How To Write Job Descriptions That Attract Quality Candidates

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Dear Recruiting Manager, You posted a job vacancy two weeks ago. Your Job Description is not converting; you’ve received 127 applications. 124 of them are completely unqualified.

Sound familiar? Learn how to write compelling job descriptions that attract quality candidates in this blog.

The problem isn’t that there’s no talent in Nigeria. The problem is that your job description may be attracting the wrong people and repelling the right ones.

Let’s fix that.

The Real Cost of Bad Job Descriptions

Before we dive into solutions, let’s be clear about what’s at stake:

Time wasted: Your HR team spends hours screening irrelevant applications instead of interviewing qualified candidates.

Money lost: Every day a critical position stays empty costs your business. Marketing campaigns stall. Sales targets slip. Projects get delayed.

Opportunity missed: The perfect candidate sees your vague, generic job post, assumes your company is disorganized, and applies to your competitor instead.

Bad job descriptions don’t just waste time. They damage your employer brand.

Why Most Nigerian Job Descriptions Fail

Let’s look at a typical job post:

URGENT!!! We are recruiting!!!

Position: Marketing Manager

Requirements:

Sc in Marketing or related field
5-7 years experience
Must be creative and hardworking
Good communication skills
Must be able to work under pressure

Salary: Attractive

Send CV to: [email]

This job description tells you almost nothing. And it commits every deadly sin of recruitment writing:

❌ No clarity on what the job actually involves
❌ Generic requirements anyone can claim
❌ No salary range (waste everyone’s time)
❌ No company information
❌ Desperate tone (“URGENT!!!”)
❌ Zero differentiation from 50 other marketing jobs

Result? You get flooded with applications from anyone with a marketing degree and a pulse.

The Framework That Actually Works

Great job descriptions follow a simple structure. Here’s what quality candidates need to see:

A Clear, Specific Job Title

Bad: “Marketing Guru Needed!!!”
Good: “Senior Digital Marketing Manager (B2B SaaS)”

Use standard industry titles. Creative job titles might seem fun, but they hurt your searchability on job boards and confuse candidates about the actual role level.

Nigerian Context: Many candidates search by specific titles. “Marketing Manager” gets found. “Marketing Rockstar” doesn’t. (Think SEO)

A Compelling Company Introduction (2-3 sentences)

Don’t assume people know who you are. Even if you’re well-known in your industry, candidates need context.

Example: Techpoint Africa is Nigeria’s leading technology media platform, reaching 2 million readers monthly. We cover startups, innovation, and digital transformation across Africa. Our team of 45 works remotely across 8 countries, and we’re backed by venture capital.

This tells candidates:

What you do
Your size and reach
Your work model
Your stability (VC-backed)

Why this matters: Quality candidates want to work for companies going somewhere. Give them a reason to care.

The Real Job Summary (What You’ll Actually Do)

This is where most Nigerian job posts fail. They list requirements without explaining the actual job.

Bad: Manage marketing campaigns and grow our brand.

Good: You’ll own our digital marketing strategy for the Nigerian market. Day to day, this means: planning and executing paid campaigns across Google, Facebook, and LinkedIn (monthly budget: ₦2-3M), managing a team of 2 content creators and 1 graphic designer, analyzing campaign ROI and presenting monthly reports to the executive team, and identifying new channels to reach enterprise clients in banking and fintech.

See the difference?

The good version tells candidates:

Geographic scope (Nigerian market)
Daily activities (paid campaigns, team management, reporting)
Budget responsibility (₦2-3M)
Team size (3 direct reports)
Target audience (enterprise clients in banking/fintech)

Pro tip: If you can’t describe what the person will actually DO on a typical day, you’re not ready to hire.

Requirements: Must-Have vs. Nice-to-Have

This is critical. Many Nigerian businesses scare away qualified candidates by listing everything as a requirement.

The rule: If someone could do the job excellently without it, it’s not required.

