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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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Job Description Templates

47 job description templates & examples.

Crafting a captivating job description can help you attract highly qualified candidates for your job opening. A strong job description will make your position stand out from millions of opportunities on other employment websites.

Your job descriptions serve as the initial introduction to your company and the specific role for potential applicants.

Striking the right balance between offering sufficient information to help candidates grasp the job, and your organization while maintaining a concise description is fundamental to creating effective job postings.

Table of Contents

• 1 Job Description Templates
• 2 What is a Job Description
• 3 Job Description Template Examples
• 4 What is a Job Description
• 5 Why are Job Description Templates Important?
• 6 What is Included in a Job Description ?
• 7 Job Description Examples
• 8 Five Tips on How to Create the Best Job Description
• 9 Things to Avoid when Creating a Job Description
• 10 Job Description Samples
• 11 Benefits of Creating Effective Job Descriptions
• 12 Job Description Template Samples
• 13 Conclusion

In this article, we’ll dive into how to write an appealing job description and provide tips on creating the best template.

What is a Job Description

A job description is a document that outlines the primary duties, requirements, responsibilities, and skills of a certain position.

A job description also allows an organization to explain the purpose and goals of the position and how it fits in with the company’s long-term vision.

A good job description will include the following information:

• The primary tasks and obligations of the position.
• The necessary academic or professional qualifications.
• The type or amount of prior work experience or skills.
• The position’s title, pay scale, employment status, and line of reporting.
• The role’s responsibilities and how they support the company’s mission.

A good job description can also contain more important information about employee benefits, salary range and who the position would need to report to.

With a well-thought-out job description, it’s easier for candidates to decide whether they are qualified for the role before applying. 

Bear in mind that more than half of job searchers say that the caliber of a job summary significantly impacts their decision to apply for a position.

Job Description Template Examples

A job description template is a ready-to-use document that allows companies to clearly and accurately describe different positions they’re looking to fill. 

These templates can save time and ensure consistency when writing job descriptions for different roles within the company.

Templates can be used to enter the specific details of each job, like the title, reporting line, duties, overview, and requirements and can be formatted clearly and professionally.

Creating job descriptions usually falls on managers, recruiters, or the human resources department.

With a winning job description, applicants can understand the role and what would be required of them and apply for the job they see fit.

Why are Job Description Templates Important?

In addition to ensuring that the company hires the best candidate through the recruitment process, creating a detailed job description clarifies what’s expected of the candidate once they’re on board.

A good job description template is also effective in the following ways:

• It accurately defines the specific job title, roles, responsibilities, and requirements.
• It helps attract qualified candidates.
• It identifies the purpose of the position’s primary job duties and responsibilities.
• The template provides the academic or necessary qualifications for the position.
• It outlines any previous work experience or skills required for the position.

What is Included in a Job Description ?

• The Job Title Since many job seekers’ searches include the title of a position, it’s important to be clear about the job title. To be specific, avoid using generic titles and use keywords that appropriately define the role. Be sure to use phrases that people are likely to search for and use inclusive and easy-to-understand wording. Review your final job description and assess if any language could unintentionally discourage individuals from various backgrounds who might be interested in this opportunity.
• Career Summary Start your job description template with an attention-grabbing and engaging overview. This summary should encompass a broad depiction of your company and the qualifications necessary for the position. Hook the reader by describing what makes your business special with an introduction to your business and brand. Summarize why a potential candidate would love to work for your company by describing the company culture and providing them with the exact location of the job.
• Duties and Responsibilities Describe the position’s primary duties in detail. Ensure your list of duties is thorough and concise, and outline any responsibilities specific to your company. To ensure candidates understand the qualifications and can decide if they are qualified, include specific information about the role in your job posting. For example, if the position involves social media expertise to promote corporate events, you can add “ Event management ” to the job description. You can also emphasize the position’s required daily duties to ensure that a candidate can accurately determine their abilities to fit the role, which will assist you in luring the most suitable candidates to your position. Provide candidates with a clearer perspective of the broader context and their prospective role’s impact on the company by specifying the position’s reporting structure and the individual’s function within your organization.
• Education and Skills The job requirements should encompass the educational background, professional experience, qualifications, and technical skills essential for the role. In addition to technical skills like communication and problem-solving, you can outline personal attributes that contribute to successful recruitment for various job positions.
• Personal Characteristics Keep this list short with only the necessary soft skills that suit the position. For example, someone in the IT department would need a lot of patience when assisting someone with fixing their technology. It’s understood that most applicants would instead not apply for a position because they feel they lack the precise tools or talents stated in the job description. On top of that, expecting many years of work experience could also turn away the perfect candidate if they feel they need to improve in that area. To encourage a wider range of applicants to apply, it is crucial to distinguish between the skills and qualifications that are necessary for the position and those that are optional.
• Compensation To create an adequate job description, include a range of salaries for the role. Good job candidates search for job openings that match their compensation requirements. Most job seekers only bother reading the job description if there is information about the pay. Set your company apart by stating the salary range in the job description. This helps attract top candidates.
• Benefits Describe your primary advantages and benefits. What does the candidate stand to gain by applying for the position? The perks and benefits of a company have a significant impact on whether or not candidates are willing to submit proposals. Include benefits in your job description that will stand out amongst the competition, such as: Paid time off Adaptable working hours Health and dental coverage Office meals and snacks Payment for tuition Pet-friendly workspace

Job Description Examples

Five Tips on How to Create the Best Job Description

• Use an obvious job title – replace misleading or unrealistic titles with clearer ones. For example, if you’re looking to recruit a call center agent but advertise for a “sales and marketing” person, you’ll attract the wrong crowd and pass up a qualified applicant for the position.
• Directly address applicants – An effective job description or advertisement is professional and relatable. Candidates often skim through job descriptions, so using unclear or confusing terms might turn them away. Double-check your job template to ensure an accurate and concise job description.
• Include specific task descriptions – Help candidates see themselves in the position by accurately describing a regular workday. For example, if you’re posting a job for an HR manager, include some of their specific duties, such as: Arranging, organizing, and managing the hiring of new staff. Serving as a point of contact for employees. Assisting managers with corporate planning. Maintaining good employee relations. Setting performance expectations. Conducting performance reviews . Maintaining brand consistency across marketing channels
• Make them want to work for you – Candidates must be motivated to leave their current job and pick your company over competitors. This is why it’s important to describe the perks and rewards that come with the job (such as new technology, flexible working hours, or the option for remote work) and how the position helps the business flourish.
• Leave a lasting impression – You can showcase your company culture to candidates with an effective job posting. Consider including URLs to your employees’ reviews or images of team-building exercises. Creating a positive candidate experience will leave a lasting impression, even for those not chosen for the position.

Things to Avoid when Creating a Job Description

• Discrimination Establishing a diverse and inclusive workplace means creating equal opportunity for potential candidates. Be careful not to use unconscious prejudice in the language of your job description. For example, requesting someone with “15 years of experience” rules out younger candidates who are just as qualified. Additionally, stating that you’re “looking for a salesman” suggests sexism. Familiarize yourself with masculine and feminine words to create a gender-neutral job description.
• Excessive Requests Don’t scare away job applicants with impossible demands. Decide what the job needs versus what someone can learn after they start. You can explain this by writing a special email for the right candidates.
• Negative comments Even if you want to filter out unqualified candidates, list the job requirements clearly and positively. It’s unprofessional to introduce your job with a remark like “candidates with fewer than two years of experience won’t be considered” since this will affect how all candidates perceive your brand. Instead, be polite and consider using language like, “Please note that this is a senior-level role, so proven experience in this field is important.”
• Being Disorganized A clear and attractive job description is a sign of a good one. Make your adverts easy to read and searchable on mobile. Lists with bullets are easier to read than paragraphs with a narrative structure. Additionally, well-structured sections aid in separating responsibilities from prerequisites and necessary from desirable talents.
• Difficult to Understand Your job adverts should pique the interest of potential applicants, but refrain from making them too complicated. The job roles and responsibilities should clarify what you anticipate from your future hire. Be clear about restrictions that cannot be altered, such as required licenses, certificates, and working hours. By doing this, you can avoid potential turnoffs during the employment process. A strong job description provides the foundation for an effective hiring procedure. After attracting prospects’ attention with your job posting, highlight your company culture on a visually appealing careers page and filter applicants using a straightforward application form.
• Lengthy Paragraphs Try to keep your job description between 300 and 500 words. With documents that are shorter and easy to skim through, candidates are more enticed to read the entire description. Remember that lengthy paragraphs are heavier on the eyes and easier to overlook, so keep your information short and sweet.

Job Description Samples

Benefits of Creating Effective Job Descriptions

• Outlines expectations For seamless operations within a company, it’s important to outline employees’ expectations and job duties. This means outlining an employee’s daily tasks, helping them understand requirements, and attracting a stronger pool of applicants.
• Provides Effective Company-Wide Alignment Job descriptions offer the discipline and structure necessary for consistently assigning duties and job responsibilities. They also help with role allocation, which enhances efficiency and effectiveness in various areas. These areas include recruitment, employee training, organizational structure, workflow, and customer services.
• Promotes Fair Compensation Most employers use pay scales or grades for job assignments, and a transparent system featuring a realistic salary range guarantees consistent compensation for employees within the same or similar job roles.
• Assesses Skills and Development Job descriptions are valuable for employers to appraise employees’ skill sets, pinpoint specialized areas, and determine training and developmental needs. Additionally, they have a crucial role in succession planning and promoting employee career progression opportunities.
• Serves as a Performance Review During a performance review, employers often look at what an employee has achieved and where they might need to improve by comparing their job performance to the job description expectations. This gives managers an objective way to assess how well an employee is doing and pinpoint areas where they can grow and develop.
• Provides Effective Role Descriptions Well-crafted job descriptions serve as a way to communicate clearly, helping both employees and potential candidates fully grasp what the role involves, its core responsibilities, and the qualifications needed. This not only improves the ability to recruit internally and externally but also helps keep top talent motivated and committed by ensuring employee expectations match what the business needs from the role.

Job Description Template Samples

In conclusion, crafting a compelling job description and utilizing a well-structured job description template are essential steps in attracting the best candidates for your organization.

A well-written job description helps potential employees understand the role and reflects your company’s values and culture. 

You can create a job description that stands out and draws in qualified candidates by using clear and concise language, avoiding discrimination, and focusing on critical details like job titles, duties, requirements, compensation, and benefits.

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How To Write A Job Description (With Examples)

Reviewed by Chris Kolmar, Zippia Hiring Expert: 8+ years of experience, 130+ roles filled

Writing a compelling job description is essential to the hiring process. A good job description effectively markets your company and the role to job seekers and potential candidates.

If you’re a hiring manager who’s working on drafting the perfect job description or updating old ones, this article will go step-by-step through the process of how to write a job description.

Key Takeaways:

Ensure that your job description includes relevant information like the job title, summary of the role, required qualifications, responsibilities, and, optionally (but highly recommended), salary and benefits.

A job description is most applicants’ first exposure to your company, so they should be error-free, concise, and provide insight on your company culture.

A compelling job description balances detail with a concise description of the essential facts — top-performing job descriptions are between 250 to 500 words.

How to write a job description

A job description should always include an accurate job description, a brief summary of the role, a company description, duties and responsibilities, and necessary qualifications. Optional job description sections include nice-to-have qualifications, salary and benefits information, scheduling details, working conditions, location details, and disclaimers.

It is important to choose a title that is both specific and standard. This way, applicants can easily search for the position and quickly understand what it entails.

