A job description might seem like just another box to tick in the hiring process, but it’s so much more than that. Done well, it’s a powerful tool that helps you find the right candidates, set clear expectations, and even enhance your company’s reputation. It’s your first opportunity to tell potential employees what makes your organisation and the role unique—and to ensure everyone is on the same page from day one.
Whether you’re hiring for the first time or refreshing an existing role, a well-crafted job description sets the foundation for a smooth and successful recruitment process. Let’s explore why it’s worth taking the time to get it right.
If you require any assistance putting together a job description, we are more than happy to provide you with a template and look to work with you to provide a comprehensive job description to assist your hiring process.
Why job descriptions matter
A great job description isn’t just about listing responsibilities—it’s a key part of creating a strong recruitment strategy. Here’s why investing time in a thoughtful, detailed job description is crucial:
- it attracts the right candidates: When candidates know exactly what’s expected of them, they can assess their fit for the role. This reduces the number of unsuitable applications and increases the chances of finding someone who’s a perfect match.
- it sets clear expectations: Outlining the role’s purpose, reporting lines, and day-to-day tasks ensures there’s no confusion—for you or your new hire. This clarity helps prevent misunderstandings later on.
- it reflects well on your company: A detailed job description shows candidates that your business is organised, professional, and serious about finding the right person. A vague or poorly written one might send the opposite message.
- it improves employee engagement and performance: A strong job description provides a reference point not just for recruitment, but for training, performance reviews, and setting goals. It helps employees understand their role in achieving the company’s bigger picture.
- it supports fair hiring practices: When job descriptions focus on skills and competencies, rather than arbitrary criteria like years of experience, they encourage a wider, more diverse pool of applicants and help you avoid unintentional bias.
By taking the time to craft a clear, engaging, and inclusive job description, you’re not just filling a vacancy—you’re building the foundations for a successful working relationship.
What makes a job description stand out?
A great job description strikes the perfect balance between clarity, detail, and a bit of inspiration. It should not only explain the role but also excite and engage potential candidates. Here’s how to create one that ticks all the boxes.
Start with the big picture
Every job description should begin by introducing your company. This is your chance to share your mission, values, and what makes your organisation a great place to work. For example, instead of simply stating “We are an IT consultancy,” try something like: “We’re a forward-thinking IT consultancy specialising in innovative tech solutions that empower small businesses to thrive in a digital world.”
Next, help candidates understand where the role fits within your organisation. If you’re hiring a marketing manager, explain whether they’ll be reporting directly to the marketing director, working closely with sales teams, or leading their own department. For instance: “As marketing manager, you’ll report to the head of marketing and collaborate with a team of three experienced content creators to deliver campaigns that drive brand growth.”
List key responsibilities
Clearly outlining the role’s responsibilities helps potential candidates picture their day-to-day tasks and assess whether they’re a good fit. Instead of vague phrases like “manage social media,” be specific: “Oversee the company’s LinkedIn, Twitter, and Instagram accounts, including creating a monthly content calendar, responding to comments, and analysing engagement metrics.”
Aim to list at least six core responsibilities, avoiding industry jargon wherever possible. For example, rather than writing “conduct UX testing to enhance CX,” try “carry out user testing to identify areas for improving the customer experience on our website.”
Focus on skills and outcomes
When it comes to qualifications, focus on what candidates need to succeed rather than arbitrary criteria. Instead of saying “must have five years’ experience in accounting,” phrase it as: “proven ability to manage financial records and prepare detailed reports.” This opens the door to candidates with transferable skills who might otherwise dismiss the role.
Differentiate between must-have and desirable skills. For instance: “The ideal candidate will have experience with QuickBooks (essential) and familiarity with payroll systems (preferred).” This ensures you don’t unintentionally discourage strong applicants who may not meet every single requirement.
Sell the role
A job description isn’t just about what you need—it’s about why someone should want to work for you. Highlight what makes the role and your company appealing. For example: “We offer flexible working hours, a generous annual leave allowance, and opportunities for career progression in a supportive team environment.”
Perks don’t have to be grand to make an impact. Mentioning small but meaningful benefits like free parking, team lunches, or personal development budgets can make a job more attractive. If your organisation is tackling exciting challenges, like entering a new market or launching a groundbreaking product, share this too—it’s often these opportunities that inspire the best candidates.
Keep it inclusive
Inclusivity starts with language. Avoid terms like “rockstar developer” or “ninja coder,” which can come across as off-putting or exclusive. Instead, opt for neutral and professional phrasing, such as “software developer” or “experienced programmer.”
Be mindful of legal requirements and avoid phrases that might inadvertently discriminate. For example, instead of asking for a “recent graduate,” write “ideal for someone starting their career in graphic design.” Similarly, focus on what needs to be achieved, not how long someone has worked, to avoid suggesting age-based preferences.
By creating an inclusive, detailed, and appealing job description, you’ll not only attract a wider range of talented candidates but also show them that your organisation is a place where everyone can thrive.
A job description that works for you
A well-crafted job description isn’t just for the candidates—it’s a powerful tool for your business. It aligns your hiring teams, ensures everyone is clear on what the role entails, and provides a reference point throughout the recruitment process. From drafting job adverts to onboarding your new hire, a strong job description sets the stage for success.
Think of it as the cornerstone of your recruitment strategy. It helps you clearly define what you’re looking for in a candidate, making it easier to spot the right fit. Internally, it ensures your teams are aligned on expectations, avoiding potential miscommunication. Externally, it reflects the professionalism and values of your organisation, which helps to attract top talent and enhance your company’s reputation.
Beyond recruitment, a job description remains a valuable resource. It can guide employee training, performance management, and even future workforce planning. For example, when it’s time to review an employee’s performance, a detailed job description helps you assess how well they’re meeting expectations and identify areas for growth.
If you’re unsure where to start or need to refresh an existing job description, we’re here to help. We offer customisable templates and practical guidance to make the process simple and effective. Together, we can craft job descriptions that not only attract the best candidates but also strengthen your organisation from the inside out. Let’s create roles that work for everyone—employers and employees alike.
