How to Write a Job Description That Attracts the Right People

A vague job advert is how you end up with 200 wrong applicants and none of the right ones. The job description does more work than people realise: it's your first filter, your interview blueprint, and, if a dispute ever arises, your record of what the role actually was. Spending an hour getting it right saves you weeks later.

Why the job description matters more than you think

Beyond attracting candidates, a clear description anchors the whole hiring process and sets honest expectations, which is one of the cheapest ways to reduce the risk of a bad hire. It also gives you a fair, consistent basis for comparing applicants.

A simple structure that works

• Job title, clear and searchable, not "rockstar ninja".
• Purpose, one or two lines on why the role exists.
• Key responsibilities, the handful of things this person is actually accountable for.
• Must-have vs nice-to-have, separate genuine requirements from wish-list items, or you'll screen out good people.
• Reporting line and location, who they report to, and whether it's office, hybrid or remote.
• What you offer, enough to make a strong candidate want to apply.

Write for the candidate, not the org chart

The best descriptions speak to the person reading them: what they'll do, who they'll work with, what success looks like. Skip the internal jargon. A good candidate is also assessing you.

Keep it fair and lawful

Avoid criteria that could screen out people on protected grounds, age, gender, disability, and remember Kenya's disability inclusion obligations. Focus on what the job genuinely needs. Inclusive wording widens your pool and keeps you compliant.

Use it through the whole process

A strong description becomes your interview scorecard and your reference point for the offer, keeping hiring objective from start to finish. That structured approach is the core of our recruitment and talent acquisition services.

Frequently asked questions

Disclaimer: This article is general guidance for educational purposes and is not legal or tax advice. Statutory rates and requirements change. For advice specific to your organisation, speak to a qualified HR, legal or tax professional.