Effective Recruitment Plans for Top Talent Start with Great Job Descriptions

The Art of Great Job Descriptions in Your Effective Recruitment Plan for Top Talent

1) Concrete expectations and challenges

• Articulate measurable outcomes, targets, and ownership — not just responsibilities — with precision. When specifics are uncertain, outline potential directions while remaining open to discussion.

• Transparently share past challenges to set realistic expectations.

• Seek candidates who not only demonstrate enjoyment of core responsibilities and activities but also proactive learning and improvement (e.g., through side projects or initiatives).

2) Compelling value proposition

• Clearly communicate core values, the organization's vision for impact, and key benefits, such as growth opportunities, healthcare, and flexible/remote work policies.

• If company policy allows, include the salary range in the job description to avoid wasted time on candidates whose expectations don't align.

• Time permitting, approach hiring like a marketing and sales campaign with strong attractive materials (like a nice careers page — example from cityblock and jupe) and a strong top of funnel using multiple channels and referrals.

3) Structured evaluation process

• In the job description, provide a clear outline of the application process to set candidate expectations.

• Internally, develop a consistent scorecard with a defined rubric to mitigate unconscious bias. Incorporate small tests throughout to assess attention to detail, such as requesting specific subject lines or cover letter content.

• Strive to interview a substantial number of candidates (15-30 is often recommended to reach saturation), focusing on real-life scenarios that simulate the work environment. Confirm fit through a paid assignment and a trial period with clear performance metrics.