While some companies are getting creative with job titles, it’s an iffy proposition. Many experienced job seekers try to compare this position with an equivalent one, and that’s very difficult to do if you create unique titles.

Job summary

This should be a very brief overview of the position. This includes its duties, responsibilities, location, time commitment, and role within the organization. You may also include details about who the position will work with and report to.

A job summary should be no longer than a paragraph. Explain the basics of what the job is and what it entails; you can get into greater detail in later sections.

Company description

A brief summary of the company, its mission, its values, its size, and its history, gives the job description useful context. A well-written company description also acts as a marketing tool to attract ideal candidates .

Job responsibilities

Next, provide a detailed list of the position’s duties, tasks, and responsibilities. Keep this list specific and concise, with five to ten bullet points, in descending order of importance and frequency. The list of job responsibilities should include:

Day-to-day activities

How success is measured

How the role contributes to the overall success of the company

Points of contact internally and externally

Type of supervisory responsibility

Who the role reports to

Required qualifications

List the experience, education, or other training you require applicants to have. This section should be kept to the minimum requirements and qualifications for the job so you don’t dissuade on-the-fence applicants from applying, nor encourage unqualified job seekers from applying. Nice-to-have qualifications can be introduced later on in the job description.

Hard skills

Soft skills

Years or level of experience

Education or certifications

Preferred personality traits

Expected hours

Be sure to state that the job is full-time, or, if it’s part-time, state how many hours to expect. If there is expected availability, it’s not a bad idea to mention that, either, especially if it’s part-time or outside typical work hours.

Nice-to-have qualifications (optional)

An Indeed survey found that 63% of job seekers don’t apply for a job if they don’t know the specific tools or skills, or don’t have the required years of experience listed in a job description. Join the 71% of employers who include a second list of “nice-to-have” qualifications so you don’t scare off talented candidates. You can also call this section “Preferred Qualifications” or “Preferred Experience.”

Salary range (optional)

This is technically optional, but it’s beneficial if you’re trying to attract ideal candidates. Most job seekers prefer to know what salary they can expect before bothering to apply for a job.

Benefits (optional)

Benefits are a deciding factor for many job seekers, so if you offer a generous benefits package, it’s worth highlighting in your job description. Common elements to include in this section include:

Health insurance

Paid time off (PTO)

Retirement package (401(k))

Tuition or student loan reimbursement

Flexible scheduling

Location/scheduling flexibility (optional)

In most cases, if you don’t specify, job seekers will assume it’s an in-office job. But work-from-home or hybrid schedules are becoming more common, and many workers prioritize them. That means that if you do offer flexible scheduling or remote options, then it’s best to be upfront about it as a way to attract talent.

Disclaimer (optional)

An equal opportunity employer statement is the most common thing to include. A secondary disclaimer might state that the employee may be asked to perform job functions beyond the description can also protect you legally.

Additional information (optional)

In this section, you can include anything else you want your readers to know. Be cautious to not overwhelm the reader, so make sure your additional information section is relevant and contains items such as;

Work environment risks

Travel requirements

Length of employment (if temporary)

Company culture

Job description template

Job descriptions usually follow a set template. There are many different services that offer job description templates, like Smartsheets, but in case you don’t have access to those, here’s one to start with.

Job Title Company Description A brief description of the company’s history and background — ask yourself, “Who do you help, and how do you help them?” to ensure you cover your company’s primary function as quickly as possible. Job Summary A brief description of the job and how it fits in the company. It’s a good idea to include a general metric of success and expectations and who the role reports to. Responsibilities Use this to list the most important responsibilities and duties of this position Be sure to use complete sentences Start with a verb whenever possible and keep each short and punchy Use inclusive language Format it as a bulleted list of between 5-10 major responsibilities Qualifications Use this to list what qualifications you need to apply, like: Required education Required experiences Required skills Required certifications or training Required licenses Required physical abilities Nice-to-have qualifications This is optional It’s a good idea to break this out into another section if possible You can highlight who would be the best candidates but not exclude other qualified applicants Salary range and benefits

Job description examples

Searching through job descriptions can be overwhelming. If possible, it’s best to look at descriptions for job titles that are identical or similar to the one you’re planning to write. But to start off, here are a couple of examples.

Example job description 1: Marketing associate

Entry Level Marketing Associate – ABC Corp. About the company At ABC Corp, we believe in providing the best for customers. That is why we are dedicated to using data-driven solutions to improve housing conditions for low-income neighborhoods across the United States. Our crack team of contractors, engineers, social workers, and sales representatives, along with the rest of our employees, work together to improve our communities and ourselves in the process. About the role As an entry-level marketing associate, your job will be to assist the marketing team and promote our services. We are a for-profit social business, with a focus on economic impact, but we want to make our mission accessible to clients and investors alike. Therefore you need to have a robust knowledge of our mission, values, services, and results, as well as a healthy involvement with current industry trends. Responsibilities include: Creating digital content through text, images, and video. Maintaining current relationships with clients and media organizations. Collaborating with the marketing team on developing new campaigns. Using data analysis to review progress. Reporting to the Director of Marketing on activity and results. Partaking in company events, providing and recording content. Skills and qualifications for this position: Required: 1+ years of experience in marketing, sales, or community development Working knowledge of Adobe Creative Suite Working knowledge of Google Analytics and similar programs Ability to handle multiple projects at once Able to work both independently and on a team. An ability to stay up to date with social and digital media trends Preferred qualifications: Industry knowledge of low-income housing situation in the United States Comfort with insurance and construction protocols Experience with social businesses or nonprofits Experience with film and photography, as well as visual and audio editing Salary and benefits Salary range: $50,000 to $65,000 3 weeks of vacation, plus the ability to earn further PTO Health and dental insurance 401k retirement plan Remote or in-office available Education or certification compensation Additional information This job requires travel for work events, which may take place on the weekends or after regular business hours.

Example job description 2: Baker

Who we are We’re a community bakery with three locations in the St. Louis area. We started with a dream of making food for everyone, and we’re proud to have served over 30,000 patrons last year alone. Who you are You have a background in making quality pastries, cookies, cakes, pies, and other baked goods that delight the senses. You also have experience in creating new recipes, ingredient stocking, and coordinating schedules. This is a part-time position with an expected 20 hours per week, mainly in the morning. You will report directly to the pastry chef. Baker duties and responsibilities: Maintain an appropriate stock of fresh baked goods for sale Ensure compliance with food safety standards Maintaining proper supplies, inventory, and equipment Assess the quality of raw goods upon receipt Decorate baked goods with glaze, icing, and fondant to maintain a finished and appealing appearance Required qualifications One year of experience in a bakery (or equivalent) Experience with baking utensils and equipment Knowledge of and compliance with food safety standards and regulations Ability to work in a noisy and fast-paced environment This job requires spending a long time standing and being able to lift up to 50 pounds Salary will range from $15-20 per hour based on experience.

Example job description 3: Marketing assistant

We are looking for a marketing assistant that will be a self-starting addition to our team. You will support senior marketing staff as they execute marketing campaigns. You’ll be expected to communicate effectively with other departments as needed, prepare reports, and administer surveys, questionnaires, and other tools to determine the effectiveness of marketing campaigns. This is a full-time hybrid position. You will be expected to come to the office at least two days per week. You’ll be reporting to the marketing manager. Marketing assistant responsibilities: Assist senior marketing staff in executing and assessing marketing campaigns. Keep up communication with other departments and help keep the marketing campaign consistent. Generate reports on the effectiveness of the campaign and other possible marketing strategies. Aid with surveys, questionnaires, and other ways of assessing marketing campaigns. Write copy for marketing materials as needed. Qualifications: A bachelor’s degree in marketing, psychology, communications, or a related field. Familiarity and experience with social media. Strong written and verbal communication skills. Salary and benefits: Salary will range from $25,000 to $30,000 depending on experience. Include full benefits, health insurance, sick leave, two weeks of vacation, and parental leave.

Job description tips

The most important tips for writing a compelling job description are to maintain a direct and concise style, ensure that it’s error-free, and write in a positive, engaging way that encourages action. Here are more details on how to write a great job description:

Plan ahead. A thorough job analysis is key to determining what are your most important needs that must be met by the position. This will help you prioritize the information you want to share.

Include all relevant information. There are pieces of information that must be included in a job description. These include the job title, requirements to get hired, who they report to, expected hours, whether it’s in person or work from home, and the responsibilities the position entails. It’s also a very good idea to include a salary range.

Keep it concise. Most people who are searching for a job end up applying to a bunch of different positions. That means that they spend a lot of time reading job descriptions. If yours is too long or dense, then it’s likely to make them cross-eyed before they finish it. Put in the information that’s required, then be sparing in additional details.

Allude to the company culture. This is likely the applicant’s first exposure to your organization. Give them an idea of the sort of office culture they can expect, so they’ll have an idea of whether or not they’ll fit in there.

Don’t be too rigid in the requirements. It’s good to list the education, experience, and skills you feel are necessary to do the job. However, it’s also a good idea to split them into the need to have and nice to have. If your requirements are too strict, then you’re going to have a lot of job seekers decide they aren’t qualified enough to apply.

If it’s a specialized position or one that’s in high demand, then being strict isn’t necessarily bad. But if it isn’t either of those things, you may not get as many candidates as you’d like. Remember that it takes effort to apply to a position, so if they expect it’ll be an automatic no, then they won’t bother. And you may lose an excellent candidate.

Don’t be too creative. While it is good to give them a taste of the company culture, trying to be too creative about it or writing a job description that stands out is rarely a good idea. Many candidates will be put off by a description that’s too offbeat, and if it’s not done just right, they may even be confused by it.

Put yourself in job seekers’ shoes. Almost all of us have done a job search at some point in our careers. Very few people have fond memories of the experience. So try to look at your job description as a potential applicant would.

Does it have all the relevant information? Is it clear? Does it sound like the sort of place you would want to work? Is the salary competitive? If it isn’t, does it offer other benefits to make up for it?

Proofread it. There isn’t much that’s more unprofessional looking than misspelled words in a job description. It’s not going to make the company look well-organized or thorough, and it may make job seekers look elsewhere. Be sure that your sentences are clear and make sense and that everything is spelled correctly.

Look at examples. This can include templates and other examples – such as the ones included in this article – as well as posted job descriptions on job sites like Zippia . Consider what you find appealing or helpful and what you find off-putting or confusing. Use both of those things to know what to do and what to avoid.

What to avoid in a job description

Key elements to avoid including in a job description include exclusionary language, over-the-top jargon, and irrelevant information. Here’s more detail on blunders to keep out of your job description:

Exclusionary language. You want to encourage as many people to apply as possible to be sure you get the best candidates. It’s also good to have diversity in the workplace, even if it isn’t mandated.

Using exclusionary language or specific pronouns can have a chilling effect on applicants. If you really want to avoid the singular they, then vary your pronouns.

Lingo or jargon. While this could fall under the umbrella of exclusionary language, it is still its own category. It can be tempting to use jargon in the job description, but it can either end up pushing out candidates who are qualified but aren’t up on the lingo or those who feel that it makes you look like a tryhard.

Irrelevant information. While it’s good to allude to the company culture, including a long section about it isn’t advisable. This can also include explanations about why the position is available or anything that doesn’t directly relate to the job.

Being patronizing. While this is an uncommon problem in job descriptions, it can happen. It’s mostly an issue of harping on explanations, such as how to apply. Some people will submit applications incorrectly. Chances are this will happen no matter how clearly you explain or how much attention you draw to it.

Don’t irritate the people who read the directions by being overly aggressive or obnoxiously explicit in your directions. Make sure they’re clear, but don’t harp on them.

