A job description is rarely the work of a single person. In my experience, the most effective descriptions are written by a core team: the hiring manager, a recruiter, and sometimes a senior team member. The hiring manager knows the daily tasks, technical requirements, and team culture. The recruiter understands market trends, salary range benchmarks, and how to phrase requirements to attract a diverse candidate pool.
However, the final "author" is often the recruiter or HR generalist who compiles everyone’s input. I’ve seen many companies make the mistake of letting a busy manager write it alone. That approach often leads to a "wish list" of qualifications that are unrealistic, which hurts the candidate screening process.
Here is a quick breakdown of common pitfalls I’ve observed in job descriptions and who typically causes them:
| Common Mistake | Typical Source | Impact |
|---|
| Unrealistic qualification list | Hiring Manager | Reduces applicant volume by 40% |
| Vague or generic company culture | Recruiter | Lowers employer brand credibility |
| Missing salary range | HR Generalist | Decreases application completion rate |
| Technical jargon no one uses | Senior Team Member | Confuses passive candidates |
The best practice is a structured review process. The hiring manager drafts the "must-haves" and skills. The recruiter rewrites it for clarity and includes a salary range to comply with pay transparency laws. The team then reviews it for unconscious bias. It’s a collaborative document, not a solo act. The person who "wrote" the job is the one who ensures it is accurate, inclusive, and appealing—that’s usually the recruiter who finalizes it.
