Most job posts in India look the same: a title, "good communication skills", "salary no bar" and a phone number. Then the employer is surprised when two hundred people apply and almost none of them fit. A job description is not a formality. It is the first filter in your hiring process, and a good one quietly does half the screening for you. This guide explains what to put in, what to leave out, and how to write one that the right person reads to the end and applies.
- Use the job title candidates actually search for, not your internal designation.
- Always show a salary range, the area and the working hours.
- Keep must-haves short; move preferences to a separate list.
Start with the job title
Candidates search using common titles: "Accountant", "Sales Executive", "CNC Operator", "Receptionist". Internal titles such as "Associate, Commercial Operations" or "Executive Grade II" get far fewer views because nobody types them into a job portal or a WhatsApp group.
Add one useful qualifier if it helps the right person self-select, for example "Accountant (GST and Tally)" or "Field Sales Executive, Textile Market". Avoid stuffing the title with five skills. One clear title, one qualifier.
The details every candidate looks for first
Before reading anything else, a candidate checks four things. If any of them is missing, many good people simply move on to the next post.
- Location: the area, not just the city. "Surat" covers a lot of ground. "Sachin GIDC", "Ring Road" or "Adajan" tells someone whether the commute is realistic.
- Salary range: even a broad range. "As per industry" or "best in market" tells the candidate nothing and attracts people whose expectations you cannot meet.
- Working hours and days: shift timings, weekly off, Sunday or rotational offs, and whether overtime is regular.
- Type of job: full-time, part-time, contract or internship.
Send us your job description, rough or polished. We will tighten it with you and share the first pre-screened profiles in 2–3 days.
Describe the work, not a wish list
The middle of the post should answer one question: what will this person actually do on a normal day? Write three to six bullet points in plain language.
Compare these two versions for an accounts role:
| Vague | Clear | |
|---|---|---|
| Duty 1 | Handle accounts | Enter purchase and sales bills in Tally daily |
| Duty 2 | Manage compliance | Prepare data for monthly GST returns with our CA |
| Duty 3 | Coordinate with parties | Follow up on payments due from about 40 regular buyers |
| Duty 4 | Other duties as assigned | Maintain petty cash and bank reconciliation |
The clear version helps a suitable candidate picture the job and helps an unsuitable one realise it is not for them. Both outcomes save you time. (The numbers above are only an illustration; use your own.)
Separate must-haves from nice-to-haves
Long requirement lists are one of the main reasons good candidates do not apply. Many capable people skip a post when they do not tick every box, so every extra line quietly removes some of the applicants you wanted.
Split your list in two:
- Must-have: things you will genuinely reject someone for, such as two years of Tally experience, a valid two-wheeler licence for field work, or fluency in Gujarati for local customer calls.
- Good to have: things that would help but can be learnt, such as experience in your exact industry or a particular software version.
If you cannot explain why a requirement matters, remove it. "Graduate only" for a role that a capable 12th-pass candidate could do well is a common example.
Language, tone and format
Write the way you would explain the job to a friend's son or daughter. Short sentences, no jargon, no clichés like "dynamic team player". A few practical points:
- Language: for shop-floor, delivery and field roles, a Gujarati or Hindi version often performs better. Office roles are normally posted in English. You can share both.
- Phone first: most candidates will read your post on a mobile screen, often inside WhatsApp. Keep paragraphs short and use bullets.
- Inclusive wording: describe the work and the skills. Avoid age, gender or appearance requirements unless the role legally or genuinely needs them.
Tell candidates why they should choose you
Good candidates have options. Two or three honest lines about why someone would want this job make a real difference: a stable business with regular salary dates, training for freshers, a short commute from a major area, incentives, a weekly off that is actually respected. Do not exaggerate. Anything you promise here will be tested in the first month, and broken promises are one of the main causes of early resignations.
Make applying easy
End with exactly how to apply and what happens next. A phone or WhatsApp number with the hours when someone will answer, or a link to apply online, plus a line such as "Shortlisted candidates will get a call within three working days". Then keep that promise.
A reusable template
- Title and qualifier
Accountant (GST and Tally)
- Location, salary, hours
Area of the city, monthly range, shift timings and weekly off.
- What you will do
Three to six plain bullet points about a normal day.
- Must-haves
Only what you would truly reject someone for.
- Good to have
Helpful skills that can be learnt.
- Why join us
Two or three honest lines.
- How to apply
Number or link, hours and what happens next.
Getting help with job descriptions
When you share an opening with Job Vista, our recruiters go through the details with you and turn them into a clear brief before sourcing starts. We then share the first pre-screened profiles in 2–3 days, and we work on one simple rule: Placement fee is billed only after the candidate joins and completes 7 days. You can share your opening here, or read our guide on how to hire faster in Surat for the rest of the process.