Comment by u/rokchok19 from discussion Job Descriptions in humanresources

Job description FAQ

What is the best format for a job description?

The best format for a job description is one that flows logically. This makes it easy for the reader to understand quickly. You will want to provide in order the following: job title, company summary, job summary, job responsibilities, skills and qualifications, benefits and compensation, as well as any additional relevant information.

How long should a job description be?

A job description should be between 250 and 500 words. You want to keep your information concise to maintain the reader’s attention. That is why you must prioritize what you need or want to share. Ask for feedback from others if you have trouble with the word length.

What not to say in a job description?

Do not say anything in a job description that is irrelevant, inappropriate, or can lead to legal action. Irrelevant information will only clutter your document, while inappropriate language may offend readers. Be extremely careful about avoiding any discriminatory language that can lead to lawsuits or government regulation.

Can I use a previous job description?

Yes, you can use a previous job description, but keep it up to date. Even if you are replacing a current position, read over your previous description, if there is one, and make any necessary changes. This is an opportunity for you to improve upon it and find an exceptional employee.

U.S. Equal Employment Opportunity Commission – Employees & Job Applicants

U.S. Bureau of Labor Statistics – Occupational Job Descriptions

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Di has been a writer for more than half her life. Most of her writing so far has been fiction, and she’s gotten short stories published in online magazines Kzine and Silver Blade, as well as a flash fiction piece in the Bookends review. Di graduated from Mary Baldwin College (now University) with a degree in Psychology and Sociology.

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Can an employer ask you to do tasks not in the job description of a new position? Ask HR

Johnny C. Taylor Jr., a human-resources expert, is tackling your questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society.

The questions are submitted by readers, and Taylor's answers below have been edited for length and clarity.

Have a question? Do you have an HR or work-related question you’d like me to answer? Submit it here.

Question: I am not doing what I was hired to do. Instead, I am doing busywork tasks. Can an employer hire you for one position and have you do something else? – Anonymous

Johnny C. Taylor, Jr. : Almost every employer I know adds the phrase “Other tasks as assigned” to the end of their job descriptions and postings. So, the short answer is, yes, your employer may assign you tasks not specifically outlined in your job description. Unless you work under a collective bargaining agreement or contract, your employer can legally change your duties.

Let me offer more detail. 

Before most job openings are filled, a hiring manager and HR will review the job description, which outlines the nature and level of work to be done by the employee. But a job description is rarely an exhaustive list of duties. Managers and recruiters often do not — or cannot because of the changing nature of work — fully anticipate all the tasks that a job encompasses.  

In fact, after a new employee is in a role for a couple of months, a manager may see that certain tasks are not being done and add them to the list of duties. Plus, a gap often exists between the time an employee leaves and when a new hire takes over. During this time, work tasks sometimes are neglected or delegated to others.

So, when a new employee starts work, there often is outstanding noncritical work that needs to be completed, which means I’m not surprised you’re being assigned some tasks that you weren’t aware of.

However, all new employees should have a full understanding — through the job description and conversations with HR and the hiring manager — of their primary responsibilities.

More: Do I have to quit my job if I want to date my boss? Ask HR

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More: Ask HR: My boss has body odor and bad breath. What can I do about this issue?

Here are two pieces of advice — one for before you take a new job, and a second for what you should consider now that you’re already on the new job:

BEFORE you accept a new role, do your own research and try to contact the person who held the job previously to discuss the responsibilities in detail and, more importantly, the culture of the organization. Believe it or not, it’s pretty easy to find people on social media platforms such as Facebook and LinkedIn to get their unfiltered opinions about their former employers.

Because you’re ALREADY in this role, I suggest you have a conversation with your supervisor to understand if these tasks are temporary or, in fact, a permanent part of your job. In the conversation, re-emphasize the skills you bring to the job and how you can do more than “busywork.” If these tasks are central to the position but you have no desire to do them, let your supervisor know. 

Finally, I suggest you first need to do some self-reflection. Ask yourself: What are the company's core values, vision and mission? Do these resonate with me? Does the company talk and walk these? Most importantly, ask yourself: Am I willing to help the company with these other tasks to be able to grow in the job, take on additional responsibilities and potentially move up?

Ultimately, the decision of whether to leave or stay is yours. But if you want to work for the company, you might want to consider enthusiastically tackling these other tasks to show you are a team player. I know you’re frustrated, especially if you feel the job was misrepresented. But having a conversation with your supervisor now will help alleviate additional angst and make you happier in the long term. 

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How to write the best job description ever: 6 tips for success

Writing the best job description involves addressing candidates directly, using clear job titles, being honest about the company, making role responsibilities obvious, rethinking standard requirement lists, and highlighting meaningful benefits. This approach ensures clarity, attracts the right candidates, and improves the overall hiring process.

An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.

You don’t need to be creative to write the best job ad ever. You just need to be clear and concise. Here’s how to avoid typical job description jargonese and write an effective ad that will prompt qualified applicants to apply:

1) Address your candidates directly in your job descriptions

Use “you” pronouns.

Many job descriptions talk about prospective hires as “they.” A job description for copywriters might read: “ They will collaborate with the Marketing team. ” Switch up your pronouns to be more personal: “ You will collaborate with our Marketing team ” addresses candidates directly and helps them visualize working with you.

Use “we” pronouns

Use “we” to prompt candidates to feel like a part of your team, rather than just one of your applicants. Simply replace phrases like “ ABC Company is a global provider for X systems ” with “ Here, at ABC Company, we provide our customers with X solutions. ”

Use active voice

Passive voice in your job ads leaves candidates guessing. “ The goal is to ensure our products are designed within quality standards ” doesn’t explain who will design the products (e.g. the candidate alone or an entire team?) Instead, “ You’ll work with our design team to build products that meet clients’ requirements ” provides a clearer picture of the job.

2) Choose a clear job title

Job titles have a big impact on whether qualified candidates will find, read or apply to your open roles.

An effective job title should be:

Job titles are the shortest description of your open positions. Try to make them as true to the role as possible. For example, if the role includes managing a team use the term “Manager” in the title. Similarly, titles like “Chief” or “Executive” imply strategic duties.

Use real job titles – not buzzwords. Uncommon job titles not only fail to describe the role, but also make candidates’ eyes roll . Words to avoid include: guru, wizard, ninja and unicorn. Realistic job titles are also more easily searchable by qualified candidates.

Using a string of business words in your job titles might confuse candidates (e.g. the title “Dynamic Markets Administrator” isn’t clear about the job’s duties.) But, a candidate who’s looking for Sales or Marketing positions may know what to expect from a “ Business Development Representative ” job ad.

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3) Write an honest “About us” blurb

Use this introductory section to hook candidates. You can split it into two sub-sections:

Give candidates important information about your company

Here, describe your company and your work style . Some facts about your company will help candidates get the big picture. It’s a good idea to include brief descriptions of:

• Your products/services. This is particularly helpful if you’re a small company.
• Your mission. This is a statement or overview of your values.
• Your status. This helps explain your hiring need (e.g. if you’re growing your teams due to a recent funding round, or if you’re branching out into a new industry.)

Give candidates some contextual information about the team they will work with

Present the specific department or team of the position you’re advertising for in your job description, so that candidates gain a better understanding of their potential role. For example, mention:

• Tools and technology. List what kind of technology their team will use. This is particularly important to Engineering candidates.
• Key clients. Mention well-known companies you collaborate with. Knowing about your top clients is particularly important to Marketing candidates.
• Latest achievements. Briefly describe your recent successes (e.g. projects, sales wins and campaigns.) This is particularly important to candidates whose teams focus on metrics and results.

4) Make role responsibilities obvious

Candidates expect to learn the specifics of your open roles from your job descriptions. Here’s how to make this section clear:

Coordinate with hiring managers

Hiring managers ‘ input is essential, as they can break down the role into doable, measurable tasks. Either come up with a list of responsibilities together or ask hiring managers to draft a list of job duties and edit the list later to conform with your in-house job ad style.

Avoid generic descriptions

“ You will be part of our Marketing team ” doesn’t add a lot of insightful information to a Marketing Coordinator job description . Instead, opt for something more specific, like “ You will set up tracking systems for our online promotional activities using X technology. ” Adding these kinds of details will give candidates a better idea of what your open role entails and what skills they need.

A long list of responsibilities (e.g. more than 10) sends the message that your company micromanages its employees . Qualified candidates will feel free to take initiative and use their knowledge and skills to meet your expectations.

Cover the basics

As business goals change over time, so will employees’ responsibilities. But that doesn’t mean that you need to list every single task your new employee will be expected to do as their role evolves. Instead, stick to describing core tasks that best reflect the regular, daily workload of the position.

5) Re-think standard requirement lists

Your “Requirements” section needn’t be a dry list of skills. Instead, you can:

Focus on results

Requirements should describe what people will do (e.g. “ Use your knowledge of CRM software to build strong client relationships ”) – not just what they possess (e.g. “ Certification in CRM tools. ”) Applicants who are good on paper may not necessarily succeed in your new role. Likewise, your job ads shouldn’t rule out candidates who may lack some skills or certifications , but could achieve great results.

Cut unnecessary qualifications

Too many requirements are likely to discourage candidates from applying. Consult with hiring managers to determine the minimum required skills and cut those that candidates can learn on-the-job or will rarely use. As a rule of thumb, keep three to five must-have requirements and two or three nice-to-have qualifiers for each role.

Be specific about tasks

“ Passionate , with an attention to detail and the ability to work in a fast-paced environment ” could apply to every role. This phrasing is too generic and doesn’t explain what specific skills will help employees thrive in your company’s open role. Using a phrase like “ You should be able to deliver error-free reports on deadline ” more clearly communicates the skills you’re looking for.

Opt for job-related skills

Avoid using non job-related criteria that discriminate against certain candidate categories, like their background, personality, age or gender (e.g. “ Youthful, energetic salesmen ”) Focus on what will make your future hires successful in their new role (e.g. “ Experience in designing corporate logos using X or Y software. ”)

6) Highlight meaningful benefits

This is your chance to woo candidates. Motivate them to apply by presenting your benefits and perks. Those can include:

Monetary benefits

Monetary rewards like bonuses and stock option plans that complement employees’ compensation packages appeal to candidates, so place them at the top of your list.

Learning and development opportunities

Entry-level millennials particularly value opportunities to grow within their roles. Promote any employee training programs and educational resources you offer, like access to libraries and industry conferences.

Healthcare and wellness programs

Health insurance is one of the top priorities for employees . And fitness and wellness programs increase employee retention, so mention any health-related perks you offer, like gym memberships or nutritional snacks.

Work-life balance

Offering work from home options and flexible schedules sends the message that your company understands that life doesn’t revolve around work. Candidates appreciate these kinds of benefits, which accommodate different work and productivity styles.

Additional perks

Include perks that make your company unique and showcase your culture. For example, mentioning social gatherings and trips indicates that your organization values team spirit, while noting your well-designed workspaces shows potential employees that you care about their productivity and comfort.

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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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Assignment Editor Job Description

Assignment editor duties & responsibilities.

To write an effective assignment editor job description, begin by listing detailed duties, responsibilities and expectations. We have included assignment editor job description templates that you can modify and use.

Sample responsibilities for this position include:

Assignment Editor Qualifications

Qualifications for a job description may include education, certification, and experience.

Education for Assignment Editor

Typically a job would require a certain level of education.

