Preparing a compelling executive job description is crucial for attracting top-tier talent. 

For example, recent data indicates that job postings under 300 words receive 8.4% more responses than longer ones. It highlights the importance of brevity and clarity when engaging with a C-suite target audience. 

Additionally, there’s a growing trend among UK employers to remove degree requirements from job adverts, with a 90% increase in job ads without a specification for university-level education observed between 2021 and 2022. 

By focusing on clear, concise job descriptions - and emphasising relevant skills over traditional qualifications - your business can better attract qualified executive candidates. 

Putting together a job description for senior executive roles can feel challenging when doing it on your own. 

The stakes are high - poorly written descriptions can deter outstanding candidates, leaving you struggling to fill critical leadership roles. 

And - no - ChatGPT won’t fill the gaps for you, because only you know how your business works best and the nuance of the person you need. 

Executives scan job descriptions quickly, deciding within seconds if a role interests them. Yet many businesses unintentionally turn off top talent with vague, uninspiring, or overly demanding job descriptions. 

Research from Indeed shows that job postings with clear performance goals receive 50% more qualified applications. 

So a good starting point is to clearly state what success looks like in the role. 

That means not listing endless tasks, but rather specifying exactly how your new hire will make a difference. For example, look for the type of SMART objectives that the best CEOs will recognise: ‘grow revenue by 20% within 12 months’ or ‘lead our international expansion strategy.’ 

Executives prioritise company culture, with 88% of job seekers believing it’s vital when considering new roles (Glassdoor). Yet, businesses often fail to highlight their values effectively in their executive job description. 

Use your job description to showcase what truly makes your culture unique. 

Highlight real examples of your values in action. 

For example, if your company prides itself on innovation, share how you’ve successfully commercialised your ideas recently. Authentic examples will resonate strongly with like-minded executives. 

An overly detailed list of job requirements might seem thorough, but it can also deter applicants. 

Research from Insight Global found that concise descriptions (ie those under 300 words) receive 8.4% more applications. 

Focus only on the essential criteria your ideal candidate genuinely needs. 

Are you looking to bring your candidate in after a merger? Will they be expected to turn around poor morale or flagging office culture? 

Don’t miss out descriptions of the true role in the hopes of appearing positive. 

Some employers avoid mentioning challenges, fearing they’ll put candidates off. However, honesty boosts engagement. 

According to LinkedIn, companies that honestly portray the challenges of a role receive around 30% more applications (LinkedIn). 

Use language carefully but also be clear about the challenges ahead. The right candidates will appreciate your transparency and feel inspired by the opportunity to solve meaningful problems. 

The job description will be the first of several rounds of engagement, so make sure you outline what’s involved and what comes next. 

Don’t leave candidates guessing. Clarity at this stage makes it easy for busy executives to engage quickly and confidently - especially with simple tactics such as fixing dates for face-to-face interviews. 

●     Want more help with how to explain your executive role correctly? Speak with the Executive Recruitment team at ER Recruitment - we’re ready to help!