According to the U.S. Bureau of Labor Statistics, there were 7.27 million open positions in the US as of July 2026—and we’re willing to bet at least 7.269 million of the associated job descriptions noted that they were looking for a “motivated and self-directed individual” who can “hit the ground running” in an “exciting and fast-paced environment.”
It's not entirely employers' fault: 46% of hiring managers now use AI to help draft job descriptions, up from 31% just a year ago. When a huge share of postings are generated by the same models trained on the same buzzwords, they all start to blend together.
Of course, no two jobs are exactly the same. But it’s easy to fall into the trap of writing a job description that’s, at best, bland, and at worst, entirely unhelpful for applicants.
It’s also a trap you don’t have to fall into. Use the following pointers to help you attract the right people to read, get excited about, and eventually apply for the jobs you post.
1. Pick a job title that makes sense
It’s fine if, internally, you refer to your IT manager as your “Chief Technical Problem Solver.” But if your job title can’t be easily understood by job seekers, you’ll miss out on a lot of candidates. When people search for roles, they look for anything related to their own experience. If you don’t include the right keywords, they probably won’t find you.
It all comes down to good search engine optimization (SEO). Using the example above, your job posting should specifically say “IT Manager,” or whatever variation of the role/title that would make sense to job seekers (don’t worry, you can add some creative flair later on in the description). This matters even more now that both job boards' search algorithms and the AI tools candidates use to scan listings are parsing your title first—a vague title gets filtered out by machines before a human ever sees it.
2. Don’t spare any details about who you’re looking for
According to Greenhouse platform data, the average job posting now receives 244 applications, with entry-level roles or well-known brands often seeing 400 or more. Part of what's driving that volume is, of course, AI: candidates increasingly use the help of AI chat tools to tailor and fire off applications, and LinkedIn reports processing roughly 11,000 applications per minute—up 45% year over year.
These numbers are overwhelming no matter which side of the table you’re sitting on. For applicants, applying to jobs they won’t land—and sometimes even hear back from—is an exhausting ongoing endeavor. And for hiring managers, sifting through so many applications can make the hiring process feel nearly impossible.
One thing you can do to try to filter out unqualified applicants? Be ultra-specific, which means going beyond listing the minimum qualifications and certifications required for a role. Besides the basic knowledge, skills, and abilities that the job demands, which soft skills are you looking for? Do you need someone who’s amazing at building client relationships? Maybe you want a great storyteller who adds a narrative arc to every presentation they make, big or small.
Whatever you’re picturing in your head, try to get it down on paper (as long as it’s in compliance with your local laws—more on that later). The more evocative and specific you can be, the better your chances of enticing that exact person to apply (Gusto's library of job description templates is a good starting point if you want to see how much detail well-built postings actually include).
3. Paint an accurate picture of a day in the life
More often than not, job descriptions focus on end products, and for good reason. Job seekers need to know what they’re expected to produce. But end products alone don’t tell you a whole lot about the actual day-to-day tasks of a job.
So, when writing a job summary, don’t just focus on the end product; focus on the process. Which tasks does the job demand each day? What’s the reporting structure of this role, and how does it relate to other roles on the team? What’s the work environment like? What percentage of time is spent on each task? How much time is spent in meetings versus individually? Get as specific as possible, using action verbs, relationships, and tools used in the role.
4. Get specific about flexibility and perks
Lots of companies throw in generic statements about “flexible schedules” or “great benefits”—but what does that actually mean?
90% of your team’s roles may be eligible for a flexible schedule, but if the receptionist must be there at 7:45 every morning, can only go to lunch at a very specific time, and cannot leave a minute before 4:45, that should be spelled out so they know what to expect. Don’t talk about company generalities when they don’t apply to the job in question.
Does your company provide onsite parking? That’s a fabulous perk that many employees will drool over. But, is there a three-year waiting list to get a spot? If so, don’t advertise it as a perk.
Here are some questions to ask yourself:
Is remote working allowed not only by your company, but by this particular manager?