Employers hiring for the assignment editor job most commonly would prefer for their future employee to have a relevant degree such as Bachelor's and Collage Degree in Journalism, Communications, Broadcast Journalism, Education, Associates, Social Media, Television, Broadcasting, Communication, Computer

Skills for Assignment Editor

Desired skills for assignment editor include:

Desired experience for assignment editor includes:

Assignment Editor Examples

• Microsoft Word (.docx) .DOCX
• PDF Document (.pdf) .PDF
• Image File (.png) .PNG
• The editor will be responsible for assigning and editing stories and running the news team for the first few hours on the 6 am shift
• The editor will work close with colleagues on the video team to develop cross-platform packages
• The editor will also report and write stories, either breaking news or features, usually in the second half of the day but sometimes during an early-morning news crunch
• Open the NY breaking news desk at 6 am daily, assigning, editing and as needed writing stories to keep the site competitive and distinctive in its news coverage
• Guide the development of stories from start to finish
• Edit stories sharply and cleanly, ensuring they meet the overall editorial direction set for the site
• Help reporters frame stories and focus reporting as needed
• Write breaking news and feature stories
• Conceptualize, create, develop, manage and edit content focused on a user-driven strategy that understands the nuances of packaging content for the web, mobile web, social and apps
• Achieve established editorial goals and deadlines and ensure others do the same
• Previous experience utilizing ENPS/OPUS news production software or similar software
• Digital content skills in website and social platforms
• Minimum of 2 years experience working as an assignment editor
• Must be willing and able to work flexible hours , under tight deadline pressure, occasionally with little or no warning
• Must be willing to work at WNJU headquarters in Ft
• Have at least three years experience in digital journalism
• Develop and maintain relationships with editorial and creative talent own sources
• Receive and investigate news tips
• Support newscast Producers
• Responsible for listening to scanners
• Responsible for coordinating multiple field crews
• Bachelor’s Degree in journalism or communications background preferred
• 2 years experience in a top 50 market newsroom
• Knowledge of the San Diego area a plus
• Responsibilities include managing all aspects of daily news coverage, assigning and tracking news crews, monitoring breaking news and online resources, developing sources in law enforcement and local government generating story ideas
• Additional responsibilities include gathering news content for producers, editors, photographers, and managing editors, while working closely with other newsroom management
• Deep knowledge of the NY/NJ/CT market is a must
• Must be proficient on technology, PC/Mac softwares
• Flexible to work all hours including evenings and weekends
• Excellent communication skills and time management
• Strong working knowledge of the CNN Newsgathering system, including satellites, package production, and affiliate relationships
• Must be willing to work in the Houston area
• The ideal candidate must be able to learn new technology independently and quickly, and be proficient with the following digital (or similar) tools, including MS Office, WordPress, mobile push notifications, SMS texting, video publishing, AP style, Photoshop and basic HTML knowledge is a plus
• Utilize AP style, best web-production practices and story packaging
• Works with Bureau management to ensure that the Bureau is covering the day's news stories and manages resources to make it happen effectively
• Monitor a variety of sources, including wires and local news, and evaluate newsworthiness
• Assign producer, reporters and crews to cover news stories
• Ensure that stories make deadline/airtime making certain that reporters/producers are aware of and have all available elements
• Monitor Bureau costs and keep NewsDesk information updated with regards to using crews and editors most appropriately
• Work with show staffs and reporters on live shots and coverage of live events
• Pitch stories for various CNN networks and platforms
• Enterprise unique and compelling story ideas on a daily basis
• Must have experience listening to police scanners
• Minimum of two years of journalism experience
• Must have a commitment to journalistic standards of ethics and accuracy
• Minimum of one year of prior work experience on an assignment desk or in a newsroom
• Strong editorial judgement a must
• Familiar with Google applications
• Manage multiple field crews and live assets
• Interact with viewers, public information officers and media relations professionals
• Gather information about news as it develops and communicate it effectively and accurately to the news and production team
• Assign and coordinate the distribution of newsgathering equipment
• Assist with publishing content on FOX43.com and social media
• Represent FOX43 in a courteous manner and professional manner
• Assigning staff and resources for the production of news stories for CTV NEWS programs, CTV News Channel, DNS
• Suggests stories for daily coverage plans for future content working with the international bureaus, freelancers, stringers and collaborators
• Works under the direct supervision of the Executive Producer and the Sr
• Research and write stories for the CNN.com
• Web publishing and social media experience a plus
• Extensive knowledge of editorial standards, ethics, and media law Must have superior organizational skills
• Must be able to make decisions and take a leadership role
• Must have basic writing skills and be able to communicate written and verbally
• Must be able to apply the FOX 5 Filter to any and all stories
• Must be able to maintain a professional demeanor when dealing with people at the station and away from the station Must be able to represent the station in the community and at station events
• Coordinate coverage with managers, field crews, producers and on all digital platforms
• Reviews all news releases, monitors police and fire scanners, and monitors online news sources for story ideas
• Writes breaking news alerts and posts
• Produces original content (text and visual) for digital, mobile and social platforms including Q13FOX.com, Facebook, Twitter, Instagram
• Reviews all news releases, monitors police and fire scanners, and monitors online news sources for for story ideas
• Use data to know the market and what types of stories resonates with WFMY News 2’s audiences
• Spearhead coverage of a breaking/developing news story both editorially and logistically
• Closely work with correspondents and producers in gathering story elements for use on all platforms
• Identify principal elements of a story, which includes characters, witnesses, documents, UGC and publically accessible materials
• Build and maintain a network with our affiliates & News Channel counterparts
• Ability to exercise good news judgement that will result in enterprise content for NewsFix
• Prior television assignment desk exposure is a requisite, along with a strong and accurate writing resume
• Knowledge of the Houston metro area is a must
• Hours will include a flexible schedule during weekdays, with the possibility of weekend availability if needed
• Minimum 1 year experience working in a leadership role in a newsroom environment
• Must understand the basic setup of Satellite and TVU technology

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How to Write an Effective Job Description

A job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position. It details who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the organization's mission and goals. Job descriptions are used for a variety of reasons, such as determining salary levels, conducting performance reviews, clarifying missions, establishing titles and pay grades, and creating reasonable accommodation controls, and as a tool for recruiting. Job descriptions are useful in career planning, offering training exercises and establishing legal requirements for compliance purposes. A job description gives an employee a clear and concise resource to be used as a guide for job performance. Likewise, a supervisor can use a job description as a measuring tool to ensure that the employee is meeting job expectations.

Step 1: Perform a Job Analysis

This process of gathering, examining and interpreting data about the job's tasks will supply accurate information about the job so that an organization can perform efficiently. Performing a job analysis includes the following steps:

• Interviewing employees to find out exactly what tasks are being performed.
• Observing how tasks are performed.
• Having employees fill out questionnaires or worksheets.
• Collecting data on jobs from other resources such as salary surveys and the Occupational Outlook Handbook .

The results should be documented and reviewed by the employee who is currently in the position—and his or her supervisor—for any changes regarding the knowledge, skills, abilities, physical characteristics, environmental factors and credentials/experience of the position:

• Knowledge —comprehension of a body of information acquired by experience or study.
• Skill —a present, observable competence to perform a learned activity.
• Ability —competence to perform an observable behavior or a behavior that results in an observable product.
• Physical characteristics —the physical attributes an employee must have to perform the job duties with or without a reasonable accommodation.
• Environmental factors —working conditions (inside or outside the office).
• Credentials/experience —the minimum level of education, experience and certifications acceptable for the position.

Step 2: Establish the Essential Functions

Once the performance standard for a particular job has been made, essential functions of the position must be defined. This will provide a better avenue for evaluating Americans with Disabilities Act (ADA) accommodation requests. Defining the essential functions encompasses the following steps:

• Ensure that the tasks as part of the job function are truly necessary or a requirement to perform the job.
• Determine the frequency at which the task is performed or how much time is spent performing a task.
• Determine the consequences of not performing the function and whether this would be detrimental to the employer's operation or result in severe consequences.
• Determine if the tasks can be redesigned or performed in another manner.
• Determine if the tasks can be reassigned to another employee.

Once the essential functions are defined, the employer can make a determination as to whether the functions are essential or marginal. The use of the term "essential function" should be part of the job description, and it should explicitly state how an individual is to perform the job. This will provide future guidance as to whether the job can be performed with or without an accommodation.

Step 3: Organize the Data Concisely

The structure of the job description may vary from company to company; however, all the job descriptions within an organization should be standardized so that they have the same appearance.

The following topics should be included:

• Job title —name of the position.
• Classification —exempt or nonexempt under the Fair Labor Standards Act (FLSA).
• Salary grade/level/family/range —compensation levels, groups or pay ranges into which jobs of the same or similar worth are placed, including minimum and maximum pay bands. 
• Reports to —title of the position this job reports to.
• Date —date when the job description was written or last reviewed.
• Summary/objective —summary and overall objectives of the job.
• Essential functions —essential functions, including how an individual is to perform them and the frequency with which the tasks are performed; the tasks must be part of the job function and truly necessary or required to perform the job.
• Competency —knowledge, skills and abilities.
• Supervisory responsibilities —direct reports, if any, and the level of supervision.
• Work environment —the work environment; temperature, noise level, inside or outside, or other factors that will affect the person's working conditions while performing the job.
• Physical demands —the physical demands of the job, including bending, sitting, lifting and driving.
• Position type and expected hours of work —full time or part time, typical work hours and shifts, days of week, and whether overtime is expected.
• Travel —percentage of travel time expected for the position, where the travel occurs, such as locally or in specific countries or states, and whether the travel is overnight.
• Required education and experience —education and experience based on requirements that are job-related and consistent with business necessity.
• Preferred education and experience —preferred education and experience based on requirements that are job-related and consistent with business necessity.
• Additional eligibility qualifications —additional requirements such as certifications, industry-specific experience and the experience working with certain equipment.
• Affirmative action plan/equal employment opportunity (AAP/EEO) statement —clause(s) that outlines federal contractor requirements and practices and/or equal employer opportunity statement.
• Other duties —disclaimer, see Step 4.

Step 4: Add the Disclaimer

It is a good idea to add a statement that indicates that the job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Step 5: Add the Signature Lines

Signatures are an important part of validating the job description. They show that the job description has been approved and that the employee understands the requirements, essential functions and duties of the position. Signatures should include those of the supervisor and of the employee.

Step 6: Finalize

A draft of the job description should be presented to upper management and the position supervisor for review and approval. A draft allows a chance to review, add or subtract any detail before the final job description is approved.

The final job descriptions should be kept in a secure location, and copies should be used for job postings, interviews, accommodation requests, compensation reviews and performance appraisals. Employers may also wish to post them on their intranet.

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Job Description: Describing Your Current Duties [Examples]

A job description is a formal written document that outlines the duties, responsibilities, requirements, and qualifications for a particular job. It is an essential component of any hiring process, as it provides potential candidates with a clear understanding of what is expected of them.

Describing your current duties is necessary because it allows you to reflect on your role and assess whether you are meeting your goals and responsibilities. Additionally, it enables you to communicate your job responsibilities to your employer, colleagues, and potential future employers.

A well-written job description can benefit both you and your employer. For employers, a good job description provides a blueprint for recruiting, hiring, and managing employees. It ensures that all employees understand their roles and responsibilities and helps prevent conflicts and misunderstandings.

For employees, a well-written job description can help them understand what is expected of them and how they fit into the larger picture of the organization. It can also be a useful tool for career development, as it outlines the skills, experience, and qualifications required for advancement.

In this article, we will explore the importance of job descriptions, why describing your current duties is necessary, and how a well-written job description can benefit you and your employer. We will also provide examples of effective job descriptions to help you create or revise your own.

