an essay about job description

Job Descriptions .

How to write a job description (with examples), how to write a job description.

Job descriptions are the cornerstone of the recruiting process. They help to attract top talent, set expectations for qualified candidates, inform prospects about the role and company, and streamline the search process. Plus, a well-written job description gives companies a chance to make a great first impression. So while writing accurate and compelling job descriptions can be frustrating, finding the time and resources to do so is well worth it.

Importance of Job Descriptions

No matter how many job descriptions you write, they never seem to get any easier, especially if you are writing them for roles you know little about. We’re here to help. For starters, let’s discuss the importance of job descriptions, and then we’ll tackle how to write them.

Job descriptions are helpful for both prospective candidates and employers. Here’s why:

Attract Prospective Candidates

A concise and compelling job description will play a major role in attracting qualified candidates. With resources like LinkedIn, Facebook, Twitter and email, the ability to post and share jobs is instantaneous and has exponential reachability.

Set Expectations

A clear job description will set everyone up for success. Prospects will understand what is expected of them, more-qualified candidates will apply, under-qualified applicants will move on and you will save loads of time sifting through applications and communicating with potential candidates.

Prepare for Interviews

A well-crafted job description can help both applicants and interviewers prep for the big day . Applicants will be able to prepare for likely topics of conversation and interview teams will be equipped to ask questions that will accurately gauge the candidate’s qualifications.

Make a Stellar First Impression

Job descriptions are often the first point of contact candidates will have with your company and can shape their first impression. Just like resumes and CVs, any jargon or grammatical errors will turn a candidate off and leave a lasting negative impression.

Simplify the Search

Searching for jobs is incredibly time-consuming, especially for the 73 percent of candidates who are passive and currently employed. Clear and concise job descriptions help prospects compare salaries, benefits, perks and even company culture to determine what roles are worth applying to.

Establish a Baseline

Once a candidate is hired, the job description will stand as a baseline to measure growth, reference during performance reviews and consider future training opportunities.

Recommended Reading 29 Recruitment Strategies With Real Examples

Great job descriptions are thorough yet concise. They use specific terms and keep a professional tone. It’s OK to be a little quirky, but don’t overdo it. If you don’t take the job description seriously, top candidates will move on to other opportunities.

Important Parts of a Job Description

• Company Bio/Mission

Role Summary

• Role Responsibilities
• Role Requirements (Must-Have Skills)
• Time/Location
• Next Steps (How to Apply)

Here’s an outline of the main sections every job description should include.

Make the job title clear, concise and industry-specific.

43 percent of job seekers look for career opportunities on job boards that use search engine optimization (SEO) techniques. Job seekers are also likely to search based on the terms they know, so don’t stray from the standard industry language of common job titles. Be sure to include specific terms, like the programs required for the role. The title Lead Front End AngularJS Engineer is much more descriptive than Developer and will attract more qualified candidates. If your job can’t be found, it can’t be applied to.

Company Mission

Include a company description or mission, but keep it to about two to four sentences.

72 percent of job seekers noted they would be more likely to apply to a job posting with a company description. At the same time, don’t get too lost in the details. Most companies have a lengthy mission statement with core values and a culture code. For candidates looking at multiple companies and open roles, the missions start to sound the same. If candidates decide to pursue the position, they can read about the company’s full profile on the website. 

Consider writing a templated version that can be repurposed whenever you need to write a new job post. It’s also more common to include the company description or mission at the beginning of the post.

Write a brief three to five sentence summary about what the candidate will do in their role, who they’ll work with and any general qualities your team is looking for in the individual.

Job Responsibilities

90 percent of top-performing job descriptions include clear responsibilities and duties, according to Built In research. Responsibilities and duties are essential in order for a candidate to understand the role. They also set expectations for the hired employee and can be used as a baseline for performance reviews down the line.

Give five to 10 bullet points on what the candidate can expect to do in the role. Here are a few tips:

• Write in complete sentences.
• Be thorough. Candidates will be better prepared for the interview and role if they know what is expected of them.
• Don’t be excessive. You don’t need to include every single possible thing a person might encounter during the work day.

Must-Have Skills

Job descriptions include an average of eight distinct qualifications per job post (including must-have and nice-to-have skills), according to Built In research. List five to seven bullet points that are absolutely necessary for a candidate to be successful in the role they are applying to.

