The steps to writing a job description

The main purpose of a job description is to help outline the qualifications and skill sets required of potential candidates. At the same time, it defines what candidates would be required to do in the advertised role. Keeping these in mind, there are a few main steps to cover when writing a job description.

1. Job Title

In many ways, the job title itself gives candidates an idea of what the job is about. They help describe the job in a standardised way and help candidates understand their designated role. A vague job title can lead to confusion regarding the position during recruitment and on the job. It also gives the impression that you, as the recruiter, are unsure of what you expect of the candidate.

When assigning the job title, keep in mind that it should:

1. Be specific about the candidate’s exact role within the company
2. Be standard rather than using internal lingo
3. Be short and simple

The job title is the first insight into the job, so ensure it accurately reflects the role.

2. Job Responsibilities

The next focus of the example job description is the responsibilities associated with the role. While many recruiters try to focus on the company culture at this stage, it’s better to leave that section for later. Always start with the main and essential duties for that particular job.

For example, an assistant’s main duty may be to manage incoming office calls, maintain business calendars and perform data entry. The job description should highlight the day-to-day role first.

It is also a good idea to show how the role fits in with the rest of the organisation. In other words, what does someone in that job contribute to the company? Establish a hierarchy to clarify who the candidate would report to and for whom they are responsible. This helps establish roles and authority within the organisation later on.

Ideally, keep this section short and to the point. Making excessively long lists of responsibilities makes for an exhaustive read that candidates are less likely to engage with. On average, candidates only spend about 14 seconds reading a job posting. Make use of that time by sticking to the important information.

3. Skills and Qualifications

According to Hawke Media CEO Erik Huberman, “at the end of the day, it will always be the quality of a hire” trumping any quantitative factors, such as time to fill or cost to hire. What a candidate can bring to the table goes beyond their years of experience. This will differ from job to job, but for an example job description, you can consider what skills and qualifications a candidate would need to perform the job well.

This list will naturally include past experience, if required, and educational qualifications, but that shouldn’t be its entire focus. For example, teamwork and communication are important skills if the job requires working as part of a team. The way the job is advertised is an important factor. Avoid buzzwords and jargon, and stick to a simple, concise list.

4. Compensation

Let’s be clear- candidates look for compensation before they check out other aspects of the job. They need to know if they should invest more time in your job posting based on what they will get out of it. Of course, other aspects of the job matter, but compensation helps candidates determine the job best for them based on their current employment situation.

State salary, perks, bonuses, and any other compensation simply and clearly in the job description. This doesn’t need to be an elaborate section; it should simply show the candidate what you are offering them in exchange for their skills and qualifications.

Example job description template

This template designed by Hiringmaster should help you create simple, effective job descriptions so you can get started on finding great candidates right away!

Job description
A. Job Title
B. Job Responsibilities:

1. Core responsibilities and day-to-day function
2. Additional responsibilities

C. Skills and Qualifications:

1. Educational qualifications/certifications
2. Past work experience (if applicable)
3. Technical skills
4. Soft/qualitative skills

D. Compensation:

1. Salary (fixed/commission/piece rate)
2. Bonuses
3. Perks
4. Insurance
5. Retirement funds

E. About the company

1. Company mission and culture
2. The company, in relation to the advertised role

The recruitment process goes beyond the job description and can often be exhausting. Hiringmaster understands these struggles and offers an optimised recruitment process.