What is a Job Description?

A job description is a formal document that outlines the duties, responsibilities, skills, qualifications, and experience required for a specific job position. It serves as a vital tool for employers and employees alike, as it helps clarify the expectations and requirements of the role.

Definition and purpose of a job description

In simple terms, a job description is a written statement that describes a job’s main objectives and responsibilities. Its primary purpose is to provide potential candidates with a clear understanding of the job’s duties and requirements. A job description helps employers attract candidates who possess the necessary skills and qualifications to perform the job effectively.

Moreover, a job description serves as a tool for managers and HR personnel to evaluate employee performance. By aligning an employee’s duties, goals, and expectations with the job description, they can determine if the employee is meeting their targets and identify areas for improvement.

Components of a job description

A well-written job description contains the following components:

• Job Title : The name of the job position.
• Job Summary : A brief overview of the job’s main responsibilities, tasks, and goals.
• Job Duties : A comprehensive list of the tasks and responsibilities required to perform the job effectively.
• Qualifications : A detailed list of the necessary qualifications, experience, and skills required to perform the job.
• Physical Demands and Working Conditions : A summary of the physical demands and work environment associated with the job.

How a job description differs from a job posting

While a job description and a job posting may appear similar, there are key differences between the two:

• Purpose : A job description is an internal document used by employers to describe a job and its requirements. A job posting, on the other hand, is a public advertisement used to attract candidates to apply for the job.
• Content : A job description presents a comprehensive overview of the job’s duties, responsibilities, and requirements. A job posting, on the other hand, is a condensed version of the job description that highlights key qualifications, experience, and skills required for the job.
• Length : A job description is typically longer and more detailed than a job posting.
• Publication : A job description is usually circulated internally amongst employees and management, while a job posting is published externally on job boards and career websites.

A job description serves as an essential tool for employers and employees alike, helping to clarify job requirements, evaluate employee performance, and attract qualified candidates to the job position. By understanding the components of a job description and its purpose, organizations can create more effective and informative job descriptions that support their HR goals.

Benefits of Describing Job Duties

One of the most important aspects of any job is having a clear understanding of your responsibilities and what is expected of you. This is why job descriptions are so important. Not only do they help candidates understand the nature of the position they’re applying for, but they also help to form a foundation of communication and expectation between employer and employee. In this section, we will discuss four benefits of clearly describing job duties.

Improved communication between employer and employee

When job duties are clearly outlined, it reduces the chances of misunderstandings and promotes better communication between the employer and employee. Both parties are aware of their roles and responsibilities, making it easier to discuss expectations, as well as any areas of concern. This is beneficial not only for day-to-day interactions but also for performance evaluations and other assessments. Clear communication saves time and reduces the risk of errors or misunderstandings.

Clarity on roles and responsibilities

By detailing job duties, employees can better understand what is expected of them in terms of their role and responsibilities. This, in turn, can help to reduce work-related stress and contribute positively to job satisfaction. When employees have a clear understanding of their role, they can better plan and accomplish their tasks, which leads to increased productivity.

Enhanced evaluation and performance management

Describing job duties enables employers to carry out better performance evaluations since it provides clear parameters for measuring employee success. This, in turn, positions employees to receive constructive feedback that enables them to improve their work. Performance evaluations help employees understand how they’re performing within the expectation of the company and can help employers identify areas where employees need additional support or training. Clear job descriptions promote accountability and highlight performance expectations, which ultimately contribute to organizational productivity and success.

Legal compliance

At times, job descriptions play an important role in legal compliance. For example, job descriptions establish a framework for identifying job-related requirements such as necessary qualifications, physical limitations, and duties that involve health and safety risks. Clear job descriptions help to ensure compliance with federal and state laws by outlining requirements for legal and regulatory purposes. By ensuring that job descriptions meet all legal requirements, employers can protect themselves against potential discrimination or wrongful termination lawsuits.

Clearly describing job duties is critical to promoting effective communication, ensuring clarity of roles and responsibilities, improving evaluation and performance management, and ensuring legal compliance. By encouraging clear job descriptions, employers can ensure employees are well informed, productive, and that the business is maintaining legal compliance.

Types of Job Descriptions

When it comes to writing a job description, there are several types to choose from. Each type has its own unique purpose and approach.

Generic and Specific Job Descriptions

The most common type of job description is a generic description. This type of description provides a general overview of the job responsibilities, requirements, and qualifications. It is often used when posting job openings to attract a large pool of candidates.

On the other hand, a specific job description is more detailed and tailored to a particular position. It outlines the specific duties, responsibilities, and requirements of the job. This type of description is useful when hiring for a highly specialized or technical role.

Functional Job Descriptions

Functional job descriptions focus on the functions and responsibilities of the role, rather than the specific tasks that the employee will perform. This type of description is useful for roles that have a broad scope of responsibilities or involve a wide range of tasks.

Functional descriptions also allow for flexibility in the role, as employees can take on different tasks within their function as needed.

Competency-Based Job Descriptions

Competency-based job descriptions focus on the skills and competencies required for the role. It identifies the knowledge and abilities needed, as well as the behaviors that will lead to success in the role.

This type of description is useful for hiring for roles that require a particular set of skills or attributes. It can also be useful in developing career paths and opportunities for employees.

Sample Job Descriptions

To give you an idea of what a job description might look like, here are a few sample descriptions:

Marketing Manager

• Develop and execute marketing strategies and campaigns to drive awareness and engagement
• Manage a team of marketing professionals to achieve goals and objectives
• Analyze market trends and data to inform marketing decisions
• Collaborate with cross-functional teams to develop and implement marketing initiatives
• Manage budgets and allocate resources to drive maximum ROI

Software Engineer

• Design, develop, and maintain software applications and systems
• Write code and test software to ensure functionality and stability
• Analyze user requirements and provide solutions to meet their needs
• Collaborate with cross-functional teams to identify and resolve technical issues
• Stay up-to-date with emerging trends and technologies in software development

Customer Service Representative

• Respond to customer inquiries and resolve issues in a timely and professional manner
• Maintain a high level of product knowledge to provide effective support
• Identify opportunities to improve the customer experience and make recommendations
• Document customer interactions and feedback to inform process improvements
• Work collaboratively with other team members to meet and exceed customer satisfaction goals

The type of job description you choose will depend on your organization’s specific needs and the role you are hiring for. But regardless of the type of description, it’s essential to be clear, concise, and comprehensive to attract the right candidates and set expectations for success in the role.

How to Write a Job Description

When crafting a job description, it’s important to ensure that it accurately reflects the role, requirements, and responsibilities of the job. Below is a step-by-step guide to writing an effective job description, along with tips for identifying essential job duties and qualifications.

Step-by-Step Guide

• Start with a clear job title that accurately reflects the role.
• Write an attention-grabbing job summary that highlights the key duties and requirements of the job.
• Create a detailed list of job duties and responsibilities. Ensure that these are specific, measurable, and achievable.
• Identify the essential qualifications and required experience for the job.
• Highlight any additional preferred or desirable qualifications that could be relevant to the role.

Tips for Identifying Essential Job Duties and Qualifications

• Consult with current employees to identify key job duties and responsibilities. Consider using surveys or performance reviews to gather this information.
• Review similar job descriptions within the industry to gain a better understanding of what is required for the role.
• Identify any exceptional or unique qualifications that may be required for the role.
• Consider the long-term goals and objectives of the organization when identifying essential duties and qualifications.
• Ensure that the job description is compliant with all legal and ethical requirements.

By following these simple steps and tips, you can create a job description that accurately reflects the role and requirements of the job, and attracts the right candidates.

Examples of Job Descriptions

In this section, we will provide some sample job descriptions from various industries to help you better understand how to write a job description that accurately reflects the duties and responsibilities of a position.

Samples of Job Descriptions for Different Industries

• Sales Manager Job Description:

Title: Sales Manager Location: San Francisco Reports to: Director of Sales

Responsibilities:

• Develop and implement sales strategies to increase revenue and market share
• Manage and oversee sales team to ensure that sales goals are met
• Analyze sales data and make recommendations for improvement
• Build relationships with key clients and stakeholders
• Collaborate with marketing and other teams to develop and execute campaigns
• Stay up-to-date with industry trends and market conditions

Qualifications:

• Bachelor’s degree (Business, Marketing, or related field)
• 5+ years of experience in sales management
• Proven track record of meeting or exceeding sales goals
• Strong leadership and communication skills
• Excellent analytical and problem-solving abilities
• Software Engineer Job Description:

Title: Software Engineer Location: New York City Reports to: Director of Engineering

• Design and develop software applications using various programming languages
• Collaborate with cross-functional teams (engineering, product, design) to create innovative solutions
• Write clean, efficient, and well-documented code
• Conduct code reviews and provide feedback to other engineers
• Troubleshoot and fix bugs and other technical issues
• Stay up-to-date with emerging technologies and industry trends
• Bachelor’s degree (Computer Science, Engineering, or related field)
• 3+ years of experience in software engineering
• Proficiency in programming languages such as Java, Python, or C++
• Strong problem-solving and analytical skills
• Ability to work independently and in a team environment
• Excellent written and verbal communication skills

How to Customize a Job Description to Fit Your Needs

When crafting a job description, it’s important to tailor it to suit your specific business needs. Here are some tips on how to customize a job description:

Define the role: Start by identifying the core responsibilities and skills required for the position. This information can be gathered by reviewing similar job descriptions, interviewing current employees, and conducting a job analysis.

Use clear and concise language: Avoid jargon and technical language that may not be immediately understood by applicants. Use simple and straightforward language to ensure that the job description is easily accessible to all potential candidates.

Highlight your company culture: Describe your company’s culture and values in the job description to attract candidates who are a good fit for your organization. Highlighting your company culture can also help to reduce turnover by attracting employees who are more likely to thrive in your workplace environment.

Be specific and detailed: Include specific qualifications, experience, and skills required for the position.

Common Mistakes to Avoid

When crafting a job description, it’s important to avoid some common mistakes that can hinder your efforts. Here are some things to keep in mind:

Overgeneralizing job duties:  It’s easy to fall into the trap of describing your job duties in broad, generic terms. However, this can lead to confusion about what the role actually entails. Instead, be as specific as possible about the tasks you perform and the skills required to do them well.

Focusing too much on technical skills:  While technical skills may be important for some jobs, they shouldn’t be the sole focus of your job description. It’s important to also describe the soft skills and personal qualities needed to be successful in the role.

Excluding essential information:  Don’t forget to include all the key details about the position, such as the expected hours, salary range, and any benefits or perks. Leaving out important information can make the job less attractive to potential candidates.

By avoiding these common mistakes, you can create a job description that accurately reflects the role and attracts the right candidates. Remember to keep it concise and to the point, while providing all the essential information necessary for interested applicants.

Updating Your Job Description

When it comes to job descriptions, keeping them updated is important in ensuring that they accurately reflect the current duties and responsibilities of the position. So how often should your job description be updated?

There is no one-size-fits-all answer to this question as it largely depends on the nature of the role and the organization’s policies. However, as a general rule, it is recommended to review and update your job description at least once a year or whenever there are significant changes to your role.

Some common scenarios that may require an update to your job description include:

• Promotion or change in job title
• Change in reporting structure or department
• Addition or removal of major job duties or responsibilities
• Introduction of new technology or software
• Change in company policies or procedures

Updating your job description helps you stay aligned with your employer’s expectations and ensures that your role remains in line with other similar roles within the organization. It can also help you identify areas of growth or development that you may want to pursue in order to strengthen your skills and competencies.