• Include quantities when applicable, like years of experience.
• Be sure to clarify what the application requires, like a portfolio, writing sample, video recording, resume, CV, cover letter, etc.
• Other important information includes education, experience, certifications and knowledge of specific platforms.

Nice-to-Have Skills

If there are any other qualities that are nice to have, include those here. Don’t feel like you have to include this section, but it may help candidates know what to include in the application or interview to stand out. This section is lower priority and should have fewer bullet points. 

Compensation

61 percent  consider compensation information to be the most important part of a job description. However, 99 percent of top-performing job descriptions don’t include compensation information, according to Built In research. Many companies still refuse to provide this information in job descriptions, but it’s time to get over this discomfort to garner a larger applicant pool.

It’s best to be upfront about the time frame you need employees to work. Flexible work hours are more common for full-time employees, time zones may play a role, and certain industries and markets work around different schedules.

Candidates will consider commute time or relocation efforts in their employment decision, so help them determine fit before they embark on the application process. Embedding a Google Map onto your website is really quite simple and can be done with this guide .

Working Conditions

Keep working conditions and workplace expectations clear. People want to know what to expect in their future work environment. Are there any physical requirements for the role? What is the expected dress code?

Call to Action

Make sure it is blatantly obvious where a candidate is supposed to apply. Do not make it complicated or frustrating to apply because that’s just going to reduce your applicant pool for the wrong reasons. This is one area that companies should customize to the location the job is being posted. Make sure they know where to click or who to email to get the process started. 

Disclaimer Statements

Most companies include an equal opportunity employer statement and that the employee may be required to perform additional job functions beyond the description. Do your research because disclaimers can help companies prevent serious lawsuits .

Elements to Improve Job Descriptions

Some companies include additional details in their job descriptions to help differentiate them from other employers. There’s certainly a balance between writing a thorough job description and being excessive, and that’s up to your team to decide. Here are a few additional sections to consider including in your job description. While these items are optional, they may turn a good job description into a great one.

Non-financial benefits are often a deciding factor for prospective candidates —  61 percent of job seekers expect to see benefits packages in job descriptions, yet only 43 percent of top-performing job descriptions included such information, according to Built In research.

Things to include are your company’s:

• Health insurance and wellness plans
• Retirement and stock options offerings
• Childcare and parental leave options
• Vacation and PTO policies

Remember that perks are not the same thing as benefits. Perks are nice add-ons the company offers its employees to improve work-life balance and help them live happier, more productive lives. 

Company Culture

Sure, it’s a buzzword, but the people have spoken and the best candidates expect a strong company culture . In fact, 47 percent  say that company culture is the main reason they’re searching for new opportunities.

Word Count 

It’s best to keep your job description in the 250 to 500 word count range, as supported by a study that found the majority of job postings had a similar word count trend. Top-performing job descriptions contain an average word count of 457 words, based on Built In findings. 

Average word count also correlates with average time on page for job descriptions. Job descriptions with a word count between 251 to 500 words see an average time on page of one minute and 39 seconds (1:39), which is closest to the average job description reading time of one minute and 41 seconds (1:41). It’s clear that job descriptions which adhere to word count best practices are much more engaging than their lower-performing counterparts. 

16 percent of job descriptions as analyzed by Built In contain obvious typos, which could be detrimental to applicant reach and a company trustworthiness. Similar to how many recruiters disregard applicants with typos on their resume or application, candidates may come away with a negative impression of your company for not doing its due diligence. Remember to always have at least one other person read your job description before posting.

Job Description Examples

Job descriptions aren’t one-size-fits-all. While the company bio and mission statement sections may remain the same for each role a company posts, the main sections — which include role responsibilities and requirements — should be uniquely tailored to the job at hand.

For instance, a job description for a highly specialized role will usually go into more detail about the types of tools and software programs qualified candidates are expected to possess, while a JD for an entry-level role may spend more time broadly discussing the mentality or passions a candidate should have. In any case, job descriptions that have enough detail specific to the role gives job-seekers a better sense of the position and it gives you an opportunity to make a positive first impression.

