How to Write Effective IT Job Descriptions

A good IT job description is more than a list of tasks and required certifications. Think of it like a first impression on a first date—it's your chance to show prospective candidates who your company is and what you value. 

The rapid change of technology means that IT job roles are constantly shifting, with new specialties and certifications are frequently being introduced. This can make writing a good IT job description challenging, especially for people who aren't in tech roles or have expertise in a different area. 

In this post, we'll review the key components of a compelling IT job description, provide tips, and outline mistakes to avoid if you want your job listing to stand out in the crowded job market. 

What are the Key Components of an Effective IT Job Description?

To write an effective IT job description, focus on being clear and specific. You want to ensure your listing doesn't attract the wrong types of applicants, which prolongs the interview process, or scare away qualified applicants by asking for unrelated training or certifications. 

Make sure to include these main elements: 

• Job title: Be sure to use the correct industry terms for job titles or tasks (e.g., “Network Engineer” or “Software Developer”) to avoid ambiguity. 

• Job summary: Provide an overview of the role, including its main purpose, how it fits into the company’s goals and the team’s objectives.

• Responsibilities: List core duties and expectations, including specific tasks like managing infrastructure, developing software, or maintaining security systems. Use bullet points for clarity.

• Qualifications: Clearly specify the required skills, experience, and education level, such as: years of experience with particular technologies, a degree in computer science, or relevant experience.

• Technical skills: List the specific tools, programming languages, and technologies the candidate will use (e.g., Python, AWS, Cisco). Be as specific as possible to attract qualified candidates.

• Soft skills: Consider including soft skills like problem-solving, teamwork, or communication, which are essential for success in IT roles.

• Certifications/licenses: Mention any required or preferred certifications (e.g., CCNA, AWS Certified Solutions Architect) to show the level of expertise expected.

Check in with the hiring manager or search online to ensure you're not asking for retired certification or using outdated terms. 

6 Tips to Write Better IT Job Descriptions

Poorly written or vague job descriptions aren't just frustrating for applicants. They can also limit your pool of applicants and prolong the hiring process by causing you to interview candidates who aren't a good fit. 

Here are six tips to write better descriptions that help weed out the wrong candidates and find the right fit faster. 

1. Use Clear Language and Reduce Jargon 

The IT world loves its acronyms and jargon—but there's no place for them in IT job descriptions. Some companies like to pepper these throughout the listing in an effort to weed out applicants who aren't familiar with their terms, but there are two issues with this approach. 

First, not only applicants are reading your listings. Recruiters, colleagues, or anyone who knows their friend is looking for a job might also be reading them. Reducing jargon is especially important in entry-level roles, like IT support, where applicants might have the right certifications but not yet be 100% comfortable with the jargon. 

Second, using too much jargon can make your listing long and hard to read. Instead, focus on offering clear descriptions of job responsibilities and required certifications or experience. 

2. Promote Inclusivity In Job Descriptions

Minorities are still highly underrepresented in the tech workforce. Yet, companies with more diverse teams tend to be more profitable. Promoting inclusivity in your job descriptions can help attract highly skilled candidates and signal they are welcome in your workforce. 

To do this, remove language that mentions a specific gender or race (like "manpower" or "man-hours") and include phrasing like "We are looking for talented and motivated individuals from diverse backgrounds to join our team." If you have an inclusivity statement, include it at the bottom of the job description. 

3. Balance Technical Specificity with Accessibility 

You can't avoid all tech speak in a tech listing. If you need someone with SQL experience, you obviously need to include that. However, balancing the language with more relaxed language can help attract a wider audience. Here's an example that balances this perfectly:  

Job Description: Data Analyst (Remote)

We are seeking a skilled Data Analyst to join our growing team. In this role, you will be responsible for collecting, analyzing, and interpreting data to help our organization make informed decisions. If you are passionate about problem-solving, eager to work with diverse teams, and excited to leverage data to drive impactful change, we encourage you to apply—whether you have years of experience or are looking to expand your career in this field.

What you'll do:

• Use SQL and other tools to query and analyze large datasets, transforming raw data into actionable insights.

• Collaborate with cross-functional teams, including marketing, operations, and product development, to understand business needs and deliver data-driven recommendations.

• Present findings in a clear, compelling manner through reports, dashboards, and presentations that both technical and non-technical stakeholders can easily understand.

4. Emphasize Growth and Learning Opportunities 

To attract ambitious candidates, include information about career progression, learning opportunities, and how the company supports professional development. 

