How to Write a Position Description That Attracts Candidates

A job role description isn’t just a formality - it’s the foundation of your hiring process. Done poorly, it repels top performers and floods your inbox with irrelevant applicants. Done well, it acts like a magnet - drawing in the right people, filtering out the wrong ones, and setting clear expectations before you even meet.

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Most businesses get this wrong. They rely on recycled templates, vague bullet lists, and buzzword-heavy intros that leave candidates uninspired - or worse, confused.

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In this article, you’ll learn how to write position descriptions that don’t just describe a role… they sell it to the right candidate, set the tone for high performance, and align your team from day one.

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👉 Want to see how this fits into your full recruitment strategy? Read our Complete Hiring Process Guide.

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What Is a Position Description?

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A position description is a practical, high-leverage tool that outlines the purpose, expectations, and success measures for a specific role. It tells someone not just the position responsibilities, but why the role exists and what impact they’ll have.

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It should do two things:

1. Create clarity internally for the business about what "great" looks like in the role.
2. Attract the right person by painting a clear, compelling picture of the opportunity.

Whether it’s used to brief a recruiter, screen candidates, or onboard a new hire, the description of role sets the tone for performance from day one.

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It’s not just a checklist - it’s a tool to align people around purpose, outcomes, and standards.

Let’s break down how to do it properly.

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Step 1: Start With a Hook That Stops the Right People

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The first line of most job descriptions is a throwaway. It usually starts with a generic company overview, a list of clichés, or a boring breakdown of daily duties. But top candidates aren’t desperate. They don’t read dozens of listings - they scan. You have seconds to get their attention.

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How to Start Strong:

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Lead with clarity, challenge, or ambition. Make the role feel like an opportunity - not a task list.

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Example:

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This role is for someone who knows how to get things done - and is ready to be trusted with more.

You’ve built campaigns, run content calendars, maybe juggled agency clients or freelanced your way through the chaos - and now you’re ready to plug into a tight-knit, growing team where you can actually build something.

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This tells the right candidate: this is a chance to level up - not just execute.

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Step 2: Make It About Them - Not Just You

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Most position descriptions are written for HR or compliance - not candidates. They’re full of internal jargon, long-winded “About Us” sections, and endless bullet points. And they miss the most important question a candidate is asking: “Is this job right for someone like me?”

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Flip the Frame:

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Instead of writing what you want, write who this is for.

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Use “Is this you?” language:

• You take ownership before being asked
• You care about improving systems, not just maintaining them
• You look for patterns, ask better questions, and move quickly

This helps the right person self-select in - and everyone else to self-select out.

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Add “What’s in it for you?”

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Paint a picture of growth, autonomy, visibility, and impact. Don’t just say, “We invest in learning.” Show them what that looks like.

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Example:

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You’ll work closely with a senior operator who’s invested in your development. Our analysts don’t sit in spreadsheets - they build systems that shape how the company runs.

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That’s a very different signal than, “We offer training and a dynamic work environment.”

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Step 3: Set Expectations Early

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Here’s what most businesses miss. They describe the role. Maybe they highlight the perks. Then they stop. No detail about what happens after someone applies. No timelines. No process. Just a blank space.

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What happens next?

• Candidates apply, then forget about you a day later
• The good ones get picked up by companies that move faster
• You lose momentum before the conversation even starts

That’s avoidable.

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Great candidates want clarity. They want to know how to engage.

The companies that win them are the ones that look prepared, structured, and serious about who they bring in.

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What to include:

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What happens next:

- You'll receive an automated email with a short 15-minute assessment. This must be completed to move forward.

- We'll review applications and complete phone screens within one week.

- Interviews will take place between [X] and [Y].

- Final round interviews will follow the week after.

- Make sure to mark [your@email.com] as a safe sender so you don't miss any communication.

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This takes one minute to write - and signals professionalism, structure, and intent. It also reduces ghosting, speeds up your process, and sets a high bar from the start.

If you want serious candidates, show them you're serious about the process. Simple as that.

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Example of a Great Position Description

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Let’s put it all together. Below is a real-world example adapted from a high-performing team that consistently attracts A-players.

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Position Title: Business Analyst

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This is more than a Business Analyst role - it’s a launchpad.

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You’ll work side-by-side with a senior operator to improve how an ambitious business runs across multiple geographies. If you’re adaptable, analytical, and hungry to grow - this is a role that will accelerate your career.

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Is This You?

• You enjoy making things run smoother, faster, and more predictably
• You're looking for exposure to projects that will grow your skills
• You’re the person who fixes things before anyone else realises they’re broken

What You’ll Get

• A manager who will mentor you closely, challenge your thinking, and open doors
• Visibility across both Australian and international operations
• A diverse workload - no two days are the same
• A team that values proactive people and gives them room to grow
• The opportunity to see the results of your work in real time
• A supportive environment where being smart, agile, and solutions-oriented will take you far

You won’t be another analyst stuck in spreadsheets.

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You’ll be building the systems, processes, and insights that make the business better.

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Why This Works:

• It speaks directly to the right candidate—someone ambitious, curious, and systems-minded
• It positions the job as a meaningful opportunity, not just a job title
• It filters for mindset, not just résumé credentials

If you want candidates who hit the ground running, this is how you write for them.

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Final Thought: Clarity Attracts, Vagueness Repels

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A great position description doesn’t just describe a job. It sets the tone for your hiring process, attracts the right talent, and makes performance easier to measure from day one.

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Here’s your checklist:

✅ Start with a hook that makes the right person stop scrolling

✅ Speak to them, not just about you

✅ Set expectations that help people win—then use the PD beyond hiring

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Do this well, and you won’t just fill roles faster.

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You’ll build a stronger, smarter, more aligned team.

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📥 Want more examples like this?

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Download our free guide: 3 Simple Steps to Attract Better Applicants‍