How long should a job description be?

The ideal job description is 400 to 800 words. Short enough to be read completely, long enough to provide meaningful detail. Research shows that job postings in this range receive the most applications from qualified candidates. Anything over 1,000 words sees a significant drop in completion rates.

Should I write my job description in Thai or English?

It depends on your target candidates. For roles requiring strong English skills, an English JD signals this expectation. For roles primarily conducted in Thai, a Thai JD reaches a wider audience. Many companies in Bangkok post bilingual JDs to maximize reach. Your recruitment agency can advise on the best approach for your specific role.

Should I include salary in the job description?

Including at least a salary range is increasingly recommended. It saves time for both you and candidates by filtering out mismatches early. Candidates are more likely to apply when they see compensation information, and it signals transparency and respect. If company policy prevents sharing exact figures, indicating the seniority level and general compensation band is helpful.

How to Write a Job Description That Attracts Top Talent

Your JD is your first impression. Most companies waste it.

Your job description is the single most important document in your hiring process. It determines who applies, who scrolls past, and who shares it with their network. Yet most job descriptions in Bangkok read like legal documents written by committee.

Here is how to write job descriptions that actually attract the people you want to hire.

Why Most Job Descriptions Fail

Before we talk about what works, let us understand what does not. Most JDs fail for one of three reasons:

They are wish lists, not role descriptions. Requiring ten years of experience with a technology that has existed for five years. Demanding MBA plus CPA plus fluent in three languages for a mid-level role. Every unrealistic requirement eliminates a qualified candidate.
They say nothing about the company. "A leading company in the XYZ industry" tells candidates nothing. Why should someone leave their current job for yours?
They are boring. A wall of bullet points with generic corporate language does not inspire anyone to apply. Top talent has options - your JD needs to stand out.

The Structure That Works

Start with the hook

The first two sentences should answer the candidate's most basic question: "Why should I care?" Lead with the impact of the role, not the requirements. For example: "You will build the payment infrastructure that processes millions of transactions for Thailand's fastest-growing fintech" is far more compelling than "We are looking for a Senior Software Engineer."

Describe the actual job

Not a list of responsibilities copied from an HR template. Describe what a typical week looks like. What problems will they solve? Who will they work with? What decisions will they make? Candidates want to picture themselves in the role.

Be honest about requirements

Separate must-haves from nice-to-haves. Be specific about what is truly required versus what would be a bonus. Research consistently shows that women and underrepresented groups are less likely to apply if they do not meet every listed requirement, so inflating your requirements narrows your candidate pool unnecessarily.

Sell the opportunity

What will this person learn? How will they grow? What makes your company genuinely different? For technology roles, talk about your tech stack and engineering culture. For finance roles, discuss the complexity and scale of the business. For executive positions, describe the strategic challenges and decision-making authority.

Include compensation information

Salary transparency is increasingly expected. You do not need to publish exact figures, but providing a range shows respect for candidates' time and filters out mismatches early. If you cannot share a range, at least be clear about what level of seniority and compensation this role targets.

Language That Works in Bangkok

The Bangkok job market has its own nuances when it comes to JD language:

Bilingual requirements: Be specific about the level of Thai and English needed. "Business-level English" and "native Thai" are more helpful than just "bilingual"
Company culture signals: Thai work culture values relationships and harmony. Phrases like "fast-paced environment" and "aggressive targets" may attract some candidates but deter others. Be authentic about your actual culture
Location and flexibility: Always specify whether the role is office-based, hybrid, or remote. This is now a primary filter for many candidates
Growth trajectory: Thai professionals are increasingly career-focused. Describing the growth path from this role makes your opportunity more attractive

Common Mistakes to Avoid

The kitchen sink approach

Listing every possible skill and qualification makes your JD feel generic and overwhelming. Focus on the five to seven things that truly matter for success in this role.

Internal jargon

Your internal project names, acronyms, and organizational structure mean nothing to external candidates. Write as if the reader has never heard of your company.

Gendered language

Words like "rockstar," "ninja," and "aggressive" skew male in perception. Use neutral, professional language that welcomes all qualified candidates.

Copying competitors

If your JD looks identical to every other company's JD for the same role, you have not given candidates a reason to choose you. Differentiate on the actual differences - team, culture, projects, growth.

The Recruitment Agency Advantage

A good recruitment agency does not just post your JD - they translate it for the market. They know how candidates in marketing, manufacturing, or healthcare respond to different messages and can position your role to attract the right people.

At BKK Headhunter, agencies that bid on your role bring their market expertise to the table. They can advise on how to position your opportunity for maximum impact.

Post your role for free and get expert advice on attracting the best talent.