First impressions matter, and your job descriptions are often the initial touchpoint between your organization and potential candidates. That’s why it’s so important to understand how to craft compelling job descriptions.

Research shows that 5 out of 10 job seekers will not apply for a role if they perceive the job description to be of low quality—impersonal, unprofessional, and vague. This means you could be missing out on valuable talent simply because you don’t take your job descriptions seriously.

So what’s the secret to crafting job descriptions that sell your organization’s value proposition and attract qualified candidates? The answer is job description storytelling.

In the same way you use storytelling in Marketing and Sales to help buyers visualize themselves using a product, HR pros and Talent Acquisition specialists can also infuse storytelling nuggets to create compelling job descriptions. These narratives help qualified candidates envision themselves doing impactful work at the organization.

If that’s what you want too, then this article is for you. We’re going to explore:

• Components of stellar job descriptions
  
• Incorporating storytelling nuggets in your job descriptions
  
• Addressing diversity and inclusion in your job descriptions
  
• Testing and refining your job descriptions

But before we dive in, let’s talk about your audience. How do you define your ideal candidate persona?

Understanding Your Audience to Craft Compelling Job Descriptions

Crafting compelling job descriptions that attract the right candidate becomes easier when you have a clear picture of the type of person needed to fill a vacant role in your organization.

This clear picture, when documented, is called an Ideal Candidate Persona.

Let’s quickly walk through how to create one.

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