How to write human friendly and inclusive job descriptions to attract top talent

Job descriptions are a key element of the recruitment process. A well-written job description can attract relevant and talented candidates, boost your employer brand, reduce your hiring costs and increase your retention rates. Human friendly job descriptions fall into this well-written category.

On the other hand, a poorly written job description can attract unsuitable candidates, give the wrong impression of what a job entails, and bamboozle candidates so much that they don’t even apply.

In this blog post, you’ll find an explanation of what human friendly is, the purpose of a job description, and six tips on how to write human friendly job descriptions.

What is human friendly?

Human friendly means that an item or process is easy for humans to understand, use, or interact with. A human friendly job description uses clear, simple, and concise language, and avoids jargon, technical terms, or vague expressions. It focuses on the needs, interests, and expectations of candidates, instead of simply listing the duties and requirements of the role.

What is the purpose of a job description?

The purpose of a job description is to explain what the expectations, roles, responsibilities, and requirements are for a job. It’s a useful tool for both sides of the hiring process. For employers, a well-written job description will attract relevant candidates who are more likely to stay with the company. For jobseekers, it eases the process of matching skills, experience, and qualifications to the role and provides insight into the company culture.

How to write job descriptions for humans

There’s plenty of information out there about how to write a job description. But a lot of it focuses on what the employer wants at the expense of what the candidate needs. Human friendly job descriptions consider both sides of this equation.

Here are six tips on how to write human friendly job descriptions.

  Use simple language

Simple language means that you use words and phrases that are easy to understand, familiar, and relevant to your target audience. Avoid jargon, technical terms, acronyms, or vague expressions that might confuse or alienate your potential candidates.

Here’s more on how to use simple language in job descriptions:

• Use short sentences and paragraphs. Break up long blocks of text with bullet points, headings, or subheadings.
• Use active voice and action verbs. Instead of saying ‘Responsible for managing a team of five engineers’, say ‘Manage a team of five engineers’.
• Use specific words. Instead of saying ‘You will work on various projects’, say ‘You will work on projects such as developing new apps and improving the website’.
• Use plain English. Avoid using words that are too formal, complex, or obscure. Instead of saying ‘Utilise your skills to optimise the performance of the system’, say ‘Use your skills to make the system work better’.

  Be specific

Provide candidates with a clear and realistic picture of what the job entails and what you expect from them. Being specific also means that you avoid using generic or vague terms that might mislead or confuse.

Here’s more on how to be specific in your job descriptions:

• Use numbers and metrics to explain the impact and scope of the role. Instead of saying ‘You will manage a large budget’, say ‘You will manage a budget of £2 million’.
• Use keywords and phrases that are relevant to the role. Instead of saying ‘You will use various tools and technologies’, say ‘You will use tools and technologies such as Python and SQL’.
• Use examples and scenarios to illustrate the tasks and challenges of the role. Instead of saying ‘You will collaborate with other teams’, say ‘You will collaborate with the marketing, sales, and product teams to launch new features and campaigns’.
• Clearly explain the qualifications and requirements of the role. Instead of saying ‘You have excellent communication skills’, say ‘You have excellent communication skills, both written and verbal, and can communicate complex ideas to different audiences’.

  Focus on the candidate

Write the job description from the perspective of the potential applicant. Highlight the benefits and opportunities that the role offers, instead of just listing the duties and responsibilities.

Here’s more on how to focus on the candidate in your job descriptions:

• Use ‘you’ and ‘your’ pronouns to speak to the candidate directly. This will make them feel involved and valued.
• Explain how the role aligns with the candidate’s goals, interests, and values. Instead of saying ‘You will report to the senior manager’, say ‘You will work closely with the senior manager who will mentor you and help you grow your skills’.
• Emphasise the impact and value of the role within the company. Instead of saying ‘You will design and develop new features for our app’, say ‘You will design and develop new features for our app that will improve the lives of millions of users’.
• Showcase your company culture. Instead of saying ‘We offer a competitive salary and range of benefits’, say ‘We offer a competitive salary and benefits, hybrid work environment, diverse and inclusive team, and a culture of learning and innovation’.

  Keep it concise

Write your job description in a clear and brief manner that covers the essential information without unnecessary details or repetitions.

Here’s more on how to keep it concise in your job descriptions:

• Use bullet points to list the main responsibilities, qualifications, and benefits of the role. Bullet points help you highlight the key points and avoid long paragraphs that might overwhelm the reader.
• Use headings or subheadings to divide your job description into sections. Headings or subheadings help you structure your text and guide the reader.
• Use a word count tool to check the length of your job description. Generally, a word count between 700 and 1,100 words is best. However, this may vary depending on the complexity and level of the role.

  Avoid discriminatory language

Discriminatory language is any statement or use of words that places less value on one type of person than on another. It may be based on age, gender, religion, education, or a candidate’s background. Discriminatory language may be explicit or implicit, intentional or unintentional, but it always has a negative impact on the diversity of your workforce.

The flipside to discriminatory language is inclusivity. Human friendly job descriptions use language that respects and values the differences between people. Here’s how:

• Use gender neutral language and avoid nuanced terms that are generally connected with a specific gender. Instead of saying ‘salesman’ or ‘saleswoman’, say ‘salesperson’. Instead of using pronouns like ‘he’ or ‘she’, use ‘they’ or ‘them’.
• Avoid jargon and technical terms. Instead of saying ‘You must have experience with CRM systems’, say ‘You must have experience with customer relationship management systems’. If you must use acronyms, make sure you explain what they mean.
• Keep sentences short and avoid complicated vocabulary. Instead of saying ‘You will liaise with internal and external stakeholders to facilitate the implementation of strategic initiatives’, say ‘You will work with people inside and outside the company to make important projects happen’.
• Check your job descriptions for any potential discriminatory language. You can do this by using tools like Textio or Gender Decoder.

  Match the job description to your company culture

Write your job description in a way that reflects your organisation’s unique traits, values, and goals. Matching the job description to your company culture also means that it appeals to your ideal candidates.

Here’s how:

• When you describe the responsibilities, qualifications, and benefits of the role, use language that reflects your company’s values and culture. For instance, if your company is innovative and dynamic, use words like ‘cutting-edge’, and ‘fast-paced’. If your company is collaborative and supportive, use words like ‘teamwork’, ‘feedback’, and ‘mentorship’.
• Highlight what opportunities for growth and development are available within the role. You might mention training programmes, career paths, or performance reviews that help employees learn new skills and advance their careers.
• Describe office design or location benefits. If your company has a unique or attractive office design or location, mention it in your job description. For instance, you could describe the layout or amenities of your office space. You can also mention ease of access to public transportation, restaurants, or parks.
• Include information about your company culture and employer brand in your job description. For instance, you could mention the company mission or values. You could include testimonials or awards that the company has received. You can also link to your website, social media, or blog where candidates can learn more about your company culture.

Wrapping it up

Writing human friendly job descriptions isn’t only good for (human) candidates. It’s also good for business. By writing job descriptions that respect and value the differences between people, you boost the chances of building a more diverse and inclusive workforce. You also increase the likelihood of finding the best candidates for your roles, who will bring their skills, passion, and creativity to your organisation.