To update an existing job description, start by reviewing the current document and noting any changes that have occurred since it was last updated. This may involve meeting with your manager to discuss any changes to your role, responsibilities, or performance expectations.

Be sure to review the job description with a critical eye and ensure that it accurately reflects your current duties and responsibilities. Additionally, consider any new skills or qualifications that you have acquired since the last update and make note of them in the revised document.

Updating your job description is an essential part of ensuring that your role remains relevant and aligned with your employer’s expectations. By staying on top of this task, you can help maximize your performance and achieve success within your organization.

Using Your Job Description

A job description is more than just a list of duties and responsibilities; it can also be a powerful tool for career development, performance evaluation, and job search success.

Career Development

Your job description can give you a clear understanding of the skills and knowledge required for your current role. Take the time to review your job description and identify areas where you may want to develop your skills further. Use this information to create a plan for professional development and seek out opportunities for training or education. This proactive approach can help you stay current and relevant in your field and pave the way for future career advancement.

Performance Evaluation

Your job description can serve as a roadmap for assessing your performance on the job. Take a close look at your job description and evaluate how well you are meeting the expectations outlined therein. This exercise can help you identify areas where you are excelling and highlight areas where you may need to improve. Be sure to discuss these findings with your supervisor during performance evaluations or check-ins to help you set meaningful goals and improve your overall performance.

Your job description can also be a valuable tool during a job search. When crafting your resume and cover letter, read through your job description carefully and highlight the duties and responsibilities that align with the requirements of the job you are applying for. This can help you tailor your application to the needs of the employer and demonstrate why you are a good fit for the role. Additionally, reviewing your job description before an interview can help you prepare answers to common interview questions and speak confidently about how your current duties and responsibilities have prepared you for the new role.

Your job description is an essential tool that can support your career development, guide your performance evaluations, and assist you in finding your next job. By taking the time to review and use your job description in strategic ways, you can leverage its power to achieve your career goals.

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Complete Guide to Writing Effective Job Descriptions

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Writing effective job descriptions

What is a job description, why traditional job descriptions don’t work, why are job descriptions important, elements of an effective job description, what to avoid when writing job descriptions, how to write inclusive job descriptions, recruiting with impact descriptions, how to create an impact description, evaluating your impact descriptions, make waves in recruiting with impact descriptions.

As a recruiter, you’ve written your fair share of job descriptions. And chances are, you’ve been tasked with writing the ‘perfect’ description. You know, the one that sets your company apart from the competition and attracts the best talent. 

It’s no easy feat, creating a job description like that. In fact, while  72%  of managers believe they create effective job descriptions, just 36% of candidates agree. Not only that, but most job seekers will spend a mere  14 seconds  deciding whether to apply to a role based on the job description. 

It’s fair to say that you have a brief window in which you can capture a candidate’s attention and convert them from job seeker to applicant and, ideally, your next best hire. However, many recruiters don’t know where to start when writing a job description that’s impactful, inclusive,  and  effective in recruiting top talent. The struggle is real.

In this guide, we’re going to break down everything you need to know about writing the most effective job description—including impact descriptions. Whether you’re a recruiter, talent acquisition leader, or hiring manager, you’ll walk away with tips, best practices, and the tools you need to craft descriptions that attract the right talent. 

At a high level, a job description outlines the duties and responsibilities of a role for which a candidate is applying. Traditionally, these descriptions have followed a simple formula: 

• A brief introduction to the company and its history 
• A summary of the open role, with a generic set of tasks or responsibilities
• A list of ‘requirements’ (like education, work experience, and hard skills)

Today, many recruiting teams have adopted a narrative or storytelling approach to job descriptions, attempting to give candidates a glimpse into the company and culture of an organization to which they’re applying. 

Unfortunately, these same descriptions can start off well-intentioned but quickly become forensic. Think of those job descriptions that are embroiled with too many qualifying details, leaving job seekers confused as to what they’d actually accomplish while in the role, or the potential to grow within the organization. 

It’s important to remember that, despite most job application processes now being digital, candidates are still human beings. Job descriptions can be the first ‘touch point’ a job seeker has when exploring an open role with a new company, which means poorly written and executed descriptions can make or break your recruiting efforts. Consider that  58%  of candidates feel clear communication is critical for a positive applicant experience, while 53% say clear expectations are also crucial.

Whatever the role, make sure your job descriptions are written for people, not robots! Descriptions that sound human, and use a more conversational tone, are more likely to engage candidates and keep their interest.

Traditional job descriptions hurt more than they help organizations. Hiring teams have to  market their companies  and roles to candidates in growing talent markets, all before they even begin sourcing, engaging, nurturing, and recruiting the right people for a role. In this sense, a job description is just as critical for engaging talent as every other component of your employer brand. 

Relying on a list of to-do’s or daily tasks puts organizations (especially smaller ones) at risk of alienating talent that is in high demand among the competition. It’s no longer enough to summarize what a role entails—hiring teams now have to woo and convince candidates that their role, their company, and their culture are a great opportunity for  them .

Generic descriptions could apply to any company

With all the work hiring teams have, it’s easy to rely on generic job descriptions. This can be true for organizations of all sizes, but especially smaller companies without dedicated recruiting teams, which are more likely to rely on these generic job descriptions. 

Your candidate pipeline doesn’t know about your organization’s incredible culture, the exciting projects you’re working on, or the importance of your mission. Only you are able to make the unique value of your organization shine through.

A generic job description that fails to give candidates insights into what they can accomplish, the impact they can have, and the contributions they can make to your organization is just that—generic. This description could apply to virtually any company and doesn’t give your hiring team an upper hand in differentiating your employer brand from that of the competition.

Generic descriptions focus on benefits to the company, not the candidate

You can easily get caught up in creating job descriptions that focus solely on your expectations for a new role. When you’ve got several open roles to fill, or are on the cusp of a hiring surge, you need to act quickly and work to reduce time to fill (among improving other  recruiting metrics ). But hiring is a two-way street, and it’s important to step back and consider what you can offer top talent. Companies hiring in today’s competitive talent market need to set themselves apart from other businesses.

If you assume that those all-star candidates you’re contacting on LinkedIn have already heard from 4 other recruiters this week, ask yourself: What makes our role stand out from similar roles in the market? How are we positioning potential impacts and contributions? Why would this role be more attractive to a candidate vs a competitor’s? How transparent and inclusive is our job description? And, what about this role would be the most attractive to the right candidate?

In addition to job descriptions being a necessary recruiting ‘tool,’ they’re also a single source of truth or information for candidates looking to apply to your company. 

Job descriptions accomplish two core things for both recruiters and job seekers:

• Company : job descriptions allow you to communicate your needs and expectations of a role, establishing a clear understanding of what you expect of the person in the role and what they can accomplish 
• Candidate : job descriptions provide context and insight into what a job seeker can expect from the role and the company, and act as a source of truth 

Job descriptions also help you ensure that you’re attracting and nurturing the right talent—especially if your organization wants to hire with an  internal mobility program  or strategy in mind. Without an effective, impactful, and inclusive job description in place, you may be delivering a poor candidate experience where job seekers look at salary and benefits before impacts, contributions, and values, applying to the role for the wrong reasons. 

But wait, there’s more!

Job descriptions support accountability

Whether it’s an annual performance review, strategizing the career agility of your people, or evaluating roles and responsibilities, an effective job description will act as a manager’s source of truth, too. For example, a poor or vague job description can make it more difficult for a manager to evaluate an employee’s performance, determine how they can help the employee upskill, or determine where the employee can contribute. 

Job descriptions lend to productivity 

If a candidate clearly understands the specific needs, demands, and expectations of a role, there’s a stronger likelihood that they will be more productive in that role when hired. Confusion around what an employee should be doing day-to-day, the impact they can have, or the contributions they can make can quickly lead to disengagement and poor performance—something costly to both the employer and the team at large. As  Cangrade  note, making it clear what a role will entail beyond hard skills or core competencies is crucial in helping candidates relate to and understand a role better. 

Now that we’ve covered what job descriptions are and why they’re important for recruiting, let’s dive into how you can write an effective job description—one that is impactful and inclusive, too. 

Jen Rifkin, Director of Customer Success at Cangrade

For the ultimate job description, you need to start by determining what skills are needed to be successful in the role. Pinning down the soft skills your candidates need and then incorporating them into your job description widens your funnel, reduces bias, and increases the likelihood that you find someone that has what it takes to succeed and who will stay. This isn’t always straightforward, but it’s worth the time investment.

You may be wondering, “what should a job description include?” A well-written job description is an opportunity to position both your company and its culture as a great place to work. Never mind that an effective job description is a must-have for attracting talent—it’s also key to providing meaningful information that contributes to a positive candidate experience for job seekers. 

As you’ll see later in this guide, our team here at Lever uses  impact descriptions  to attract candidates. However, there are a few core elements of an effective description that also lend to engaging talent with your open roles. Let’s break those down. 

Opt for clarity over cleverness with job titles

It’s not uncommon for companies to use flowery language and fun adjectives to describe a role, but when applied to job titles, this language can quickly become confusing, misleading, and potentially discriminatory. Instead, focus on being as clear and straightforward with job titles as possible.

Let’s say you’re hiring a visual or graphic designer. A job title like ‘Rockstar branding specialist’ sounds interesting but may actually attract the wrong candidates with its ambiguity. Instead, a job title of “Visual Designer” is much more clear for candidates. Clarity over cleverness is your best friend when it comes to job titles.

Speak to candidates like humans

Similar to job titles, you can get stuck in the weeds when creating your job descriptions. Company or industry jargon, along with confusing phrases, unnecessary information, or offbeat humor, can make it difficult for candidates to understand what a role is asking of the right hire and what’s expected of them. It’s better to be clear and concise, with some conversational tone peppered in. 

Writing hack

Here’s a copywriting tip that can help you humanize your job descriptions: write your first draft, then read it aloud and eliminate any unnecessary words, terms, phrases, or sentences that take away from the clarity of your message. Writers refer to this practice as “killing your darlings,” a lesson from American author, William Faulkner!

Avoid falling into the list trap

We mentioned above that one component of the traditional job description is a list of tasks and skills that employers typically ask of their ideal candidate. But these lists are generic and don’t provide the right context for candidates. 

Instead, focus on outcomes. We talk about this later on in this guide (so keep reading!) but candidates shouldn’t just clearly understand what they’ll do day-to-day; they should also know the outcomes and impact they can have in the role. For example, you can forego a list of daily tasks in favor of outcomes or accomplishments.

If you do need or want to provide a list of skills needed for a role, expand on why each skill is necessary or how a candidate with these skills could help grow your organization.

Sell the benefits for the candidate (not the company) 

One of the greatest challenges with traditional or generic job descriptions is that they sell the benefits of the role for the company and not the candidate. It’s more important that your descriptions highlight how the candidate can contribute to the organization, what they can learn and achieve, and how the role will ultimately benefit their goals, too. 

This isn’t a question of listing benefits or perks, but showcasing things like learning and development, growth and leadership, impacts and outcomes, and more. 

Highlight your onboarding plan

While it’s nice to give insight into your company and what a day in the life of an employee there looks like, many job seekers will wonder what life looks like post-hire. This is different from your interview process (which you can also highlight in the description). An onboarding plan gives the candidate more context as to what happens in their first 30/60/90 days at your company, and often, within their first year!

We do this with our impact descriptions—such as explaining what a candidate can achieve, the type of projects they’ll work on, and how they’ll be evaluated in their first 1-6 months at Lever. 

“Within 1 month, you’ll participate in our company’s onboarding program and complete your first starter project.”

