How to Write a Job Description That Attracts the Right Candidates

June 25, 2026·Koali Team

A job description is a filter, not a wish list. Write it well and the right people apply while the wrong ones opt out. Here is how to write one that pulls in strong, relevant candidates.

A job description does more than list duties. It is the first filter in your hiring process. A clear, specific description pulls in people who fit and helps the wrong ones screen themselves out before they apply. A vague one does the opposite. It attracts a flood of loosely relevant applications and buries the people you actually want.

Here is how to write a job description that works as a filter.

Lead with the problem, not the title

Most descriptions open with a generic summary of the company. Candidates skim past it. Open instead with the reason the role exists. What problem will this person solve, and what will the first few months look like?

A line like "We are moving from reactive support to proactive onboarding and need someone to own that shift" tells a candidate more than a paragraph of boilerplate. The people who find that problem exciting are the people you want.

Be specific about the work

Replace vague phrases with concrete detail.

Instead of "manage projects," say "run two to three client projects at a time, from kickoff to delivery."
Instead of "strong communicator," say "write the weekly client updates and lead the monthly review call."
Instead of "fast-paced environment," describe the actual pace and what causes it.

Specifics help candidates picture the job and decide whether it fits. Vague language invites everyone, which is not what you want.

Separate must-haves from nice-to-haves

Long requirement lists do two harmful things. They scare off strong candidates who meet most but not all of the list, and they let weak candidates assume they qualify. Keep it short and honest.

List the few skills that are truly required.
List a handful that would help but can be learned.
Cut anything that is really just a preference.

A good rule is no more than six must-haves. If everything is required, nothing is.

Show the pay range

Posting a salary range is increasingly expected, and in several Canadian provinces it is required. Beyond compliance, it improves the quality of who applies. Candidates self-select honestly, you waste less time on mismatched expectations, and you signal that you respect their time.

Write for a person, not a filter

Skip the corporate clichés. "Rockstar," "ninja," and "work hard, play hard" tell candidates nothing and put many of them off. Write the way you would describe the role to someone you respect. Plain, direct, and honest about both the good parts and the hard ones. Naming the hard parts filters out people who would be unhappy and attracts the ones who are ready for them.

Pair the description with a focused process

A sharp description matters more when the pool it feeds is small and reviewed. On Koali, every role has an application cap and every applicant gets a response within 10 business days. A specific description plus a capped pool means you review a short list of motivated, relevant people instead of sorting hundreds of loose matches. The two work together: specificity attracts fit, and the cap keeps the pool reviewable.

If you want the wider view on drawing in strong applicants, see the recruiter's guide to attracting better applicants.

See how posting works on Koali, or review the pricing.

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