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What to put in a job description

When writing a job description, it's important to be clear and concise. A good job description will include information about the company or organisation, the position's title, and an overview of the role and what the successful applicant will be expected to do. Be sure to list the key duties and responsibilities of the job, as well as the qualifications and skills that are required. Here are six things every job description should include:

  • Job title - The job title could be the most crucial part of a job description or listing - it’s the first thing people will notice and can just as quickly put someone off a role as it can attract them to it.
  • Job summary - It’s crucial you effectively summarise the role and what will be expected of the successful candidate. This allows applicants to judge for themselves whether they will be right for the job - saving you time when it comes to sorting through CVs.
  • Information about your company - As well as advertising a job, an effective job description will sell the company too. A good job description will capture the essence of what it feels like to work at your company and convey why someone would want to join your team. To do this, you should think about what makes your company unique and its values.
  • Responsibilities and duties - Outlining the expected responsibilities and duties for a job posting is a key step in the hiring process. You can easily identify the most qualified job seeker for the position by comparing their CV with a list of the role’s responsibilities.
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  • When outlining responsibilities, be sure to include both the essential functions of the position as well as any preferred qualifications. Essential functions are the basic duties that the person must be able to perform to be considered for the role. Some job ads even include personality traits within these essential requirements, like being organised and independent. Alternatively, preferred qualifications are nice to have skills or experiences that would be beneficial to the successful candidate but are not required.
  • Qualifications and skills - When you're writing a job description, it's important to include information on the qualifications and skills that you expect applicants to have. This will mitigate the risk of unsuitable or unqualified candidates applying for the position
Some things to keep in mind when including this information: 
  • Be clear and specific about the suitable level of qualifications and skills required.
  • Try to avoid using jargon. Use language that can be understood by everyone.
  • Be realistic about your expectations. Don't ask for qualifications or skills that are not necessary for the position.
  • Salary and Benefits- In the same way you need to sell your company in a job description, you need to sell the role and its benefits too. One of the best ways of doing this is by outlining the salary and benefits associated with the position. Including a competitive salary in a job description will boost the responses you receive. Candidates have become more aware of what is and what isn’t a ‘competitive’ salary, so you'll want to consider the market rate for the position. It’s good to detail additional benefits, like private healthcare and a pension too. This way candidates can fully understand the perks of working for your company - helping you stand out from competitors.
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Job Descriptions

What are the main purposes of producing a job description?

When you write a job description, bare in mind that it is meant to attract prospective candidates, set expectations and help them prepare for subsequent interviews at your company. You need to give potential applicants a clear idea of what the job entails, what skills and qualifications are required, and what the company is looking for in a candidate.

A well-written job description will help you narrow down your pool of applicants to only those who are qualified and a good fit for the position.

Writing an effective job description is not easy and it can be time-consuming. Hiring the wrong candidate can be costly too, so if you need guidance or advice on how to attract the best candidates, we’re here to help. Get in touch with our team for peace of mind when recruiting for a new role.

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