Below we’ve rounded up some in-depth guides and job description templates for several roles:

Creative Roles

• Art Director Job Description
• Technical Writer Job Description  
• UX Designer Job Description

Data and Analytics Roles

• Business Intelligence Analyst Job Description
• Data Analyst Job Description
• Data Scientist Job Description  

Developer Roles

• Front End Developer Job Description
• iOS Developer Job Description
• Java Developer Job Description
• PHP Developer Job Description
• Product Manager Job Description
• Salesforce Developer Job Description

Operations Roles

• Operations Manager Job Description
• DevOp Job Description  
• Project Manager Job Description

Marketing Roles

• Marketing Manager Job Description

Sales Roles

• Account Executive Job Description
• Account Manager Job Description
• Customer Success Manager Job Description  
• Sales Development Representative Job Description  
• Sales Engineer Job Description
• Sales Operations Manager Job Description

How to Write a Job Description: Data-Driven Results

We gathered cold, hard facts from a sample of the top performing job descriptions across our seven markets. Here’s what we found out.

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Great companies need great people. that's where we come in..

How to Write a Job Description (with Examples)

By Ashleigh Ferguson

Table of Contents

How to write a good job description, what to include in a job description, job description examples , job description best practices, conclusion on how to write a job description.

Successful businesses can be measured by their employees. But what’s the first step in hiring brilliant candidates? That’s where a job description comes in.

Creating an effective job description is the first step in attracting the right candidate by clearly outlining the skills, experience, and qualifications that are required for the role.

In this article, we will provide some tips and best practices for writing job descriptions.

A job description is a summary of the duties, responsibilities, and requirements for a particular job. A good job description will also provide information about the company and culture. 

A well written job description will effectively define the expectations for an employee’s performance in a specific role. There should be enough information for job seekers to gauge whether or not they would be a good fit for both the role and the company.

Crafting a job description can be a tedious process because there is a delicate balance that must be maintained. Job descriptions should be concise enough that they grab the attention of job seekers while still providing all the relevant details about the post and company.

Rest assured though, we’re here to help. Let’s look at the different elements that must be included in a job description.

The job title should be a brief description of about 4–6 words that accurately reflects the role and responsibilities of the position. Job titles should be clear and specific.

Avoid using vague or ambiguous titles, as this can lead to confusion and may not attract the right candidates. For example, while “Happiness Hacker” might be the title used internally, potential candidates won’t be searching for that term and may overlook the job post. Instead, stick to the common titles, or put the industry standard in brackets. In this case you’d use “Happiness Hacker (Customer Service).”

Potential job titles include Marketing Assistant, Business Analyst, Customer Service Representative, and Junior Content Writer.

Job Summary

The job summary is a brief overview (4–6 sentences) of the company and the role being advertised. Briefly capture your company’s value proposition by highlighting its culture, vision, and mission.

Ideally, the candidate should be able to imagine what it would be like to work at your company. 

Then succinctly describe the scope of the position. You can include the main tasks the candidate will undertake, where they fall in the organization, and who they will report to. 

Responsibilities

A list of responsibilities will give your candidates an idea of what will be expected of them. It is unlikely you’ll be able to include every single thing they’d do, but include the main responsibilities. In a detailed but concise bullet list, highlight the most important aspects of the job.

In addition to the main duties, include any specific tasks or projects the employee will be responsible for. This can help candidates understand the scope of the role and determine if they are a good fit.

For example, responsibilities for a Junior Digital Marketer could include:

Keep up-to-date on the latest products, trends, and insights across platforms (social media, blog, print/digital magazines). 

Continuously compile information about competitive new launches, advertising, and formulas. 

Present findings to team and/or brand managers.

Qualifications

Specify the skills and qualifications that are required for the role, including any hard or soft skills, education, experience, or specific training. This can help attract qualified candidates and set clear performance expectations.

Qualifications can also be divided into must-have skills (critical areas) and nice-to-haves (desirables). You can also include the type of personality that would be most suitable for the job.

For example, qualifications for a Customer Service Lead could look like this:

2–3 years experience in customer service, operations, account management, or similar

Previous experience in a high-volume service role

Experience using a help desk, like Zendesk or Gorgias

An interest in brands, retail, and fashion

Some experience of high-end service

Experience in a startup would be advantageous

Compensation

While including salary details is optional, job seekers like to see what can be expected from the post. If you’re unable to include the exact amount, you could opt for a range instead. 

