How to Write a Job Description That Attracts Top Candidates
A well-crafted job description is the foundation of every successful hire. It sets expectations, attracts the right candidates, and protects your organisation legally. Yet most job descriptions are vague, outdated, or copied from a template without thought. Here is how to write one that actually works.
In this guide
- 01Start with the job title
- 02Write a clear role summary
- 03List responsibilities clearly
- 04Define requirements honestly
- 05Include compensation and benefits
- 06Common mistakes to avoid
Start with the job title
The job title is often the first thing a candidate sees — and it determines whether they apply at all. Use a clear, standard title that candidates will search for. Avoid internal jargon or invented titles. Instead, use widely recognised titles: "Human Resources Officer", "Site Supervisor", "Accounts Assistant". If the role has seniority levels, specify them: "Senior Project Manager" vs "Project Manager".
Key takeaways
- Match the title to industry standards in Sierra Leone
- Avoid overly creative or vague titles
- Include the seniority level (Junior, Senior, Lead) where relevant
Write a clear role summary
The role summary (2–3 sentences) explains what the position does, why it exists, and how it fits into the organisation. Think of it as the elevator pitch for the role.
Example: "We are looking for an experienced Logistics Coordinator to manage inbound and outbound shipments across our Sierra Leone operations. Reporting to the Operations Manager, you will coordinate with clearing agents, track deliveries, and ensure timely distribution to field sites."
Keep it factual. Avoid superlatives like "exciting" or "dynamic" — candidates see through them.
List responsibilities clearly
List 6–10 specific responsibilities using action verbs: "Coordinate", "Manage", "Prepare", "Oversee", "Ensure". Prioritise the most important duties first.
Avoid vague phrases like "other duties as assigned" as the bulk of the description. If a task takes up 20% or more of the role, it deserves its own bullet point.
Example responsibilities for an HR Officer role: manage end-to-end recruitment for non-management positions; maintain accurate employee records in the HR system; coordinate monthly payroll processing in liaison with Finance; support line managers with performance review processes; handle employee grievances in line with company policy.
Define requirements honestly
Separate must-have requirements from nice-to-have qualities. Overloading a description with requirements discourages strong candidates from applying.
Must-haves: qualifications, licences, specific technical skills, years of directly relevant experience. Nice-to-haves: additional languages, familiarity with specific software, experience in a particular sub-sector.
In Sierra Leone's job market, be realistic about educational requirements. A degree may not always be the right filter — vocational training, apprenticeships, and on-the-job experience are equally valid for many technical roles.
Key takeaways
- Do not require a degree if the role does not genuinely need one
- Specify the minimum years of relevant experience
- Include any physical requirements (e.g. ability to work on site, travel to remote locations)
Include compensation and benefits
Candidates often decide whether to apply based on salary. Listing a range — even a broad one — increases application quality and saves everyone's time.
Where you can, include: base salary or rate, location of work, contract type (permanent, fixed-term, contract), and key benefits such as medical cover, accommodation allowance, transport allowance, and leave entitlement.
Common mistakes to avoid
Even experienced hiring managers fall into predictable traps when writing job descriptions. Being aware of them puts you ahead.
Key takeaways
- Writing the description for an ideal candidate rather than the actual role
- Using internal acronyms or department-specific language
- Forgetting to include the reporting line and work location
- Listing so many requirements that no realistic candidate qualifies
- Neglecting to update the description when the role evolves
More Resources
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