Defining the Perfect Fit: Writing Job Descriptions That Actually Work

A great hire starts with a great job description.
Yet, most job descriptions today are vague, generic, or simply copied from somewhere else. The result? Poor applications. Mismatched candidates. Longer hiring cycles. Disappointed hiring managers.

If your job descriptions are not attracting the right kind of talent, they’re probably pushing them away. At Talent Foresight, we believe that job descriptions are not just hiring tools, they’re branding documents, recruitment magnets, and success blueprints.

Let’s break down what it really takes to write a job description that works.

🚫 Why Most Job Descriptions Fail

Here are some common issues with traditional JDs:

• Too vague: “Strong communication skills” and “team player” are overused and underexplained.
• Too generic: Roles sound the same across different industries and functions.
• Too long or too short: One extreme overwhelms; the other underinforms.
• Unrealistic requirements: Asking for 10+ years of experience for a mid-level role.
• Lack of clarity on impact: No mention of how the role connects to business goals.

If you’re not telling top talent what’s exciting or meaningful about the role, why would they apply?

✅ What a High-Impact Job Description Includes

1. Clear Job Title

Avoid internal jargon. Use titles candidates will search for (e.g. “Sales Executive” not “Revenue Champion”).

2. Compelling Opening Summary

Hook candidates in the first 2–3 sentences:

• What’s the purpose of the role?
• Why does it matter to the company?
• What makes this opportunity exciting?

Example:
“We’re looking for a detail-oriented and data-driven People Operations Associate to help scale our HR systems as we expand across East Africa. You’ll play a key role in ensuring our people processes are efficient, human-centered, and ready for growth.”

3. Key Responsibilities (Outcomes-Based)

Instead of a long list of tasks, focus on 5–7 core responsibilities and what success looks like.

Example:

• Own the full-cycle recruitment process for 10+ roles per quarter, ensuring 90% offer acceptance rate.
• Design and implement onboarding processes that lead to 80% new hire satisfaction within the first month.

4. Skills and Qualifications

Split into:

• Must-haves: Core qualifications essential to performance.
• Nice-to-haves: Helpful but not disqualifying.

This helps avoid bias and encourages capable candidates who may not tick every box.

5. Tools and Tech (if relevant)

Mention the platforms or systems the candidate will use. It sets expectations and attracts relevant experience.

6. Cultural Fit and Values

Speak briefly to your organizational culture:

• Are you collaborative? Fast-paced? Mission-driven?
• What mindset or soft skills thrive in your environment?

7. Compensation & Benefits (If Possible)

Transparency builds trust. Even a range, or mentioning “competitive salary + health insurance + paid leave” signals professionalism and fairness.

8. Application Instructions

Keep it simple. Mention deadlines, expected timelines, or what the next steps look like.

🔎 Why This Matters: Quality In = Quality Out

A job description that is clear, specific, and inspiring:

• Attracts better candidates
• Increases application quality
• Speeds up shortlisting
• Aligns internal expectations
• Reduces offer declines and early turnover

Your JD is often the first impression candidates get of your company. Make it count.

✍️ Talent Foresight’s Approach

At Talent Foresight, we help companies craft role profiles and job descriptions that:

• Are grounded in performance expectations
• Reflect company culture and value
• Attract mission-aligned talent
• Support inclusion and reduce bias

We work with hiring managers to define what success looks like, and translate that into language that resonates with your ideal candidates.

💡 Final Thought: Write to Attract, Not Just Inform

Think of your job description as a marketing tool, not just a task list. You’re not just hiring a person; you’re inviting them to join your mission.

So write like it matters. Because it does.

📥 Need help improving your job descriptions?
Let Talent Foresight help you define, design, and deliver role profiles that attract the right people, the first time.