Just as there are specific elements to include in your job descriptions, there are also elements you should avoid. A poorly written job description can cost you top talent, so here are a few key things to be wary of when crafting your job descriptions. 

Discrimination in your descriptions

Most job descriptions today include equal opportunity disclaimers, however, these don’t foolproof descriptions. In many cases, they can be added to job postings as an afterthought, even when the descriptions may include unconscious bias. The language you use is crucial, and not just in regards to race or gender. Keep in mind that candidates and job seekers are growing increasingly more aware of biased job descriptions and postings. 

Language in job descriptions can be biased towards more than just gender and race; it can also discriminate against candidates within certain age groups, or those with seen and unseen disabilities.

Ignoring internal mobility 

Internal mobility, which refers to the movement of existing employees between roles both vertically and laterally, is becoming more popular in companies looking to recruit not just for the short term but the  long haul . In recruiting, hiring teams can factor in the potential future mobility of candidates when assessing skills, experience, and knowledge that may benefit a role down the road. Ignoring this potential could also cost your organization winning talent. 

Focusing on skills over impact 

We’ve all seen it: the job description with the endless list of required skills or experience, but no mention of potential impact or growth. It’s the type of description that efficiently alienates talent while ensuring your job descriptions appear exclusionary of candidates from various backgrounds. Instead, you want to focus on impact, outcomes, and performance. 

Our job descriptions do just that—they focus on impact rather than skill sets alone. Using  LeverTRM , our recruiters can create job descriptions that highlight the impacts a candidate can have on both our customers and within our company.

When we create a job description for a job posting, we lead with the impact first, followed by outcomes and performance. Once a posting is live, relevant stakeholders on our team can follow it so that everyone needing a line of sight into the performance of a job posting has one. In LeverTRM, postings can automatically tag applicants so you can report on and rediscover them later!

The core elements we’ve just walked you through are important for getting an outline of a job description together. But how can you write impactful and inclusive job descriptions that attract talent while driving diversity recruiting? We’ll show you!

Recruiters and hiring teams know the talent market better than anyone. After all, you’re working to source, engage, and nurture talent every single day—not just new talent, but existing employees, too. With this knowledge, you’re able to provide insights into things like salary expectations, competitor recruiting, internal mobility, and much more. 

What about inclusivity, though? From the perspective of diversity, equity, and inclusion (DEI), inclusive job descriptions give further insight into organizational culture and a company’s approach to DEI. If a job description is a candidate’s first real look inside your company, then the description must be inclusive of all. 

A diverse workforce benefits everyone—and it’s not just good for your business, it  is  good business. Let’s consider a few facts about diverse workforces that showcase why  diversity recruiting  is crucial: 

• 67%  of employees consider workplace diversity an important factor when considering employment offers with a new company
• Studies have found that anonymized recruiting can help increase the likelihood of hiring more diverse teams, up to  46%  when hiring women
• Companies with racially diverse teams tend to outperform others lacking in diversity—up to  35%
• 58%  of employees wouldn’t apply to a company where there’s a pay gap

It’s fair to say that diversity recruiting can have a substantial impact on the success of a company—and what better place to start than with your job descriptions? We’re going to walk you through 6 tips to help you write inclusive job descriptions. 

1. Start by addressing gender coding in your recruiting messaging

Gender coding refers to signals, such as words, phrases, or traits, that have been historically associated with or attributed to either the male or female gender. Gender coding occurs in recruiting messaging far more often than you may think and can create a false impression as to who the ideal candidate is for a role. 

It can be a tough pill to swallow, but if your job descriptions are ‘coded’ too heavily towards any gender, it can influence who does or doesn’t apply, effectively alienating talent right out of the gate—regardless of skills or qualifications. 

By addressing gender coding first, you can better craft descriptions and job postings that don’t skew towards a specific gender, even unintentionally. 

Take  Hypercontext , for example. The company forgoes the traditional ‘fit’ aspect to focus on inclusive language that welcomes all applicants, not just those from specific backgrounds, perspectives, or prescribed genders.

Hiba Amin, Senior Marketing Manager at Testbox

At Hypercontext, we approach job descriptions with internal mobility and external inclusivity in mind. For example, we include language that combats any apprehension candidates have, especially those who would be categorized as POC or womxn. It’s no secret that minorities are less likely to apply to roles that they’re qualified (or nearly qualified) for because we find ways to convince ourselves that there are better candidates out there. That’s definitely been the case for me many times throughout my career. So, to combat this we use excerpts like the following to ensure that our JDs are always inclusive both to internal employees and external candidates.

This leads us to our next point…

2. Use gender-neutral language

We talked about humanizing job descriptions earlier on in this guide, and the same lesson goes for the language you use in your descriptions. While we all have preferred pronouns, leveraging gendered pronouns in job descriptions is a sure-fire way of excluding pools of candidates who may otherwise be qualified for the role. For example, if you’re hiring a Senior Developer, language like, “He will design, code, test, and implement our solutions” gives job seekers the impression that the role is geared towards male applicants. Instead, “You will design, code, text, and implement our solutions” helps you avoid gender bias while also giving the impression that you’re speaking directly to the candidate.

“Gender coding” refers to signals, such as words, phrases, language, or traits, that have been historically associated with or attributed to either the male or female gender. Gender coding occurs in recruiting messaging far more often than you may think and can create a false impression as to who the ideal candidate is for a role. 

3. Use inclusive language, too

Gendered pronouns are not the only words that can subtly yet quickly deter candidates from applying to a role. How you phrase your job description can also have an impact—for example, it’s not uncommon for certain terms or job titles (like that example of a ‘Rockstar’ we used earlier) to signal male-dominated cultures, while seemingly harmless language like ‘ambitious’ or ‘competitive’ can alienate women candidates. Being cognizant of how language can implicate bias towards certain groups or genders can help you avoid crafting discriminatory descriptions. 

4. Forego requirements and ‘must-haves’ 

The notion that there is a ‘perfect’ candidate for every role is outdated and disregards a person’s ability to learn new skills, adapt to a new environment, and adopt knowledge as they go. In reality, most of the ‘must-haves’ listed in job descriptions are nice-to-haves or skills that can be learned while in a role. In the case of inclusivity, focusing too heavily on requirements or necessary skills/experience can alienate top candidates. 

5. Remember that diversity includes disabilities, too

When focusing on making your job descriptions as inclusive as possible, don’t forget about candidates with physical and cognitive disabilities. It’s not uncommon for a job posting to include language that’s inclusive of age, race, or gender, but exclusive of those with disabilities. For example, stating that a candidate “Must be able to lift 50 pounds” is exclusive, while “Moves equipment up to 50 pounds” removes the ‘how’ aspect and focuses instead on what needs to be accomplished in a role. Ensure your job descriptions aren’t alienating talent with disabilities—seen and unseen. 

6. Drop the jargon

Job descriptions littered with jargon (whether industry or company-specific) can be problematic when sourcing talent from different avenues, especially outside of your primary industry. Many candidates have transferable skills from other industries they may assume won’t convert based on the language you use. A rule of thumb is to avoid using jargon altogether, but if you have to—for example, if you’re hiring for a role that requires the use of specific tech or tool types—spell out things like acronyms or describe the jargon in plain speak for candidates. 

So far, we’ve covered quite a bit about job descriptions in this guide. But we’re not finished! We want to show you how our teams at Lever approach job descriptions to attract and engage talent, both through inbound and outbound recruiting. Earlier in this guide, we mentioned that we use impact descriptions—and you can, too.

A large part of a job description is the skills needed to perform the job. If you’re only looking at hard skills though, your talent pool significantly decreases. Focusing on soft skills in your job description widens your talent and applicant pool, reduces bias, and can boost retention by attracting candidates that have the soft skills to be successful in their future role.

Let’s take a look at what impact descriptions are, how you can create impact descriptions, and how you can measure their efficacy in your own organization. 

Start with an impact description framework

Recruiters practice both inbound and outbound recruiting—and job descriptions are part of these hiring strategies. It’s inevitable that candidates will need a job description, regardless of whether they came to our company through a job posting or your hiring team engaged them through outbound initiatives. But how do you create job descriptions that serve both types of recruiting?

The answer: impact descriptions. With impact descriptions, you can better source, engage, and nurture talent that you want to attract and hire. As both sourcing and nurturing are essential components of talent relationship management, a framework for how you develop impact descriptions can help with inbound and outbound recruiting.

Caitlyn Metteer, Director of Recruiting at Lever

Back in 2014, we came together as a company to determine more broadly what it feels like to be recruited at Lever. Of course, job descriptions were a focal point! We wanted to ensure that, when people read our job descriptions, they were given a holistic understanding of what it would feel like to be part of Lever, as well as that role over the course of their tenure with us. Through that process, impact descriptions were born.

What are impact descriptions?

Job descriptions are one of the least evolved ‘tools’ in a recruiter’s arsenal, not for lack of trying to modernize them, but because they are often focused on the company rather than the candidate. 

At Lever, we believe there’s a better, more effective way to leverage job descriptions for recruiting top talent—impact descriptions!

Impact descriptions focus on outcomes, impacts, and performance rather than a rigid set of tasks or responsibilities. In other words, impact descriptions emphasize the impact an employee can have and the contributions they can make instead of focusing solely on what they’ll do in their day-to-day. 

Impact descriptions show potential impact and outcomes, whereas job descriptions show requirements and tasks. 

When creating impact descriptions, we take an outcome or performance-based approach which identifies two important dimensions of a role:

What is the candidate expected to own, teach, learn and improve once they’re in the role?

What should a candidate accomplish, and when? How will the candidate’s career progress throughout the year?

The first step in creating an impact description is to understand the role you’re hiring for and who your ideal candidate is. Each role you recruit for will inevitably have a desired set of skills, experience, and qualifications, but it’s important to keep in mind that you’re hiring for impact and potential future mobility, not just short-term needs. 

Before drafting your first impact description, your hiring team should consider what the candidate will own, and what they’ll improve upon or drive, if hired into the role. Asking questions like, “What will this person be responsible for? What would they be the primary owner of?” is a good place to start. 

Impact descriptions must still be inclusive and follow the tone of your company culture. The language you use, and how you create your own impact descriptions, should prioritize diversity and inclusivity.

Match and showcase motivators

Once you understand the role you’re hiring for and who your ideal candidate for the role is, you can move on to the next phase of crafting an impact description: motivators. 

Motivators are qualities or opportunities that candidates look for in a role and organization that push them to search for new job opportunities. For example, some candidates are motivated by growth, development, and leadership opportunities, while others see incentives in joining a team where they have more autonomy and stability in their role. 

Impact descriptions allow you to showcase these motivators to better align with the type of candidate you want to have apply, versus those that may not be the best fit for the role. Clearly linking these motivators to the role can help your hiring team more efficiently review candidates with aligned motivations.

Get specific (and avoid ambiguity)

The more clear and specific your impact description is around goals, impacts, and outcomes, the better. Traditional job descriptions are intended to ‘weed out’ the wrong candidates for a role, whereas impact descriptions empower you to attract the right people to the right roles and get candidates excited about joining your company. 

When drafting your impact description, ensure your needs, expectations, and the role’s potential impacts are clearly defined so that candidates have a firm understanding of what they can accomplish in the role. 

Draft your first impact description

Now that you know what role you’re hiring for and why; the ideal candidate you need for the role; the key motivators you’ll showcase, and a few best practices for specificity, you’re ready to write your first impact description. 

