5 Tips to Attract Top Talent with “Website Job Descriptions” (2023)

Effective recruitment involves many tactics, tools, and methods. The job description is one of the most essential elements of effective talent acquisition.

When structured, optimized, and written well, a “website job description” (aka a JD on your career site) drives your recruitment process forward and inspires the best talent to apply for your roles.

Here are 5 tips for creating winning job descriptions for your website to boost employer branding, set the right expectations, and speed up your hiring process.

Here’s what you should do:

1. Use smart tools to boost recruiting

First, we have to note some common issues that tend to turn talented candidates away and paint a bad picture of your brand.

You might not be aware of it, but your job descriptions might have hidden biases that deter candidates and cost you more money for every application you get.

That’s why it’s important to leverage smart technology and use a job description bias tool to automatically identify bias and those keywords that might send the wrong message to potential applicants. It’s a quick and simple way to optimize your JDs before rolling them out on your website or other platforms.

Ongigflags biased words in your JDs based on gender, race, age, disability, mental health, and more. And makes it easy for you to swap biased words with more inclusive ones.

5 Tips to Attract Top Talent with “Website Job Descriptions” (1)

Other tools include conferencing and quiz tools for remote interviews and applicant testing. Or a comprehensive applicant tracking system will speed everything from pre-screening to candidate scoring (and onboarding).

Combined, these tools will allow you to create better job descriptions now and in the future.

2. Don’t be afraid to list salary and benefits

Over the years, a particularly bad habit has become prominent in the business world and recruitment in general — not disclosing salary.

(Video) 5 tips to attract top talent

While you might be apprehensive about listing your compensation and benefits, it’s important to consider the possible upsides and the very real downsides of staying silent on the matter.

For one, not disclosing salary in job descriptions might attract the wrong applicants. It can prolong your recruitment process, costing you money and effort.

It doesn’t matter whether you are disclosing a working-class job salary or a salary for an upper-level management position — it’s important to keep compensation and benefits transparent for all.

Be transparent with your base pay (or a range) so potential applicants know whether or not this is a job they should apply for. And remember, applicants will always find out what the industry pay is for that role.

Don’t let them find that out on a competitor’s website; keep them on your careers website by being open and transparent.

3. Format your text for clarity

A giant wall of text is a great way to make people hit that back button and continue their job search elsewhere.

Creating job descriptions that entice, engage, and inspire people to take action means combining visual elements with clear and value-driven writing. Let’s leave the visuals aside and take a closer look at text optimization.

First, to write a good job description, you need to use the right tone of voice that follows your brand guidelines and resonates with your target audience. You also need to convey the right values and the key drivers to entice top talent to apply.

Remember, the best of the best are not just looking for fair compensation and paid vacation days.

It’s important to break walls of text with bullet points (and subheadings), and emphasize key statements with bold text. You’ll also make your website job description stand out by taking the potential employee through a typical day at work. And showing what’s in it for them.

This is something that most employers don’t do, but it can help paint a picture for the candidate and tell them whether or not you’d be a good fit.

(Video) Top 5 Recruitment Trends for 2022 | FMCG Recruitment Specialists

Here’s a free copy/paste job description template Ongig recommends if you need some help deciding on a format for your JDs:


[Include a clear and concise title of your posted job.]

Tip: Keep your job titles between 1-3 words and 20 syllables or less. This helps with SEO and makes them easier to read. Check out ourJob Title Guidefor the most searched job titles.


[Provide an engaging paragraph about the role.]

Tip: A job summary should concisely explain the role. Remember to include who they’ll supervise and any other responsibilities.


[Share more about the desired skills, roles, and responsibilities of the ideal candidate.]

Consider adding sentences on:

  • Skills required for specific tasks.
  • Goals and targets.
  • Workplace collaborations.

Tip: Look at other companies ortemplatesfor inspiration.


[Here is where you list the day-to-day job duties.]

Job duties may include:

  • Manage day-to-day client support
  • Facilitate a collaborative team environment
  • Provide ongoing support for new projects
  • Coach direct reports
  • Work with C-suite for strategy planning

Tip: Keep your “responsibilities” lists short. Using more than 7 bullets might make candidates feel underqualified or overwhelmed.

(Video) Webinar: Attracting Top Talent - Three Strategies for Success in 2022


[Here is where you list the basic qualifications and experience.]

Tip: Include your preferred requirements here or create a “Preferred Requirements” section if there are more than two.


[List the salary or hourly rate for the role here. It is important to keep things transparent as candidates spend a significant amount of time on this section.]

Tip: Even if it’s a range, list salary details. Salary is the #1 part of a job ad that is “helpful”, “appealing”, and makes candidates “more likely to apply”.