Structure it like this:

Must Have:

4+ years managing digital marketing campaigns with budgets above ₦1M monthly
Proven track record: show us 3 campaigns you’ve run with measurable ROI
Experience with Google Ads, Facebook Ads Manager, and LinkedIn Campaign Manager
Team management experience (at least 2 direct reports)
Bachelor’s degree in Marketing, Business, or related field

Nice to Have:

Experience marketing to enterprise clients in financial services
Google Ads or Facebook Blueprint certification
Experience with marketing automation tools (HubSpot, Marketo)
MBA or professional marketing qualification (CIM, CIPM)

Why this works: The “must-have” list is specific and achievable. The “nice-to-have” list shows your ideal but won’t discourage strong candidates who have 4 out of 5.

Nigerian job seekers often disqualify themselves. Research shows women especially won’t apply unless they meet 100% of requirements. Don’t lose great candidates because you listed “nice-to-haves” as requirements.

What You Offer (Beyond Salary)

Quality candidates have options. They’re not just looking for a salary they’re looking for growth, stability, and culture fit.

Include:

Compensation:

Salary range: ₦350,000 – ₦500,000 monthly (based on experience)
13th month bonus
Performance bonus (up to 20% of annual salary)

Benefits:

HMO coverage for employee + 4 dependents
Pension (10% employer contribution, exceeding statutory minimum)
Annual training budget: ₦300,000 per employee
Work from home Fridays
20 days annual leave + 10 public holidays

Growth:

Clear promotion path: Senior Manager → Head of Marketing → CMO
Quarterly performance reviews with structured feedback
Access to online learning platforms (Coursera, LinkedIn Learning)

Culture:

Hybrid work (3 days office, 2 days remote)
Quarterly team offsites
Flat hierarchy your ideas reach the CEO

Why be this specific? Because vague promises like “competitive salary” and “room for growth” mean nothing. Candidates assume you’re hiding something.

The Application Process (Make It Easy)

Don’t make candidates jump through hoops.

Bad: Send CV, cover letter, portfolio, references, and 500-word essay on why you want to work here to [email]

Good: To apply, email your CV and a link to 2-3 marketing campaigns you’re proud of to jobs@company.com with the subject line “Digital Marketing Manager – [Your Name]”. We review applications weekly and will respond within 5 business days.

What candidates want to know:

Exactly what to send
Where to send it
When they’ll hear back
What the next steps are

Bonus points: Include your hiring timeline.

We’re looking to fill this role by mid-December. Shortlisted candidates will be invited for a first-round video interview, followed by a skills assessment, and a final interview with the Head of Marketing and CEO.

The Salary Question: To Post or Not to Post?

Let’s address the elephant in the room.

Many Nigerian companies refuse to post salary ranges. Their reasoning:

“We don’t want competitors to know what we pay”
“We’ll negotiate based on the candidate”
“Top talent doesn’t care about salary”

Here’s the truth: hiding salary ranges wastes everyone’s time.

What happens when you don’t post salary:

Candidates who need ₦500,000 to pay their rent apply for your ₦250,000 role
You waste interview time on people you can’t afford
Candidates who could afford a pay cut for the right opportunity don’t apply because they assume you’re lowballing
Top talent, who have options, skip your posting entirely

What happens when you post a range:

Only candidates within your budget apply
You spend interview time on realistic prospects
Candidates self-select based on their expectations
You look transparent and professional

The compromise: If you absolutely can’t post exact numbers, at least give a bracket:

Entry-level: ₦150,000 – ₦250,000
Mid-level: ₦300,000 – ₦500,000
Senior-level: ₦600,000 – ₦900,000

Or simply state: “Salary is competitive and based on experience. Range available during first interview.”

