How to write a job description

Published: 22/03/2019

Whether you’re about to take the big step of hiring someone, or maybe you already have employees are and are looking to expand your team, you’ll need a job description.

Creating something that really connects to potential employees is key - it’s a competitive market out there - so here’s some important things that you need to consider.

Job title

A specific job title tells applicants what you’re after and should mean you get candidates who fit the role.

Vague names are a no-no. If you want a social media executive, call it that rather than a social media ninja. It saves people having to think if they’re right for the role or not.

According to employment search giant, job titles that have between 5 and 80 characters tend to be the ones which do best. No rockstars, no jedis. Keep it clear and concise, simple.

Job Summary

This section should really catch the eye of your applicants. It’s where you can advertise why someone should consider coming to work for your company. A short blurb should do.

Think about what your company does, and what makes it unique. Perhaps you offer a staff discount? Maybe you finish up early on a friday? Or does it offer flexible hours? Mention it all here.

Also include the location of the office too.

Duties and Responsibilities

Any candidate who applies for a role will want to know what is required of them.

Have a think about what the role will look like on a day to day basis. You are far more likely to get a good quality candidate applying if they fully understand what is expected of them.

Think about:

  • What their key responsibilities going to be.
  • What they will do day-to-day.
  • How their role impacts the wider business.


If you are looking for a certain level of competencey, this is an important part of the job description.

  • Do you want someone who has been in this type of role before who can hit the ground running?
  • Perhaps you want someone more junior who can learn on the job (with some level of training from you).
  • If it’s a technical role, do they need any qualifications?

As well as experience you could include personality traits (confident and intelligent, for example) and soft skills (like communication and organisational skills) that you may be looking for.

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