Job descriptions as a whole are in need of a major overhaul to start to include more contextual information about the roles being hired for. A study by TheLadd

Job descriptions as a whole are in need of a major overhaul to start to include more contextual information about the roles being hired for. A study by TheLadders.com showed that candidates spend on average 49 seconds on a job description before deciding if it's a fit or not. The majority of that time is spent above the fold. JDs should include the most vital information about the role above the fold. Which languages should the candidate know? What certification is required? Any specialized training? Location? Education? All above the fold. No need to lead a candidate on only to reveal in the last sentence: "Must speak Mandarin". Salary. Mention salary. Every candidate wants to know. At the very least, give a range. Once you get past the basics, add in required skills with context. Avoid the temptation to use cliche "communication skills" or "customer service skills" without adding additional context. Simple formula: You will use [skill name] to [desired result] within/using [time frame/technology] A great example of a very effective JD is from 37Signals a few years ago: https://signalvnoise.com/posts/2544-were-looking-for-an-office-manager-executive-assistant https://signalvnoise.com/posts/2544-were-looking-for-an-offi... It's pretty difficult to read that JD and be confused about the role. They avoid ambiguity at all costs and keep everything tied to specific duties/tasks/outcomes. Finally, give candidates insight into not just your company, but the people doing the work. Their stories and experiences are tremendously more effective than marketing copy written by legal or a content team. We're actually working on this exact problem at https://www.Ruutly.com https://www.Ruutly.com -- converting text-based job descriptions into contextual candidate experiences, above the fold. edit - formatting