Compensation also includes other benefits such as paid time off (PTO), medical insurance, flexible work hours, equity, and career development opportunities.

Other Details

You may need to provide additional details, such as the location of the job, the type of work environment (e.g. office, warehouse, etc.), and any physical demands of the role. 

This can help candidates to understand the conditions they will be working in and determine if the job is a good fit for them.

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Now, we’re going to look at two job descriptions with all the aspects we mentioned earlier.

Marketing Assistant

We’re Truly Marketing—your branding geniuses. Our mission is to help our clients reach their full branding potential through PR, sales management, and customer service. 

We’re seeking a Marketing Assistant to support our marketing programs. Reporting to the Marketing Manager, the Marketing Assistant will provide administrative support and assist with the creation of marketing materials and the development and execution of marketing strategies, campaigns, and events. 

$22 – $32 per hour 

Monitor marketing campaigns’ progress and results to gather data to help improve performance

Assist in creating and updating content on multiple platforms, including website, social media accounts, blogs, and emails

Help with the organization and coordination of marketing and promotional events, such as conferences, exhibitions, and trade shows

Required Experience:  

Excellent oral and written communication skills

Good organizational, time management, and project management skills

Meticulous attention to detail and the ability to work under pressure

Strong technical skills, especially in Microsoft Office applications, digital marketing software, and social media platforms

Dental, optical, and life insurance

General Manager

We’re Gaudy Interiors, the leading specialists on all things interior design. Our mission is to help our clients curate homes that suit their tastes. 

We are looking for an experienced General Manager. You will lead the whole team, build efficient processes, and drive sales.

Job Duties:

Manage all staff across sales, operations, administration, and finance

Look for potential business growth and research market potential

Achieve a great increase in revenue in the target markets

Lead, inspire, and motivate all direct reports

Create and implement effective business plans

Job Requirements:

5 years’ experience in sales

Excellent communication and presentation skills

Strong leadership skills

Ability to develop a high-performing team

Ability to multitask while adapting to changing priorities

A proven track record of handling a variety of management tasks

Excellent verbal and written communication

Bachelor’s degree in Business Administration or a relevant field

Job Benefits:

56K – 75K salary (based on experience)

21 vacation days

Sick, personal, and parental leave

Health insurance

Retirement plan

Professional development

Writing a compelling job description is an important step in the hiring process, as it can help to attract qualified candidates and set clear expectations for an employee's performance.

Now you know all the key aspects of a job description, let’s go over some best practices:

Keep it concise : While it is important to provide detailed information about the role, try to keep the job description concise and to-the-point. 

Use bullet points : Using bullet points makes the job description more visually appealing and easier to read, so candidates are more likely to read the entire description and consider applying for the role.

Proofread and edit : Proofread and edit the job description to ensure it’s free of errors.

Job descriptions are often the first introduction candidates will have to your company, so ensure it’s a good one. 

Before you publish that job description, use a grammar checker like ProWritingAid to offer you targeted suggestions based on your business document.

The grammar checker will show you areas for improvements beyond just grammar. You’ll see suggestions to improve spelling, readability, and sentence structures so your job descriptions will always be clear and easy to read.

Ashleigh Ferguson

Ashleigh Ferguson is a Copywriter on the ProWritingAid Team. With an affinity for learning new things, you can always count on her to know some random fact. She’s a self-proclaimed ‘Fix-it Felix’ and a newly minted ‘candle lady’.

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Write a Better Job Description

One of the ways that organizations miss an opportunity to attract top talent is by writing — or even recycling — lackluster job descriptions. Your goal is to attract and invite people to join your company, so the words you use matter. Don’t overinflate the qualifications for the role: You may end up discouraging good […]

One of the ways that organizations miss an opportunity to attract top talent is by writing — or even recycling — lackluster job descriptions. Your goal is to attract and invite people to join your company, so the words you use matter. Don’t overinflate the qualifications for the role: You may end up discouraging good candidates from applying. Avoid language that may seem normative or limiting to women or candidates of color. For example, research tells us that women are more hesitant to apply when descriptions include more typically masculine characteristics, such as “outspoken,” “competitive,” and “ninja.” To check your unconscious bias, read your job description through a different lens. If you’re white, how might the job description read for a person of color? If you’re a driven, career person, would what you’ve written invite an applicant who needs to work from home? Consider testing the job description with a diverse group of colleagues before you post it. This may reveal any blind spots. Finally, use language that reflects and promotes your corporate values. People want to feel energized and passionate about what they do, so show them that the job offers an opportunity to contribute to your company’s collective mission. Rather than focusing on specific skills, you can use words like “high-performance creativity” and “optimistic” to describe the kind of candidates you want to apply. Hiring an individual whose values align with your organization is a win-win. It’s worth taking the time to craft a job description to invite those candidates to apply.