[List the perks of joining your company.]

Tip: Each benefit you include in a job ad increases the apply rate by 1% to 5%. The benefits with the most positive impact on apply rate are: Regular Incremental Bonus (+155.1%); Pet Insurance (+37%); Health Insurance (+29.8%); Stock Options/Employee Stock Purchase Plan (+27.5%); and 401(k) (+20.5%).


[your JDs may include optional sections that facilitate a job search and application]

  • Travel requirements
  • Remote and on-site work requirements
  • Commission details
  • Application steps


[Here, you share more about your company]

Some ideas to include:

  • Stating the healthcare perks of joining the company
  • Describing your company culture
  • Specifying your vision ad mission
  • Sharing your ongoing corporate responsibility

Tip: I like to save the “About Us” section for the end (even though about 50% of JDs start with About Us). Instead, end your JD with the About Us. That way, you can START your JD about the candidate/role, making them feel valued.


[Include an EEO or diversity statement that makes your company accessible and attractive to candidates from diverse backgrounds.]

(Video) How Smaller Companies Are Attracting Top Talent

Tip: Most candidates value seeing a D&I commitment. A diverse population of 764 LinkedIn members in the U.S. said “even a generic statement is still better than no statement.” You’ll find examples in our blog25 Examples of Awesome Diversity Statements.

4. Boost engagement with visual elements

If you want to stand out from your competitors, enrich your career site and job descriptions with visual elements. Be sure to use your brand’s color scheme for these pages and follow the visual style guide to add pictograms or unique imagery to support your subheadings and break up paragraphs of text.

Voltz Motor Tech does this in their modern job description template shown here:

5 Tips to Attract Top Talent with “Website Job Descriptions” (2)

Or use a large header image to frame the page’s design and set the tone. If the pictures or other visual elements are too small, you can use a tool like Depositphotos to upscale your images while ensuring the landing page stays responsive and loads quickly.

And add a call to action to the bottom of each page to inspire potential applicants to “apply now.”

5. Build dedicated landing pages

Creating new landing pages for each open position is a great way to improve your brand’s visibility online, improve SEO, and allow each available job to stand out. This is an excellent opportunity to personalize pages on your website for the position and its requirements and attract the type of person who should apply for the role.

It’s also a great way to leverage website monitoring and track the performance of these pages, so you optimize your hiring efforts in the future.

These pages will generate important user data and give you an insight into the type of traffic that’s coming to your website.

Why I wrote this:

A website job description can make or break your talent acquisition efforts. It’s key to eliminate bias from your JDs, use the right tools in the process, and optimize your written (and visual) elements to create a compelling narrative for potential candidates. Ongig’s software supports your goal to attract quality applicants and to help find the perfect fit for your company, culture, and long-term goals.

This is a guest post fromNikola Sekulićof Content Wizards:

Nikola is a seasoned brand developer, writer, and storyteller. Over the last decade, he’s worked on various marketing, branding, and copywriting projects – crafting plans and strategies, writing creative online and offline content, and making ideas happen. When he is not working for clients around the world, he is exploring new topics and developing fresh ideas to turn into engaging stories for the online community.

(Video) How to Attract Top Talent to Your Organization? | Episode 052


1. Feature Photo by Austin Chan on Unsplash

by Nikola Sekulic in Job Descriptions


What is the best way to attract more candidates through a job description? ›

Quick Navigation
  1. Use language that caters to the candidate.
  2. Avoid using clichés and buzzwords.
  3. Highlight things that make your employees happy.
  4. Mention flexible hours and remote work.
  5. Describe office design or location benefits.
  6. Promote career development.
  7. Show you understand the importance of their work.

How do you attract talents to your job? ›

They say money makes the world go round, but for many candidates salary isn't the only factor considered when accepting a job offer.
Five ways to attract top talent
  1. Company reputation. ...
  2. Company culture. ...
  3. Personal relationships. ...
  4. Personal fulfilment. ...
  5. Career progression.

How do I attract candidates to my website? ›

Adding links to your social media pages, blogs, and press releases is the perfect way to provide this information to entry-level candidates without overloading your career page. Current and past employee testimonials can be one of the most powerful tools in attracting entry-level candidates.

What are five ways to attract good candidates? ›

Follow these steps to attract and retain top talent.
  1. Know your company's mission and values. Identify the most important skills and values for your company. ...
  2. Build an employee-focused culture. Consider what you can offer employees. ...
  3. Involve employees in recruiting. ...
  4. Get out and meet people. ...
  5. Connect online.
29 Aug 2019

How do you make a job description sound fun? ›

Be honest and bring some life into your descriptions to make them engaging. It's a good idea to be a little fun and show the uniqueness of the company or advertised position. Before posting your job online, be sure to read its description and ask yourself if this is a position you would apply for.

