be fully trained on our picking process and consistently meeting daily productivity goals.”
- “Within 60 days, you’ll be handling inbound calls independently and documenting customer issues accurately.”
This also reduces mis-hires because candidates self-select out if expectations don’t fit.
Remove the common “candidate repellents”
These phrases often hurt response rates:
- “Must be able to work under pressure” (sounds toxic without context)
- “Other duties as assigned” (fine to include, but don’t make it the whole job)
- “Competitive pay” (without a range)
- “Fast-paced environment” (without explaining support/training)
- Long lists of requirements for modest pay
Also avoid huge blocks of text. Use short paragraphs and scannable formatting.
Add a simple, fast call-to-action
If your application process is slow or confusing, you’ll lose candidates. Make it obvious how to apply and what happens next:
- “Apply today. Our team will reach out to qualified candidates to schedule next steps.”
- “If selected, interviews will be scheduled within X days.”
- “Bring a photo ID and your work history details.”
Speed and clarity increase conversion.
Job description template you can follow
Use this structure for almost any role:
Job Title (Shift/Location)
Pay: $X–$Y
Schedule: Days/hours + overtime expectations
Job Type: Temp / Temp-to-hire / Internship / Full-time
Overview (2–3 lines): What the role is, who it supports, and what success looks like.
Responsibilities (5–8 bullets): Specific daily tasks.
Requirements (Must-have): Keep it short and realistic.
Nice-to-have: Skills you can train.
Benefits/Perks: If applicable.
How to apply: Simple next step and what to expect.
Want better candidates faster? We can help.
If you’re hiring in Roswell or Metro Atlanta and your job posts aren’t bringing in the right people, Action Staffing can help. We’ll work with you to tighten your job requirements, clarify the role, and attract qualified candidates—then handle sourcing and screening to speed up hiring. Reach out to Action Staffing today to start filling your open positions.