Source: This tip is adapted from “Write a Job Description That Attracts the Right Candidate,” by Whitney Johnson

• Amy Gallo is a contributing editor at Harvard Business Review, cohost of the Women at Work podcast , and the author of Getting Along: How to Work with Anyone (Even Difficult People) and the HBR Guide to Dealing with Conflict (Harvard Business Review Press, 2017). She writes and speaks about workplace dynamics.

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Writing an Effective Job Description

On this page:

Getting Started

Job description components, hints for writing job descriptions.

The job description should accurately reflect the duties and responsibilities of the position. When well-written, it produces a realistic picture of a job and answers the question, “What does the person in this role actually do?”

A job description not only describes the position’s responsibilities, it sets the foundation for recruiting, developing, and retaining talent and also sets the stage for optimum work performance by clarifying responsibilities, expected results, and evaluation of performance. It is also an important component to maintaining an equitable compensation system and ensuring legal compliance. The document should be revisited and updated in line with the annual performance evaluation cycle.

The job description contains sufficient information to describe major responsibilities and essential functions as they exist today. They provide the information necessary to classify the position, not the person; thus they are “incumbent neutral” and not based on any specific quality of an incumbent (such as knowledge, skills, abilities, performance, dedication, loyalty, years of service, or degree). The document should not include every detail of how and what work is performed so that it remains useful even when minor changes occur.  Job descriptions can be written as a joint effort between supervisor and employee, but the supervisor must approve.  

A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications, and working conditions.  

The Job Title is a brief description (1-4 words) of the job which reflects the content, purpose, and scope of the job and is consistent with other job titles of similar roles within Wright State University (University).              

Examples include Archivist, Associate Director Disability Services, Associate Registrar, Director Student Health Services, Facilities Planner, Grants Accountant, Budget Analyst, Instructional Designer, Manager Desktop Services, and Manager Custodial Services.

Job Purpose

The Job Purpose provides a high-level overview of the role, level, and scope of responsibility consisting of three or four sentences providing a basic understanding, the “bird’s eye view” of the role. A concise summary of “why the job exists?”

Job Duties and Responsibilities

This section contains a description of the duties and responsibilities assigned to the job; also referred to as the essential functions. They describe the fundamental nature of the job which occupies a large proportion of the employee’s time. Some items to consider:

• Include explanatory phrases which tell why, how, where, or how often the tasks and duties are performed.
• Focus on the outcome of tasks.
• Reference areas of decision-making, where one will influence or impact.
• Identify areas of direct or indirect accountabilities.
• Describe the level and type of budgetary or financial responsibilities.
• Describe the nature of contact, the people contacted, and the extent to which the incumbent will interact with others within and outside of the University.
• List job duties that reflect the position requirements and ensure they are not based upon the capabilities of any one individual.

If applicable, also address the type of supervisory responsibility that is expected from this role. Detail the extent of the job’s authority to hire, discipline, terminate, assign work, train, and evaluate the performance of subordinates. This can be either a separate job duty or noted in other job duties as appropriate. The following lists various levels of supervision:

• Provide direction to other individuals.
• Supervises, hires, trains, provides work direction, and problem-solving assistance for student workers. Also oversees the daily operations of other staff.
• Supervises staff, including hiring, scheduling, and assigning work, reviewing performance, and recommends salary increases, promotions, transfers, demotions, or terminations.
• Manages others through subordinate supervisors.