How do companies attract new talents? ›

  1. Write good job descriptions.
  2. Be intentional with your hiring process.
  3. Offer competitive compensation.
  4. Build a comprehensive employee benefits package.
  5. Provide employee development opportunities.
  6. Recognize your employees.
  7. Prioritize company culture.
  8. Monitor employee engagement and burnout.

How do you attract and retain top talent? ›

The best way to attract and retain top talent is to create a culture and environment that appeals to them. Your employer brand might be impeccable in that people perceive your company and its values positively. Still, ultimately, the culture and environment you create within the organization will keep your employees.

What are the five recruitment strategies or methods? ›

Here are 5 effective recruitment strategies to attract top talent:
  • Create a candidate persona.
  • Launch an employee referral program.
  • Improve your employer brand.
  • Leverage social recruiting.
  • Embrace recruitment automation.
18 May 2022

How do you attract more creative employees? ›

5 Ways to Attract and Retain the Best Creative Talent
  1. Give your job post some personality. ...
  2. Allow flexibility. ...
  3. Give creative freedom. ...
  4. Design a cool & inspiring environment. ...
  5. Build an awesome team through fun perks.
8 Jan 2016

How do you attract people to join your company? ›

9 Effective Ways to Attract Employees to Your Business
  1. Create a consistent message. ...
  2. Develop an employer brand that reflects your business. ...
  3. Define your company culture. ...
  4. Treat your current employees with respect. ...
  5. Offer competitive benefits/perks. ...
  6. Network with potential talent at virtual and in-person industry events.
12 Jul 2021

What can I write to attract candidates? ›

More savvy advice
  • A catchy job title - yes, it's so important, we put it twice.
  • Clearly articulated essential qualifications and desirable skills.
  • No exaggerations.
  • Challenges, not rewards, to attract those with drive and ambition, rather than applicants just looking for an easy ride.
  • An actual description of the job.

How do you draw attention to a job posting? ›

Here's how to write a job posting that attracts the right talent.
  1. Write a compelling introduction. ...
  2. Tell job seekers who you are. ...
  3. Be transparent about job requirements. ...
  4. List the preferred formal qualifications. ...
  5. Let them know about your expectations. ...
  6. Reasons for applying to your company. ...
  7. Explain communication expectations.
7 days ago

How do you write an effective job posting? ›

By communicating your expectations clearly, job seekers can make better decisions on whether or not they are qualified to apply.
  1. Describing the Position. ...
  2. Summarize the Role. ...
  3. List Job Responsibilities. ...
  4. Make it Easy to Read. ...
  5. Provide Qualifications and Skill Requirements. ...
  6. Share Organizational Values & Culture.

What are the 3 general steps in attracting workforce? ›

  • Step 1: Attract Qualified Manufacturing Talent. Encouraging applications from candidates who are qualified to perform the required tasks will help drive retention and job satisfaction after they join the company. ...
  • Step 2: Develop the Talent Pipeline. ...
  • Step 3: Prepare for a Changing Workforce.

Why is attracting top talent important? ›

Recruiting top talent is critical to the success of any business, as employees are a key source of competitive advantage. With the right team in place, you can boost productivity across your organization and provide the top-notch customer service needed to drive profitability.

How can a company find and attract talented individuals? ›

Best strategies to attract top talent
  1. Recruitment strategy #1: A broader job vacancy. ...
  2. Recruitment strategy #2: Campus recruiting. ...
  3. Recruitment strategy #3: Be flexible. ...
  4. Recruitment strategy #4: Add perks. ...
  5. Recruitment strategy #5: Organize competitions. ...
  6. Recruitment strategy #6: Social media recruiting.
1 Oct 2018

What makes a company attractive to employees? ›

Attractive companies place an emphasis on employee relations. No employee wants to work for a company that disregards its staff by refusing to pay a decent salary, to communicate consistently and to treat employees in a respectful manner.

