A poorly written job description is one of the most common reasons great candidates do not apply. Here is how to get it right.

Lead With the Opportunity, Not the Requirements

Top candidates are evaluating you as much as you are evaluating them. Open with what makes this role exciting — the project, the impact, the team, or the growth potential.

Be Specific About Methodology and Tools

Are you using Agile, PRINCE2, or a hybrid approach? Do you work with Microsoft Project, Jira, or Primavera? Specificity signals that you know what you need and attracts candidates with the right experience.

Avoid Credential Inflation

Requiring a PMP for a junior PM role or an MBA for a coordinator position will deter good candidates and attract the wrong ones. Be honest about what the role genuinely requires.

State the Salary Range

Candidates consistently report that salary transparency increases their likelihood of applying. Be open about the range and what influences where someone lands within it.

Keep It Concise

Nobody reads a six-page job description. Aim for 400 to 600 words, with clear sections for the role overview, key responsibilities, required skills, and what you offer.

The PM Office helps clients craft targeted job descriptions and sources pre-screened PM professionals who are the right fit the first time.