By: Suzanne Smith Social Impact Architects

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“One thing an exceptional employee never says is, 'That's not in my job description.' Exceptional employees work outside the boundaries of a job description.”

- TRAVIS BRADBERRY

 

One of the best questions I’ve been asked recently is: “Once we have a great strategic plan, how do we ensure it gets traction?” When we complete the strategic planning process, our clients walk away with a flashy strategic plan and a detailed dashboard, but we also recommend that they cascade the plan into job descriptions and performance objectives. Since this is not my area of expertise, I called in my favorite talent management expert – fellow Dukie and Texan, John Troy of WorkTogether Talent Consulting. John and his team specialize in helping social sector organizations create compelling job descriptions and optimize their recruitment strategies to attract top talent. They are one of my go-tos for any agency wanting to elevate their hiring process and find the right fit – not just for a job, but for the organization. And, of course, John generously accepted the challenge with his signature style, blending inspiration with a practical, step-by-step process.

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Why Job Descriptions Matter

In today's dynamic job market, a well-crafted job description serves as your organization's first impression on potential candidates. While some organizations treat job descriptions like legal documents, focusing heavily on exhaustive task lists, the most effective ones act as marketing tools. They’re designed to attract highly aligned candidates: those who are motivated by both the mission and the role itself. As workforce motivations evolve alongside technological advancements, creating compelling, human-centered postings has become more crucial than ever. Here's how to develop descriptions that inspire the right people to apply.

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Strategic Job Titles Matter

Your job title should instantly resonate with your target candidates. Choose clear, industry-standard titles that accurately reflect the role and its level of responsibility. When appropriate, add specificity to attract the right expertise – transform a generic "Program Manager" into "Youth Education Program Manager" or "Healthcare Initiatives Program Manager" to draw candidates with relevant experience.

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Additionally, remember that your job title plays a key role in capturing attention on job boards. Job boards often syndicate job postings and pull the top few sentences as a "headline." Make sure there’s a heading on your job description that's both descriptive and compelling.

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If you have a very specific, non-replicable title, you can include a more easily recognized title on your public-facing job description as well. For example, you can list “Acceleration Coach” as “Leadership Coach” or “Managing Director of Schools” as “Assistant Superintendent” to ensure clarity for applicants.

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Showcase Your Organization's Identity

Begin with a concise overview of your organization's mission and values but make it relevant to the role. Rather than simply stating the organization’s values, demonstrate how they manifest in daily work. For instance, if your organization values innovation, explain how the role contributes to pioneering new solutions. If rapid execution is crucial, emphasize the fast-paced environment and the need for candidates who thrive under tight deadlines.

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Also, provide as much organizational information as possible. Link to impact reports, websites and social media pages to help potential candidates understand the broader picture of your organization’s mission and culture.

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Paint a Clear Picture of the Role

The role summary should provide candidates with a vivid understanding of their potential impact and daily responsibilities. Focus on key functions and necessary relationship-building skills. For example, rather than stating "manage projects," specify "lead cross-functional teams to deliver educational programs while coordinating with community partners and stakeholders."

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Make sure your job description enables candidates to imagine themselves in the role. Describe not only the day-to-day responsibilities but also how they will make an impact within the organization and on the larger community.

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Define Qualifications Thoughtfully

Break qualifications into two distinct categories to help candidates self-assess their fit:

 

Required Qualifications:

1. Essential credentials, licenses and degrees

2. Mandatory technical skills or certifications

3. Minimum years of relevant experience

 

Preferred Qualifications:

1. Additional skills that would enhance performance

2. Beneficial software proficiencies

3. Relevant industry experience

 

Pro Tip: Remember - unicorns don’t exist. That dream candidate who checks every single box, that is available, and that wants to work for the pay you are offering may not be out there. If you list Nice-To-Have, Preferred qualifications as Required, you’ll likely scare off a lot of candidates who could have done well at the job, and your position will stay open longer than necessary. Instead, be honest with yourself and only list the true Required Qualifications as Required and all others as Preferred. This way you’ll end up with the largest talent pool possible and can hire the best person for the role, likely someone who meets all of the Required and some of the Preferred Qualifications. 

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Highlight Your Complete Benefits Package

Today's candidates evaluate opportunities based on total compensation. Remember that different benefits appeal to different candidates, so be specific about what you offer rather than using vague terms like "competitive benefits package." Consider highlighting unique or standout benefits that differentiate your organization, such as sabbatical programs or flexible work arrangements. Your benefits outline should include:

1. Core Benefits: Healthcare coverage, retirement plans, insurance options

2. Additional Perks: Employee assistance programs, wellness initiatives

3. Leave Policies: Vacation time, holidays, parental leave

4. Growth Opportunities: Professional development, education assistance, mentorship programs

 

Be sure to include your salary range in the job description (or, at a minimum, at least state the bottom of the range). Transparent salary information builds trust and ensures the candidates applying are aligned with your budget and expectations.

Maintain Clarity and Accessibility

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Keep your job description focused and well-organized by using clear, professional language that avoids industry jargon and unnecessary complexity. Research shows that effective job descriptions typically range from 300-800 words—this length provides enough space to describe the role thoroughly while maintaining reader engagement. Consider your job description as a conversation starter with potential candidates, ensuring each word serves a purpose in helping qualified applicants understand both the role and your organization.

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Remember, the 2025 job description should clearly communicate the mission and impact of the organization, allow job seekers to imagine themselves in the role, and share as much organizational information as possible. This approach creates a connection with the applicant, fostering excitement and making them more likely to apply.

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Final Review

Before posting, review your description through multiple lenses:

1. Does it accurately represent both the role and your organization?

2. Is the language inclusive and welcoming to diverse candidates?

3. Have you clearly distinguished between required and preferred qualifications?

4. Does every detail serve a purpose in attracting the right candidates?

 

Start with a hook. Many job boards and syndication partners automatically pull the job title and first line of your posting into promotional previews. That means the opening line can make or break a candidate’s decision to click. Instead of beginning with a sentence about your organization, kick things off with a compelling call to action that invites candidates in.

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Also, timing can play a significant role in getting your job noticed. New job posts tend to get the most traffic on Mondays and Tuesdays, so posting early in the week maximizes your reach.

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The success of your recruitment efforts often hinges on this initial presentation of opportunity. Take the time to craft descriptions that resonate with your ideal candidates, and you'll build a foundation for more effective hiring processes.

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As we often say to our clients – you want to find employees and volunteers with the right alignment of head, heart and gut. We think this step-by-step process by WorkTogether Talent Consulting does this. If you have any questions for John, I know he would welcome them.

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And, if you have some sure-fire hacks for your job descriptions, we would love to hear about them.

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