Most recruiters complain about too many irrelevant applications. Many of those applications are invited by the job post. A vague or inflated description attracts everyone, and then someone has to read every resume.
A good job description does two jobs. It attracts the right people, and it politely turns away the wrong ones. This guide gives you a template you can copy, a before-and-after example and a short checklist.
Why job descriptions go wrong
- Too vague. "Looking for a dynamic candidate with good communication skills" could describe anyone.
- Wish lists. Fifteen requirements make strong people think they are not qualified, while others apply to everything.
- No pay or location. Candidates guess, and you get applications from people who cannot take the job.
- Copy-pasted from old posts. Old titles and tools make the role look out of date.
- Written for the company, not the candidate. Long lists of company achievements, and little about the work.
The template (copy and fill in)
Job title: Use the title candidates search for. Keep it plain ("Sales Executive, B2B SaaS"), not creative ("Revenue Rockstar").
Location and work mode: City, and whether it is on-site, hybrid or remote. If on-site, say so.
Pay range: Give a CTC range, and mention fixed and variable parts if they apply.
About the role (2–3 sentences): What the person will do and what success looks like in the first 6 months.
What you will do (5–7 bullets): Real tasks, written as actions.
Must-haves (3 items): Things the person cannot do the job without. Use numbers where you can ("2+ years in B2B sales", "Hindi and English").
Nice-to-haves (3 items): Helpful but not required.
Who should not apply (1–2 lines): For example, "This is an on-site role in Pune; please do not apply if you can't relocate" or "We need someone who can join within 45 days."
What we offer: Pay, growth, learning, team, benefits. Be specific and honest.
How to apply: One clear step. Add one short screening question, for example, "In one line, describe a deal you closed in the last year."
Before and after
Before
"We are looking for a dynamic and passionate sales professional with excellent communication skills to join our fast-growing team. The ideal candidate will have strong skills in sales and be a team player."
After
"Sales Executive, B2B SaaS · Pune (on-site) · ₹6–9 lakh CTC
You will book demos with HR heads at 100–1,000 employee companies and close pilots. In six months, we expect you to own 15 active deals.
Must-haves: 2+ years of B2B sales, fluent Hindi and English, comfortable with 20+ outbound calls a day.
Nice to have: experience selling to HR or recruitment teams.
Please do not apply if you cannot join within 45 days or relocate to Pune.
To apply, send your resume and answer: 'Describe one deal you closed in the last year.'"
The second version is shorter, specific, and easier to screen against.
Words and habits that help
- Use the words candidates search for. Think about how people type the role into a job portal or LinkedIn. Use the common title, then add your internal title in brackets if you need it.
- Keep it to one screen. Candidates skim. About 300–500 words is plenty.
- Say "must" and "nice to have". It stops strong candidates from ruling themselves out.
- Remove unnecessary degree requirements. Ask for skills you need, not credentials you assume.
- Mention notice period expectations. It saves time on both sides.
- Add one screening question. Applications that answer it are usually better.
Turn the job description into a scorecard
Your must-haves, nice-to-haves and deal-breakers are the criteria you will screen against. Copy them into a one-page scorecard and score every resume on the same basis. If you use AI to screen, enter the same criteria so the ranking reflects what the hiring manager actually wants.
HRFY.ai lets you post a role with your criteria, screens and ranks every applicant against them with the reasoning shown, and can call candidates and run the first interview. You read a ranked shortlist with evidence.
Quick checklist before you post
☐ Title is the one candidates search for
☐ Location and work mode are stated
☐ Pay range is stated
☐ 3 must-haves, 3 nice-to-haves
☐ One line on who should not apply
☐ One screening question in the application
☐ Under 500 words