The job duties should be listed in accordance with their importance and/or frequency in which they are performed. They are typically presented in a bulleted or numbered format, consisting of approximately 4–7 separate duties, with each one assigned a “percent of the time” (adding to 100%) which reflects the estimated time an employee will spend over a year. Duties that require less than 5 percent of the time should be combined with other duties or removed from the job description. The following table will assist you in estimating the percent of time:

Required Qualifications

This section lists the required level of job knowledge (such as education, experience, knowledge, skills, and abilities) required to do the job. This section focuses on the “minimum” level of qualifications for an individual to be productive and successful in this role.

NOTE: For classified jobs, the required qualifications will be identical to those listed on the job specification .

Identify the educational qualifications that an employee must possess to satisfactorily perform the job duties and responsibilities. State the educational qualifications in terms of areas of study and/or type of degree or concentration that would provide the knowledge required for entry into this position.

Identify the minimum number of full-time experience required in terms of years and the type of work experience that an employee needs to be qualified for the job. Should internships, undergraduate work experience, and graduate assistantships be accepted levels of experience; this will need to be specifically stated. 

Knowledge, Skills, and Abilities

In stating the required knowledge, include the level or depth of knowledge required for entry into the position. The following definitions should be helpful:

• Working knowledge: sufficient familiarity with the subject to know basic principles and terminology and to understand and solve simple problems.
• General knowledge: sufficient knowledge of a field to perform most work in normal situations. The work calls for comprehension of standard situations and includes knowledge of most of the significant aspects of the subject.
• Thorough knowledge: advanced knowledge of the subject matter. The work calls for sufficient comprehension of the subject area to solve unusual as well as common work problems, to be able to advise on technical matters and to serve as a resource on the subject for others in the organization.
• Comprehensive knowledge: requires complete mastery and understanding of the subject. This term should be used sparingly and only for unusually exacting or responsible positions required to originate hypotheses, concepts, or approaches.

List specific skills and/or abilities required for the incumbent to be successful in this role; including the designation of any required licenses or certifications. Some considerations are analytical, budget exposure, communication internal or external, computer, creative thinking, customer service, decision-making, diversity, logical thinking, multi-tasking, negotiation, problem-solving, project management, supervision, teamwork, etc.   

Preferred Qualifications

An expanded listing of the Required Qualifications can be used to further determine a person’s ability to be productive and successful in this job. These Preferred Qualifications are “nice to have” but are not essential to carrying out the day-to-day functions of the job. If included, the Preferred Qualifications can focus on any or all of the following: education, experience, knowledge, skills, and abilities.

NOTE: For classified jobs, the University does not list preferred qualifications.

Working Conditions

Identify the working conditions and physical demands that relate directly to the essential job duties and responsibilities to be compliant with the Americans with Disabilities Act. Describe the type, intensity (how much), frequency (how often), and duration (how long) of physical or mental capabilities required. Consider the following:

• Environment, such as an office or outdoors.
• Exposures encountered, such as hazardous materials, loud noise, or extreme heat/cold.
• Essential physical requirements, such as climbing, standing, stooping, or typing.
• Physical effort/lifting, such as sedentary - up to 10 pounds; light - up to 20 pounds; medium - up to 50 pounds; heavy - over 50 pounds.
• Indicate if required to work weekends, nights, or be on-call as a regular part of the job.
• Travel requirements.
• Emergency staff designations.  

Job descriptions should be prepared in a manner that all components are accurately stated to create a clear understanding of the role. Here are some hints to assist you in the process:

• Write in a concise, direct style.
• Always use the simpler word rather than the complicated one; keeping sentence structure as simple as possible. It will cut verbiage, shorten your description, and enhance understanding.
• Use descriptive action verbs in the present tense (for example: writes, operates, or performs).
• Avoid abbreviations and acronyms. Other people reading the position description may not be familiar with them. If abbreviations and acronyms are necessary, define them the first time you use them.
• Don't use ambiguous terms. If you use terms such as “assists, handles, and performs,” describe “how” the position assists, handles, or performs. Using the word “by” and then detailing the processes, tasks, or operations performed will usually clarify the ambiguity.
• Avoid gender-specific language, such as, “He manages,” “She is responsible for.”
• Focus on essential activities; omit trivial duties and occasional tasks.
• Avoid references to other employee’s names, instead, refer to the job title or department.
• Only include assigned duties today. Do not include potential future duties and eliminate any duties no longer required.

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Essays on Job Description

Faq about job description.