For example, stating, "We invest in our employees through training programs and opportunities for cross-functional work," will help attract candidates who are looking to grow and expand their careers. When employees feel invested in their roles, they tend to stick around longer. That’s why some organizations have seen lower turnover rates when they offer access to IT training, which can be accessed through options like our LMS platform connection option to allow your employees to access CBT Nuggets easily in your existing platform.

5. Include Information About Company Culture And Team Dynamics 

The right candidates are attracted to companies with values that align with their own. Including information about your company culture can help applicants self-select companies that they would be happy at. For example, if an application values work-life balance, they are likely to apply for roles that list that in the job description. 

Listing this in the job description will save you time in the interview process. Rather than interviewing 15 people in the first round, you might only need to interview five and know they are all likely to be a good fit. 

6. Tailor the Job Description for Different Levels  

Different roles in the IT field, such as managers, engineers, or analysts, have different responsibilities, skill sets, and expectations. Making it clear what level you're hiring for will prevent misunderstandings and frustration on both sides. Here are a few tips on how to adjust listings for different levels: 

• Manager roles: Focus on leadership and people management skills, collaborations, and technical understanding rather than deep technical experience. For example, " “Familiarity with cloud infrastructure, networking, and software development processes" rather than specific certifications or years of experience. 

• Engineer roles: Focus on specific programming languages, systems, or technologies relevant to the role, such as Java, AWS, and networking protocols. Emphasize the need for independent problem-solving and troubleshooting and mention tasks, such as "Diagnose and resolve system performance issues to ensure optimal uptime in an AWS environment." 

• Architect roles: Emphasize strategic thinking, advanced technical knowledge, and collaboration across teams. Highlight their role in long-term impact and scalability. For example, "Your deep knowledge of cloud platforms like AWS and Azure, as well as your ability to lead technical teams, will be essential to success in this role.”

Common Mistakes to Avoid When Writing IT Job Descriptions

Now that we've covered what you should do, let's discuss what to avoid. Here are three don'ts that will help you write better IT job descriptions. 

Don't Copy/Paste Old Job Listings 

Tech and certifications change over time. If you use an old listing, you might be asking for Cisco certifications that no longer exist or failing to include experience in newer tech that you actually need. If you're posting for a job you've hired for before, you can update it for current usage, but consider starting from scratch. This will help you re-examine what you really need and who would be the best fit. 

Don't Take the Kitchen Sink Approach 

A lot of  job listings take what I call "the kitchen sink approach." Rather than list the three or four skills they really need, they list every possible skill, platform, or tool they'd love applicants to have. This drives away qualified applicants—especially women, who are less likely to apply if they don't have all the skills you request. 

Instead, limit it down to only those that are absolutely necessary. If you just have to include others, add a "Nice to have" section where you list other skills that would be a bonus. 

Don't Outsource Writing to HR or People Ops 

HR doesn't want to write your job descriptions— and they aren't the best person for the job. If writing the job description is overwhelming to you, consider asking HR or People Ops to help, but make sure the hiring manager or a team member is involved. This will ensure the language and job exceptions are correct and clear. 

How to Enhance Job Descriptions for SEO and Visibility

SEO (search engine optimization) can help the right candidates find your job listing through search engines like Google and Bing. To create a well-optimized job listing, follow these steps: 

• Use keywords in job listings applicants are likely searching for: Include related terms like "Python developer in <industry>" or "Python programming language" in headings and the job title itself to find the right candidates. Use keyword tools like Semrush or Ahrefs to find related terms. You can also search for job listings similar to yours to see what other companies include. 

• Use a clear, easy-to-read structure: Avoid huge blocks of text or overly wordy descriptions. Instead, use headings, titles, and bulleted lists to make it easy for search engines and users to read your job description. 

• Use data to refine your job descriptions: Tools like Google Analytics and SEO platforms track traffic and clicks on your listings. Pay attention to which keywords drive traffic and use that data to tweak future listings. If your job postings are located on an external platform, like Indeed or LinkedIn, see if you have access to their performance metrics.

Additionally, if you post jobs on job boards, look for the requirements they use to sort listings. This ensures you'll use the right strategy to show up when prospective applicants search the board. 

Final Thoughts

Writing better IT job descriptions starts with understanding what the role will entail, what skills are needed, and what type of person will best fit into your company culture. 

Don't rush the process! While time may be of the essence, taking the time to write a better description will ensure you find the right person the first time. 

Invest in your team with the CBT Nuggets Learning Management System.