Let’s say you’ve spent three hours writing your first job posting. You tweak the wording, reformat the bullets, and hit publish. You wait… and wait… and nothing happens. Or maybe you get a handful of applicants who are completely unqualified.

 

This is a common experience for small business owners and solopreneurs writing job descriptions for the first time. It’s easy to think listing out tasks is enough—but the truth is, a job posting needs to do much more than describe a role. It needs to attract the right talent.

 

The good news? You don’t need to be a seasoned recruiter to get it right. You just need a structure that works and a few thoughtful tips to make your job post stand out.

This guide will walk you through best practices for writing a job description that connects with qualified candidates—whether your role is remote or in-person, part-time or full-time.

 

Why Job Descriptions Matter More Than You Think

A job description isn’t just an HR formality. It’s your first handshake with potential employees. A good one helps you:

• Attract the right candidates
• Repel those who aren’t a fit
• Communicate your values, voice, and expectations clearly

Think of it like a landing page—it needs to be clear, compelling, and aligned with your brand.

 

A Simple Structure for a Winning Job Description

Here’s a breakdown of what every effective job description should include, inspired by best practices from high-performing companies and thoughtful small business hiring.

 

1. Job Title + Key Details

Start with the essentials and make them clear and searchable:

• Job Title: Use standard, industry-recognized terms (e.g., “Marketing Assistant,” not “Brand Warrior”).
• Location: Remote, in-person, or hybrid?
• Type: Full-time, part-time, contract, or freelance.

 

Example:

Job Title: Social Media Manager

Location: Remote (U.S. only)

Type: Part-Time, Contract (15–20 hours/week)

 

2. About Your Company

This is your chance to share who you are and what you’re about. Even if you’re a solo founder, give applicants something to connect with.

 

Example:

At Luna Wellness Co., we believe holistic health should be accessible to all. Our mission is to empower people through education, empathy, and evidence-based coaching. We’re a small, growing team that thrives on curiosity, community, and personal development.

 

3. About the Role

Give candidates a quick overview of what this position does and how it helps your business.

 

Example:

As our Social Media Manager, you’ll be the voice of our brand across platforms. Your work will help us connect with our community, drive engagement, and grow our online presence in a mission-aligned way.

 

4. What You’ll Do

Use action-based bullet points that highlight what the person will be responsible for:

• Plan and schedule weekly social media content using Later or Buffer
• Create on-brand graphics and captions for Instagram and LinkedIn
• Respond to DMs and comments to grow engagement
• Monitor analytics and suggest data-driven improvements
• Collaborate with the founder during launches

 

If the role is remote, mention tools and workflows (Slack, Notion, Zoom, etc.). If it’s in-person, note location or hours.

 

5. What We’re Looking For

Break this into “must-haves” and “nice-to-haves” to encourage the right applicants and avoid discouraging great candidates.

 

Must-Have:

• 1–2 years of experience managing business social accounts
• Strong communication and copywriting skills
• Familiarity with design tools like Canva

Nice-to-Have:

• Background in wellness, coaching, or similar industries
• Video editing for short-form content (Reels, TikToks)
• Knowledge of analytics platforms like Later or Sprout Social

 

6. Compensation and Benefits

Pay transparency builds trust and encourages serious applicants. If you’re hiring in a U.S. state with pay transparency laws (e.g., California, Colorado, New York, or Washington), ensure your posting complies by including a salary range. Even if not required by law, being upfront about pay helps attract the right candidates.

 

Example:

• Compensation: $25–$30/hour based on experience
• Flexible hours and remote-first culture
• Annual stipend for professional development
• Supportive, feedback-driven work environment

 

7. Why You’ll Love Working Here

Give people a reason to feel excited about joining your business.

 

Example:

At Luna Wellness Co., we don’t believe in micromanagement or burnout. We believe in doing good work and supporting people in doing it well. You’ll have autonomy, open communication, and space to grow.

 

8. How to Apply

Wrap up with clear next steps for applying.

 

Example:

To apply, send your resume and 2–3 sentences about why this role is a fit for you to jobs@lunawellness.co. Applications will be reviewed on a rolling basis—we can’t wait to hear from you!

 

Common Job Posting Mistakes to Avoid

Here are a few pitfalls that can turn off great candidates:

❌ No pay info: Even a rough range is better than none

❌ Too many responsibilities: Focus on what really matters

❌ Impersonal tone: Write like a human—not a legal template

❌ No company context: People want to know who they’re working for

 

Example: Quick Fix

Here’s how a typical job description might improve with a few tweaks:

 

Before:

Seeking an assistant to help with social media, emails, and admin work. Must be organized and self-directed.

After:

I run a growing wellness business and am looking for a part-time assistant to help manage social media, inboxes, and day-to-day operations. This role is fully remote and starts at 10–15 hours/week with room to grow. Pay is $25–$30/hr based on experience. You’ll play a key role in helping me stay focused on serving clients while keeping things organized behind the scenes.

 

Final Thoughts

Writing a job description that attracts the right talent isn’t about sounding corporate or packing in as many bullet points as possible. It’s about being clear, intentional, and human.

 

Whether your team is remote or in-person, large or just getting started, a thoughtful job post shows that you care—about your business, your values, and the people you invite into your work.

 

Take your time, lead with honesty, and write with the kind of energy you’d want your future hire to bring.

 

Great teams start with great communication. And every great hire starts with a well-written job description.