Red Flags That Scare Quality Candidates Away

Even one of these will make strong candidates skip your posting:

🚩 “Salary: Attractive/Negotiable/Competitive” → Translation: “We’re paying below market rate”

🚩 “We’re like a family” → Translation: “We’ll expect you to work weekends without extra pay”

🚩 “Must be able to work under pressure” → Translation: “We’re disorganized and you’ll be firefighting constantly”

🚩 “Young, vibrant, and creative” → Translation: “We only want people under 30” (age discrimination)

🚩 “URGENTLY NEEDED!!!” → Translation: “We have high turnover” or “We’re desperate”

🚩 “Females preferred” or “Males only”** → Translation: “We don’t understand employment law” (this is illegal discrimination)

🚩 List of 15+ requirements for an entry-level role → Translation: “We have unrealistic expectations”

🚩 “We’re looking for a unicorn” → Translation: “We want a senior professional at junior prices”

Quality candidates have options. They’re not desperate. One red flag and they’re gone.

How to Write a Job Description in 30 Minutes

Follow this template:

Job Title (2 minutes)
- Use standard industry title
- Add specialty or level in parentheses
Company Introduction (5 minutes)
- What you do
- Your size
- Your traction/backing
- Work model
Job Summary (8 minutes)
- First line: What you’ll own
- Bullet points: What you’ll actually do daily
- Include numbers: budget, team size, targets
Requirements (7 minutes)
- Must-Have: 5-7 bullets maximum
- Nice-to-Have: 3-5 bullets
- Be specific, avoid soft skills
What We Offer (5 minutes)
- Salary range
- Benefits (list them out)
- Growth opportunities
- Work culture specifics
How to Apply (3 minutes)
- What to send
- Where to send it
- Timeline expectations

Total: 30 minutes

Before You Post: The Quality Checklist

Run your job description through this filter:

Does it explain what the person will actually DO every day?
Can someone reading this visualize themselves in the role?
Are the requirements specific and measurable?
Is there a salary range or bracket?
Does it sell the opportunity, not just list demands?
Would YOU apply to this job based on this description?
Is it free of red flags and discriminatory language?
Is the application process simple and clear?

If you answered “no” to any of these, revise before posting.

Common Questions

Q: How long should a job description be?
A: 400-700 words. Long enough to be clear, short enough to hold attention. The example above is 520 words perfect.

Q: Should I mention our company’s challenges?
A: Yes, if they’re relevant to the role. “We’re scaling fast and need someone who thrives in organized chaos” is honest and helps candidates self-select.

Q: What if I don’t know exactly what the role will involve?
A: Then you’re not ready to hire. Figure out the role first, then recruit. Hiring without clarity leads to bad fits and high turnover.

Q: Can I copy another company’s job description?
A: You can use it as inspiration, but customize it completely. Your company, role, and needs are unique. Generic = ignored.

Q: Should I mention our company’s problems?
A: Be honest but strategic. “We’re rebuilding our marketing function after rapid growth” is better than “Our marketing is a disaster.” Frame challenges as opportunities.

The Bottom Line

Writing job descriptions that attract quality candidates isn’t complicated. It just requires:

Clarity – Explain what the job actually involves
Honesty – Don’t oversell or hide information
Specificity – Give numbers, examples, and details
Transparency – Share salary ranges and real benefits
Respect – Make the application process simple

Do this, and you’ll stop drowning in irrelevant applications. You’ll start getting candidates who actually fit the role, understand what they’re applying for, and are excited about the opportunity.

The best candidates aren’t desperate. They’re selective. Your job description is your first interview with them.

Make it count.

Need Help?

At Efficentra Limited, we help Nigerian businesses build recruitment systems that actually work from writing job descriptions to structuring interviews to making final hiring decisions.

Our Recruitment Support Services:

Job description writing and optimization
Candidate sourcing strategy
Interview process design
Assessment tools and skills testing
Offer negotiation support

📧 Email: info@efficentra.com
📞 Call: 02017003024
🌐 Visit: www.efficentra.com

Schedule a free 30-minute recruitment consultation: HR Audit & Advisory

Because hiring the right people shouldn’t feel like gambling.

Efficentra Limited | Strategic HR Consulting
Helping Nigerian Businesses Build High-Performance Teams