How to Write a Job Description That Attracts the Right Person the First Time
Most coaches who struggle with hiring trace the problem back to the job description. Either it was too vague, which attracted everyone and therefore no one useful, or it focused on skills without communicating the actual requirements of the role, which led to a mismatch that only became apparent weeks in. Writing a good job description is worth the extra thirty minutes it takes to do it properly.
Start With the Outcome, Not the Tasks
Instead of leading with a list of tasks, lead with what success in this role looks like. What will be different in your business in six months if this person is doing their job well? What specific things will they have taken ownership of? Starting from outcomes helps you attract people who are thinking about contribution, not just compliance.
Be Specific About What the Role Is Not
One of the most underused parts of a job description is being clear about what you are not looking for. If you do not need someone to take on client-facing work, say that. If you need someone who is comfortable working independently without daily direction, say that. If you are not looking for someone who needs everything explained before they start, say that. Specificity here filters out mismatches early.
Describe the Working Environment Honestly
Coaching businesses tend to be fast-moving, often slightly scrappy, and heavily reliant on the relationship between the owner and their team. The right person for your role might not be the right person for a corporate environment, and vice versa. Be honest about what it is actually like to work in your business, including the pace, the communication style, and what they can expect from you as a manager.
Include the Practical Details
Hours, rate or salary range, whether the role is project-based or ongoing, how communication happens, what tools you use, and what the application process looks like. Missing these details does not make your role more appealing. It creates friction for serious candidates and tends to attract people who are not reading carefully.
Read It Back as a Candidate
Before you post it, read it as if you were the person you are looking for. Is it clear what the role involves? Is it obvious whether you would be a good fit? Would you be excited or confused? That read-through often catches gaps that are obvious from the outside but invisible to the person who wrote it.
If you want support with your next hire from start to finish, get in touch here.
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