Is there a busy season? If so, when is it, and what hours should someone expect to work?
In the off-season, can salaried exempt employees work less than 40 hours in a week?
All of these details will help you find someone who will truly be interested in the job and all that it entails.
5. Don’t forget the legal compliance side of job descriptions
There are federal, state, and local laws that you’ll want to comply with while advertising any openings.
Nondiscrimination laws
While you may think your job posting is in the clear, sometimes discrimination can be much more subtle. If your position description states that your ideal candidate is “young and energetic” or a “recent college grad,” it may be considered discriminatory against older applicants. So be careful when you express preferences that aren’t connected to skills or experience.
Essential job functions
If you have 15 or more employees, you are subject to the Americans with Disabilities Act (ADA). This means it’s critical that the job description covers all essential functions of the job, including its physical demands. If the job involves physical requirements like lifting, walking, or climbing, make sure those requirements are listed. If not, you’ll have a hard time arguing it’s a core function of a job.
Leaving salary range out
As of 2026, at least 16 states plus Washington, D.C.—including California, Colorado, and New York—require employers to disclose a salary range in job postings. But even if it’s not required where you are, we recommend including salary as a default.
Resume Genius’s 2026 U.S. Job Seekers Survey found that, among the 1,000 U.S. job seekers surveyed, 72% are less likely to apply for a job that doesn’t list a salary range within the job posting. What’s more, leaving that data out of a job description can make applicants suspicious; 79% of respondents said they question an employer’s transparency when a job description is missing pay information.
Gusto's own research also supports including salary ranges in job descriptions, citing that job ads listing salary saw cost-per-click drop by roughly 53% for education and healthcare roles, meaning transparency can make your recruiting budget go further, too.
You have nothing to hide, so don’t hide it. Post that salary range and let your candidates decide whether that’s a salary they’re comfortable with.
Recommended practices
If you’re an equal opportunity employer, you may want to consider including that in your job posting. While not legally required, it could help you attract more applicants (and will tell them something about your company culture, which is a bonus).
Honesty is always the best policy
When writing your job description, remember that honesty is key. Be clear and don’t try to oversell the role in a way that clouds what the person will be really doing. That’s how you can attract people who will not only be happy at your company, but who will also truly succeed in the role you’re itching to fill.
FAQs
How many applications does the average job posting receive?
The average job opening now draws about 244 applications, with entry-level roles or well-known employer brands often seeing 400 or more. Much of that volume comes from candidates using AI tools to tailor and submit applications quickly, including on platforms like LinkedIn, which makes writing a specific, detailed posting more important for standing out from a crowded field.
Do you have to include a salary range in a job posting?
In a growing number of places, yes. As of 2026, at least 16 states plus Washington, D.C.—including California, Colorado, and New York—require employers to disclose a salary range in job postings. Even where it's optional, including one is smart: 72% of job seekers say they're less likely to apply to a listing without pay information.
What legal requirements does a job description need to meet?
A compliant job description avoids language that could discriminate based on age or other protected traits, and if your company has 15 or more employees, it must list all essential functions of the role, including physical demands, to meet Americans with Disabilities Act (ADA) requirements. Adding an equal opportunity employer statement isn't required but can help build trust with applicants.
Should you use AI to write a job description?
AI can be a useful starting point—46% of hiring managers already use it to draft postings, up from 31% a year earlier—but it shouldn't be the finish line. Many AI tools pull from the same training data, so AI-generated postings often rely on the same buzzwords and blend together. A human should still add specific, role-distinct details before posting.
Do you have to say you're an "equal opportunity employer" in a job posting?
No, including an equal opportunity employer statement in a job posting isn't legally required. Many employers add it anyway because it can help attract more applicants and signals something positive about company culture. It's worth pairing with genuinely inclusive language throughout the rest of the posting, since the statement alone won't offset discriminatory wording elsewhere.
Quick note: This is not to be taken as tax, legal, benefits, financial, or HR advice. Since rules and regulations change over time and can vary by location, consult a lawyer or HR expert for specific guidance.