How do I attract talent 2022? ›

Ultimate Guide To Attract And Retain Talent In 2022
  1. 1 Offer Retention Bonuses.
  2. 2 Be Realistic About Requirements.
  3. 3 Target Workers With Gaps in Their Resume.
  4. 4 Offer Flexible Working Options.
  5. 5 Offer Remote Working.
  6. 6 Create Wellness Programs.
  7. 7 Contact the Professionals at Business Benefits Group.
23 May 2022

How do you attract and retain employees in 2022? ›

8 Proven Employee Retention Strategies in 2022:
  1. Create professional development opportunities.
  2. Make sure managers are not compelling great employees to leave.
  3. Create career advancement opportunities.
  4. Improve the onboarding process.
  5. Monitor turnover risks.
  6. Make sure your employees are appreciated and recognized.
29 Sept 2022

How do you attract people? ›

7 Simple Ways to Attract People
  1. Learn to love yourself before you expect others to love you.
  2. Be confident if you want to be attractive.
  3. If you want to be listened to, learn how to listen.
  4. Do not be afraid to share your opinion, even if it is different.
20 May 2021

How do you recruit talented employees? ›

10 Recruiting Strategies for Hiring Great Employees
  1. Treat candidates like customers. ...
  2. Use social media. ...
  3. Implement an employee referral program. ...
  4. Create compelling job descriptions. ...
  5. Make use of sponsored jobs to stand out. ...
  6. Check resumes posted online. ...
  7. Consider past candidates. ...
  8. Claim your Company Page.
17 Jul 2022

How do you attract and retain employees? ›

10 Tips to Attract and Retain Employees in your Organization
  1. Make your company culture attractive.
  2. Show Appreciation.
  3. Offer a competitive salary and benefits package.
  4. Offer opportunities for growth and development.
  5. Promote a healthy lifestyle.
  6. Encourage a work/life balance.
  7. Make sure your employees are engaged.
23 May 2022

How do you attract candidates at a job fair? ›

Items like employee testimonials, important contact information, company benefits packages, or an employer branding video are all great options for grabbing job seekers' attention and getting them excited about working for you!

What do candidates look for in a job description? ›

When reading a job description, candidates really want to know what's in it for them: what work they'll do, how much they'll make, and whether they can realistically get the job or not. The salary range and benefits were far and away the most highlighted portions of the job description—see the red areas below.

How do you attract qualified candidates? ›

7 Tips for Attracting More Qualified Candidates
  1. Use search engine optimization (SEO) to build up your talent pool. ...
  2. Create an employee referral program. ...
  3. Use Job posting sites. ...
  4. Invest in pay-per-click (PPC) ads. ...
  5. Use social media. ...
  6. Build your brand/site content. ...
  7. Make the process painless.

What is the best recruitment process? ›

The recruitment process involves finding the candidate with the best skills, experience, and personality to fit the job. It requires a series of collecting and reviewing resumes, conducting job interviews, and finally selecting and onboarding an employee to start working for the organization.

How do I advertise my career fair? ›

Reach Out to Local Media

Most companies are looking for local candidates, so local newspapers, radio stations, and magazines are ideal places to promote your job fair. Post your job fair information on community calendars. Most newspapers and magazines allow you to search for previous articles.

How do I make my booth stand at a job fair? ›

6 Tips for an Incredible Career Fair Booth
  1. Represent Your Space Well.
  2. Be Technology-Friendly.
  3. Host a Contest or Giveaway.
  4. Be Friendly and Engage.
  5. Offer Beverages and Snacks.
  6. Publicize Open Positions.

What makes a successful career fair? ›

Unlike a sales goal, you cannot determine success based on how much money or business was earned. Instead, a successful career fair is based on how well students and employers enjoyed the experience and how likely they are to refer your career fair to their peers.

Why are job descriptions so important? ›

A job description typically outlines the necessary skills, training and education needed by a potential employee. It will spell out duties and responsibilities of the job. Once a job description is prepared, it can serve as a basis for interviewing candidates, orienting a new employee and evaluating job performance.

What does a good job description look like? ›

A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications, and working conditions.

How do you attract great talents? ›

  1. Write good job descriptions.
  2. Be intentional with your hiring process.
  3. Offer competitive compensation.
  4. Build a comprehensive employee benefits package.
  5. Provide employee development opportunities.
  6. Recognize your employees.
  7. Prioritize company culture.
  8. Monitor employee engagement and burnout.

What are the five recruitment strategies or methods? ›

Here are 5 effective recruitment strategies to attract top talent:
  • Create a candidate persona.
  • Launch an employee referral program.
  • Improve your employer brand.
  • Leverage social recruiting.
  • Embrace recruitment automation.
18 May 2022

What are the 7 steps in the selection process? ›

Selection Process
  1. Step 1: Job Design. ...
  2. Step 2: Position Description. ...
  3. Step 3: Forming a Selection Committee. ...
  4. Step 4: Recruiting. ...
  5. Step 5: Initial Screening of Candidates. ...
  6. Step 6: Phone, Video or other Pre-Interview Options. ...
  7. Step 7: Campus Visits and In-Person Interviews. ...
  8. Step 8: Recommendation for Hire.


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