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Posted on February 21, 2018

Keep it Real — Yes, Even in a Job Description

Employee engagement is a key driver of overall company performance. However, most companies don’t know how to translate the concept of employee engagement into concrete actions that lead to results. First impressions matter – we all know this. So, knock potential employees’ socks off in the beginning, and they will be more likely to stay engaged. Engaged employees equals more success for you and your company.

A job description is one of the first snapshots about your company that a candidate sees, so make it count. Developing a compelling job description is a balancing act which takes some thought and editing. Too much information can be overwhelming and unnecessary while too few details might not hook the right candidates.

So, what is an employer to do?

“All you have to do is write one true sentence. Write the truest sentence that you know.” – Ernest Hemingway

1. If you can say it in ten words, don’t use twenty.
It goes without saying that the job description should contain the duties and responsibilities required for the position. Once you’ve covered the main responsibilities, you’re probably good to go.

2. Reporting to… who?
Whenever possible, include the reporting structure—especially if managing a team is a key part of the role.

3. Sell it, sister.
It’s not polite to brag–except when you’re recruiting. Do you have an amazing culture? Do you offer unique company perks that make your employees smile? Do you have great benefits? Include ‘em in your description!

4. What’s in a name? A lot.
Make sure the job title is short and simple. In other words, be concise. The title should reflect the ranking order within the company and be comparable to other positions within your industry.

5. Hard skills.
If the job requires specific certifications, skills, or knowledge it’s important to list these clearly. Think about including education requirements, technical skills, or previous experience to ensure you’re attracting the right people.

6. Use a lifeline.
Here’s another thing you can do: Ask for help. We can help you streamline, organize and create strategic content that will make you stand out from the pack.

Think about what attracted you to your job – was your job description a laundry list of duties? Hopefully not. Next, think about the highlights of the open position. The right person for the job will be excited to take on those responsibilities and contribute to your company. Now you’ve already taken the first step to finding your next rock star employee.


Even more ideas for a brilliant candidate experience:

8 Tips to Improve your Job Application Experience

4 Tips for your Careers Site… on a Budget

Stop Begging Your Candidates

Make your Candidates Fall in Love: Tips for a Stellar Interview 

Tess Palladino