Crafting a Good Job Description That Attracts Top MSP Talent

Imagine you’re hiring for your MSP, and the applications start rolling in. It’s an exciting time but also challenging – especially when candidates seem confused about the role they’re applying for. This is where a good job description can make all the difference. 

A well-crafted job post attacks the right talent and sets clear expectations. Without it, you’re likely to end up with frustrated hires who don’t quite understand what they’ve signed up for, increasing turnover and wasting valuable time. Here are some tips to help you out.

Why Does a Good Job Description Matter for MSPs

One of the biggest problems with MSPs is that many people misunderstand the concept. This is especially true when it comes to systems like outsourced MSP staffing. It causes confusion among people who may understand their position but have no idea what the work model entails or who their direct employer is.

This is one of the main reasons why you need to dedicate more attention to writing a good job description. You want to attract the right candidates.

Setting clear expectations drastically reduces turnover. A lot of people think that they understand the job, and because the interview process is crude and imperfect, they sometimes even get the job without understanding what it really is. 

This doesn’t always stem from a lack of understanding; it’s often because they haven’t yet encountered the real-world experience of the job

Just imagine wanting to enroll in medical school because of what you’ve read on a brochure versus enrolling because of a first-hand account of someone you know who has been working in the field for more than a decade. Sure, people enroll for both of these reasons, but there’s no point in pretending that the latter group doesn’t have a better idea of what they’re getting into.

With a good job description, you can help manage expectations from the start, which will drastically impact the types of candidates you receive and the experience of most job seekers. 

General Tips for Writing a Good Job Description

Regardless of the field, several factors must be considered when writing a job description.

First, you need to pick a title that accurately reflects the role. This will help people understand where the position falls in the hiring market. 

Just think about it. When they first hear of your offer, they may have no idea what this position means for their future career (what it will look like on their CV if they ever decide to leave). Second, they will do some research on average salaries for the position in question, and it would help if they had a clear and direct name to compare it to. So, avoid being overly creative with titles or using jargon.

Thirdly, you need to outline key responsibilities. While this might seem complicated, it’s actually the simplest step so far.

Whether you’re part of an MSP looking to expand your team or a client seeking support, the goal isn’t just to fill a position—it’s to find someone who can handle specific tasks that enhance efficiency. For instance, if managing client requests or handling emails is taking up too much time, an MSP staffing company can help identify the right talent to take on those responsibilities, allowing you to focus on higher-level strategic work staffing company can help identify the right person to take on that responsibility, freeing you up for more important tasks

The real challenge when crafting a job post is being honest and thinking it through. Sometimes, MSPs intentionally leave out a responsibility to make the position seem more attractive. Other times, they hire someone and only then realize there’s an additional task they need that person to handle. You should try to avoid this as much as possible

Overall, the general tip here would be to start by understanding the position you’re hiring for before writing a description.

Focus On the MSP Industry

While the above-listed tips are universally applicable, you’re not just looking for a random person to hire. You’re looking for a expert, and hiring an expert requires a specific approach. 

So, when hiring for MSP, you need to start by setting minimum requirements, which often involve various technical skills and certifications. 

For example, you might require expertise in network and system administration, hands-on experience with cloud platforms, certifications in key technologies like AWS or Azure, knowledge of virtualization tools such as VMware, and strong cybersecurity skills. Be sure to clearly prioritize which of these are must-haves, as expecting candidates to excel in every area can come across as unrealistic and overly demanding

Next, look for a candidate with equal problem-solving and analytical skills and mention the importance of soft skills in IT. The MSP industry is incredibly collaborative and often works directly with clients. This is why your job description needs to stress that you strongly insist on communicative candidates, understanding the art of active listening, and working well with others.

Lastly, it’s beneficial to hire people with industry experience. As we’ve discussed, first-hand experience often differs greatly from an idealized view of the job. Ideally, you want candidates with direct experience, as this can significantly reduce onboarding time and lower the risk of turnover

Find Someone That Fits Your Company Culture

You aren’t just looking for someone who can do the job. What you also want is someone who can fit your company culture. Still, how do you write this into the job description?

To highlight your company culture in a job description, start by describing it right in the job summary. Share what makes your workplace special, whether it’s your focus on teamwork, innovation, or a supportive environment. This gives candidates a glimpse of what it’s like to work at your company.

You can also weave your values into the requirements. If teamwork, communication, or creativity are important, let candidates know you’re looking for people who share those traits. It’s a great way to make sure that the people applying already have the mindset that fits your culture. 

Don’t forget to mention perks that reflect your company culture! Whether you offer flexible work hours, team-building activities, or wellness programs, these benefits help paint a picture of how much you care about employee well-being. This can really attract people looking for a similar environment.

Finally, be sure to use friendly, inclusive language. The tone of the job description should match the vibe of your workplace. If you’re a laid-back and collaborative team, avoid overly formal language. You want candidates to feel the culture from the way you talk about it.

A Good Job Description Is a Signal to Top Talent and Great Fit Employees

In the MSP industry, a good job description isn’t just about filling positions – it’s about finding people who truly understand and are prepared for the role. By clearly defining responsibilities, highlighting essential skills, and emphasizing your company culture, you set the stage for long-term success. When job seekers know exactly what to expect, they’re more likely to stick around.