Employers have to make candidates want to work, intrigue them! How do employers do that? Write a good job description. Don't write one that just lays out the groundwork and brunt of the job, but make it interesting, make it appealing. Attracting passive talent is hard enough these days, with the unemployment rate at less than 4%. Get an edge. Write a good job description. Here are some general guidelines:

1. Make it Make Sense to an External Crowd Some of the things that may seem understandable within the walls of an organization, may not be understandable to external candidates. In marketing, "search-engine optimization", and "search-engine marketing" are techniques to help web-sites become more popular, and to get their name in the mix. However, someone on the outside may not know the speicific techniques that organization uses to do so. Be specific in these tasks, and explain them.
2. Don't Overdo the Job It is a Job Description, and it should explain pretty explicitly what the job is, but however, you don't need to explain every nook and cranny of the job. When explaining what the job entails, include the things that will attract the candidate and things that will make the candidate want to apply for job immediately after reading the description. After, all, the objective when sending posting a job description is to hire someone.
3. Make the Requirements Clear Don't put on the job descriptions something like "strong communication skills", or something similar. Communication is pretty broad in that there are many forms of it. Be more specific. Say something like, " be able to present technical concepts of the industry to those not familiar", or something like it. Make sure s the candidate understand the specifics.
4. Write Your Own Descriptions With many organizations turning to recruting websites to market their jobs, make sure to send them a description that the ORGANIZATION has written. You are the experts of your industry, and you know exactly what you are looking for in a candidate. It will be more beneficial to do what you do, and let the recruiters do what they do.

Essentials to include in a Job Description

• Opening Statement- Something interesting, brief, but specific to explain to the candidate why this position exists at the organization, and why it is important. Include a job title comparable with others in the industry.
• Major Duties- Starting with an action verb in each clause, lists the tasks that are to be completed while holding the position. List these tasks in order of importance. Be specific.
• Education/Experience- Include the desired degrees , and experience necessary. Be specific as to how many years, and what degrees are needed.
• Supervision- Include to what degree the position is supervised, and by whom it is supervised. Candidates need to know who to report to.
• Working Conditions- Be explicit as to when and where the candidate is expected to work. Hours, months, locations, travel requirements are all essential components of this section.
• Benefits- Include things that will attract candidates, such as challenging assigments, insurance policies, etc. Make sure to sell the position well here, and explain exactly what the candidate will be getting in return for his or her services.

Writing a Job Description seems pretty simple, as long as it is informative, intriguing, and selling. You have to sell the position, and make candidates want to work for your organization. An intriguing job description coupled with good marketing is a great way to get hires. At Yellojobs.com, we allow employers to create their own job descriptions for the jobs they need filled, and allow them to post their jobs on our site for free. We post their jobs just they way they want them to be read.