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Your Guide to Writing a Job Description that will attract Top Talent

April 9, 2024

How to write a Job Description? Your Guide to attracting Top Talent

Recruiter Job Description Template | Monster.com

How do you cut through the noise and stand out from a sea of "same-old, same-old" job postings? The answer: a well-crafted job description.

What is a Job Description?

A job description is a detailed advertisement for an open position within your company. It outlines the responsibilities, qualifications, and skills required for the role, as well as company culture and benefits.  Essentially, it's a two-way street: it tells potential candidates what the job entails, and it tells you what kind of talent you're looking for.

Why Is a Great Job Description Important for recruitment?

Here are just a few reasons why writing a compelling job description is crucial:

  • Attract Top Talent: A clear and informative job description helps you attract qualified candidates who are a good fit for the role and your company culture.
  • Save Time & Resources: A well-written description reduces the time and resources spent weeding through unqualified applicants.
  • Set Expectations: A clear description helps manage candidate expectations from the get-go, leading to a smoother interview process.
  • Boost Employer Branding: Strong job descriptions showcase your company culture and values, making you a more attractive employer.

Benefits of a Job Description

Now that we understand the importance of a great job description, let's explore the benefits it brings:

  • Increased Applicant Quality: A well-written description attracts candidates with the right skills and experience, saving you time filtering through unqualified applications.
  • Improved Candidate Experience: By providing clear details about the role and expectations, you create a positive candidate experience, fostering goodwill towards your company.
  • Faster Hiring Process: With qualified candidates applying, you can move through the interview process quicker and fill the position faster.
  • Reduced Time-to-Hire: A strong job description translates to a shorter time-to-hire, saving you money and resources.

How to write a Job Description: A Step-by-Step Guide

Interview Questions for Recruiters to Ask Candidates - Lever

Here's a breakdown of the key elements on what to write in a job description, along with some helpful tips:

  • Attention-Grabbing Title: Ditch the generic "Marketing Manager" titles while writing a job description. Use keywords relevant to the position and highlight what makes the role exciting (e.g., "Growth-Hacking Marketing Guru" or "Social Media Rockstar").
  • Company Introduction: Briefly introduce your company, its mission, and its values. Sell your company culture and why it's a great place to work.
  • Job Summary: Provide a concise overview of the position, its key responsibilities, and its impact on the company.
  • Responsibilities & Duties: Outline the specific duties and day-to-day tasks associated with the role. Use strong action verbs and quantify achievements whenever possible.
  • Required Qualifications: List the essential skills and experience needed for the job. Be specific, but avoid overly restrictive requirements that might exclude qualified candidates.
  • Preferred Qualifications: Include additional skills or experience that would be beneficial but not mandatory. This allows you to identify well-rounded candidates who might excel in the role.
  • Compensation & Benefits: While salary might not be the first thing listed, mentioning a competitive compensation package and highlighting key benefits (health insurance, paid time off, etc.) shows you value your employees.
  • Company Culture: Showcase your company culture! Briefly describe your work environment, team dynamics, and any perks or social events that make your company unique.
  • Call to Action: Clearly state how candidates should apply (e.g., link to application portal, email address).

Examples of Writing Job Descriptions that can be effective 

Here are some fictionalized examples of job descriptions to illustrate the points above:

Example 1: How to hire a Marketing Manager 

6 resources to help you hire your dream team

Marketing Manager

We are seeking a qualified Marketing Manager to join our growing team. Responsibilities include managing marketing campaigns, developing content, and analyzing data.

Example 2: How to hire a Content Marketer

How to Hire Like Amazon, Google or Microsoft, Even if You Aren't

Content Marketing Superhero

Do you have a passion for creating killer content that drives engagement?  Are you a social media whiz and SEO master?  If so, we want YOU on our team!

As our Content Marketing maestro, you'll be responsible for developing and executing a content strategy that attracts new customers and elevates our brand.

Ready to make a real impact? We offer a competitive salary, comprehensive benefits, and a fun, fast-paced work environment!

The Final Touches: Proofread and Polish

Before hitting publish, meticulously proofread your job description for any typos or grammatical errors. A polished description reflects well on your company's professionalism and attention to detail. Imagine a potential candidate, eager and qualified,  stumbling upon a job description riddled with errors.  It creates a negative first impression and might deter them from applying, even if the role itself is a perfect fit.

Beyond Error-Free: Taking it to the Next Level

Here are some additional tips to take your job description beyond simply error-free, and  elevate it to attract the best talent:

  • Readability is King: Avoid industry jargon and overly complex sentence structures. Think of your ideal candidate – what would make this description easy and enjoyable for them to read? Aim for a conversational tone that is clear, concise, and engaging.
  • Active Voice Advantage: Structure your sentences using active voice whenever possible. This creates a more dynamic and impactful description. Instead of saying "Responsibilities include managing marketing campaigns," use active voice: "You will manage and oversee all aspects of our marketing campaigns."
  • Action Verbs Showcase Skills: Speaking of impact, leverage strong action verbs to showcase the required skills and experience. Instead of a generic "responsible for social media," use verbs that paint a vivid picture: "Craft engaging social media content that sparks conversation and drives brand awareness."

Optimizing for Search and User Experience

In today's digital age, it's crucial to optimize your job description for both search engines and user experience.

  • Keyword Magic: Integrate relevant keywords throughout the description, but strategically. Don't stuff keywords unnaturally. Instead, weave them organically into the narrative of the job description, ensuring it remains informative and engaging for the reader. This will help qualified candidates searching for specific skills or roles find your posting.
  • Mobile-Friendly Matters: With a significant portion of job searches conducted on mobile devices, ensure your description is formatted for easy reading on all screen sizes. Avoid lengthy paragraphs and use bullet points to break up text and enhance readability on smaller screens.

Standing Out From the Crowd: A Focus on Diversity & Inclusion

7 Reasons Why Being A Recruiter Is An Exciting And Rewarding Career

In today's talent landscape, diversity and inclusion are not just buzzwords, they're essential for building a strong and successful team. Here's how to ensure your job description reflects this:

  • Inclusive Language: Use inclusive language that welcomes candidates from all backgrounds and experiences. Avoid gendered language or biased terminology.
  • Highlighting Company Culture: Briefly describe your work environment and company culture, showcasing a welcoming and inclusive atmosphere that celebrates different perspectives and experiences.

Conclusion: Your Employer Brand on Display

By following these steps and incorporating the above tips, you can craft a compelling job description that does more than just attract top talent. It becomes a powerful tool for promoting your employer brand. A well-written job description showcases your company culture, values, and what it's like to be part of your team. This not only attracts qualified candidates, but also helps you identify individuals who are a good cultural fit, leading to a more successful hiring process and a stronger, more cohesive team.

Bonus Tip: Promote Your Masterpiece!

Once you've crafted your masterpiece, don't let it sit unseen! Promote your job description across various platforms to reach a wider pool of qualified candidates. Utilize social media channels like LinkedIn, professional job boards, and even employee referral programs to spread the word.

By implementing these strategies, you can write a job description that not only attracts top talent but also showcases your company as a desirable employer. Happy hiring!

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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