Focus on providing details around what the candidate can expect to own and drive in the role, and the team they’ll be joining. Remember, you want to avoid lists of tasks and requirements in favor of outcomes and impacts. 

Using this framework, recruiters can more effectively communicate not just expectations of a role, but what a candidate can hope to achieve and the contributions they’ll be able to make just within their first 6 months alone.

Evaluating how effective your impact descriptions are can give you insights into how candidates feel about your descriptions and what improvements or updates you can make along the way. Depending on how you share these descriptions—via inbound or outbound recruiting efforts—you may receive feedback from candidates that helps you iterate on the descriptions over time. 

Monitor unqualified versus qualified candidates

Receiving a large number of underqualified candidates for a role can indicate that your impact description isn’t defined clearly enough. For example, you may need to better highlight growth opportunities, or more clearly explain your company culture. Similarly, if you’re receiving lots of applications from otherwise terrific candidates who would be better suited for other positions, that may indicate that the outcomes, impacts, and expectations in your descriptions aren’t clear.

In this case, you’d want to pay close attention to conversion rates as a key recruiting metric. 

One quick way to determine whether your impact descriptions are driving your desired recruiting objectives is to look at conversion rates. For instance, recruiters with Admin status in LeverTRM can monitor overall application trends via Lever’s Conversion Rates report. The recruiter can hover over the percentage of candidates archived in the New Applicant stage to see why a candidate didn’t move forward.

Finally, collect feedback from candidates and hiring teams alike

If your recruiters are as obsessed with data as we are, then you’re likely already collecting insights from candidate feedback and input from your hiring team. When using and consistently improving your impact descriptions, close the feedback loop between your candidates, your hiring managers, and your recruiting team! Here at Lever, for example, we send candidate feedback surveys to applicants and make sure to flag and record feedback so that our recruiters can see how candidates are reacting and where we can make improvements. 

Collecting feedback from candidates is crucial to consistently improve your recruiting process. At Lever, for example, we share feedback surveys with candidates that ask them about their entire experience, from applicant to interviewee and beyond.

If you’re ready to transform your everyday job descriptions into impact descriptions that drive results for your recruiting, download our free impact description guide. You’ll get our top tips for crafting the perfect description and have everything you need to attract candidates and nurture top talent for your organization. 

Your Guide to Creating Impact Descriptions

What Does an Assignment Editor Do?

Learn About the Salary, Required Skills, & More

The Balance / Ellen Lindner

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• Assignment Editor Duties & Responsibilities

Assignment Editor Salary

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Job Outlook

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An assignment editor works at the assignment desk, which is the nerve center of any newsroom. This is where newsroom staff members monitor multiple sources for breaking news, including police and fire scanners. When possible news arises, the assignment editor works with reporters, photographers, producers, and other staff members to assign and develop story ideas.

Small companies sometimes have one assignment editor who is responsible for organizing the assignment desk to operate around the clock. In larger newsrooms, there may be a team of assignment editors that take turns staffing the desk.

Assignment Editor Duties & Responsibilities

The job generally requires the ability to perform the following duties:

• Monitor multiple sources for possible news stories
• Develop and propose a daily news coverage plan
• Lead newsroom staff meetings to review possible stories and assignments
• Help choose which journalists, photographers, and other staff members are assigned to cover stories
• Stay on top of all stories to ensure they're developing as planned and determine which ones are not coming together
• Be the main point of communication between reporters, production teams, and executive staff on developing stories

It's up to the assignment editor to assign people to investigate and report on news stories. The assignment editor's day is sometimes spent shifting people and equipment around so that as many stories get covered as possible, with an eye out on how to handle breaking news coverage at any moment.

When working in television, an assignment editor may also work with the tv producer to decide which crews will take live trucks or a helicopter to broadcast live during a newscast. Also, a TV news anchor who is reviewing scripts just before airtime will often turn to the assignment editor to confirm facts.

An assignment editor's salary can vary depending on location, experience, and employer. The U.S. Bureau of Labor Statistics offers salary data for the broader editor category, but it doesn't offer separate data on the assignment editor subcategory:

• Median Annual Salary: $59,480 
• Top 10% Annual Salary: $114,460 
• Bottom 10% Annual Salary: $30,830  

Education, Training, & Certification

Most assignment editors have the same types of degrees as other editors and journalists in a newsroom.

• Education: Most employers prefer candidates that have at least a bachelor’s degree in communications, journalism, or English. 
• Experience: This is often key to getting this type of job, because experience is key to building a list of contacts and learning how to operate smoothly. Employers usually prefer candidates with a background in the type of media in which they specialize, whether it's television, digital, or print news.
• Training: Most training happens on the job. Aspiring assignment editors may want to find an internship position at a newsroom assignment desk.

Assignment Editor Skills & Competencies

To be successful in this role, you’ll generally need the following skills and qualities: 

• Editorial judgment: Assignment editors need to be able to quickly decide whether a story is newsworthy. And although they aren't usually writing the stories themselves, they need to know all of the components of a good news story to guide reporters on coverage.
• Interpersonal skills: Successful assignment editors form relationships with many contacts that can help bring a story together. For example, someone in this role at a local TV news station may have all the county sheriffs' home telephone numbers on speed-dial and be on a first-name basis with the current and previous mayors.
• Organizational skills: An assignment editor must be able to organize the logistics and track the details of several stories at a time and keep everything on schedule.
• Communication skills: An assignment editor must skillfully communicate with all of the staff involved in making news stories come together, including reporters, photographers, production teams, and executive staff.

The U.S. Bureau of Labor Statistics projects that employment in this field will grow 6 percent through 2026, which is slightly slower than the overall employment growth of 7 percent for all occupations in the country. The BLS it doesn't offer separate data on the assignment editor subcategory.

Most of this job is done in an office working under several tight deadlines at once. Those who thrive on pressure and get an adrenaline rush when something unexpected happens may be best suited for this occupation.

An assignment editor usually arrives in the newsroom earlier than the other managers to get a handle on what's happening that day to brief the newsroom. Most assignment editors work full time, and many work long hours, which include evenings and weekends.

People who are interested in becoming assignment editors may also consider other careers with these median salaries: 

• Writers and authors: $61,820
• Reporters, correspondents, and broadcast news analysts: $40,910
• Desktop publishers: $42,350

Source: U.S. Bureau of Labor Statistics , 2017

How to Get the Job

Build a Contact List

Making a list of contacts is the best place to start for a budding assignment editor. That involves making personal connections with people so that you can turn to them when you need information.

Join a Professional Association

The American Media Institute offers  a list of professional associations you can join. Which one you choose may depend on your specialty or medium (websites or television, for instance). This will help you build your contact list and stay up to date on the latest tools and techniques in the industry.

Search job sites that specialize in media careers, such as MediaBistro and iHire Broadcasting .

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Career Spotlight: Assignment Editor

By NBCU Academy

What does an assignment editor do? A longtime assignment manager for NBC4 Washington shares how his team covers breaking news.

At the heart of every newsroom is an assignment desk, where assignment editors figure out what news stories to cover around the clock. They make constant phone calls, listen to police radios and sift through emails to get news tips and background information from officials and the public. They contribute to editorial meetings with reporters, editors and producers. But breaking news can rewrite coverage plans at any point of the day.  

Charlie Bragale, an assignment manager who has worked at WRC-TV in Washington since 1988, has seen many changes in technology , but his assignment desk has always been crucial to newsgathering. He calls his assignment editors “off-air reporters,” talking to sources and conveying updates to news crews and production staff.  

“I compare the assignment editor to a flight controller. I’m trying to land five 747s, a couple of A380s and a couple 737s in a blinding rainstorm,” Bragale said. “100% of my day is talking on the phone, networking with people, trying to get people to talk to me and check in.” 

Bragale talks about the work of an assignment editor in the video above and shares more remarks below.  

What are some tips to being a good assignment editor?

Be curious, be a risk taker and instinctively know what you’re doing right. You see something, go chase after it. We don’t run away from bad news or good news — we run towards everything. 

Success is collaborating with everybody.  We’re just a cog in the wheels of what we do every day. Collaboration is key.  

Your workspace is surrounded by walkie-talkies tuned in to a bunch of police and emergency medical scanners. Isn’t it confusing to listen to all that at once?

Don’t be intimidated by this. This is just white noise. Just listen for keywords, the intensity in the voice, the impact of the event. 

What are some memorable stories you worked on?

I covered a guy who pulled out an AR-15 and shot up the front of the White House [in October 1994] — that was a [Saturday] afternoon, we were running AFC football.  

The phone rings, a guy with a heavy accent says, “Do you speak Portuguese?” And I was like, “Yes, I’m from Brazil.” A Brazilian tourist, videotaping the White House with his family, captured the moment that guy shot at the White House. Back then, we had no cellphones, so I sent a courier to pick him up and look at the video. One of my colleagues ran over, grabbed the video and took it downstairs. They broke into AFC football to show the guy shooting the White House — that’s how important it was.  

[On 9/11,] we knew about the planes that struck the World Trade Center. But then I heard a plane hit the Pentagon. I heard that officer, the chill in his voice — we knew it was [a related attack]. We were ready, directing people everywhere, because we knew Washington.

You’ve worked at the same assignment desk for 36 years. What keeps you going?

This is gonna sound mushy, but I grew up here in Washington, two blocks from the TV station. As a child riding my bike through this park, past Channel 4 to the Catholic school on Massachusetts Avenue, I would always tell my brothers, “One day, I’m going to work at that place.” To represent the community and work at this incredible organization, in my job which I love, is an honor. 

Gallery: Scenes from Charlie Bragale’s Career

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When to Say No (or Yes) to Additional Responsibilities at Work

Think about your average work week: How many of your daily tasks fit into the original job description you were hired to do?

Chances are that, over time, out of an eagerness to prove yourself, you’ve taken on a number of responsibilities that fall well outside the realm of your core role. But how much of this newfound accountability is contributing to your professional advancement—and how much of it is just running you ragged?

Top performers can be a prime target for additional requests because they enjoy challenge and frequently seek out new ways to demonstrate their skills. But do you find yourself saying yes every time your boss asks you to take a stab at a project that’s in no way related to your core competencies simply because you want to look like a team player?

If you do, you may find yourself on the brink of burnout , living at work, and unable to find time for yourself or friends. And what’s worse, you may be moving through every day with a cloud of dread hovering over your head, wondering, “How on earth will I ever get all this done?”

Often, we say yes to additional projects because we think that it may pay off with a promotion, raise, or other reward. We adopt the mentality of “I just need to bust my butt for the next couple of months; then I can relax.”

Too often, those couple of months come and go, but the promotion never comes . You grow increasingly frustrated, but don’t slow down because maybe, just maybe, this month your boss will recognize all the hard work you’re putting in and it’ll pay off. It can turn into a never-ending cycle.

While there’s nothing wrong with taking on additional responsibilities, if you’re not careful to draw the line somewhere, it can become a problem. When you have too much on your plate, not only can the quality of your work start to suffer, but your relationships and commitments outside of work may take a blow as well.

Does this mean you should stop saying yes to additional responsibilities altogether? Absolutely not! But it’s up to you to make sure you’re agreeing for the right reasons.

If you’re someone who tends to agree to every additional request that comes your way, here’s how to gauge when it’s appropriate to push back.

When Your Primary Job Responsibilities Will Suffer

It can be dangerous to agree to more if it impacts your ability to satisfy the job requirements that you were hired to do.

For example, say you work in HR, but you’ve been asked to attend some marketing-related conferences because that team is short-staffed. You may soon find yourself spending so much time away from your desk at events (which, truthfully, should be done by someone who has direct client contact and knows the ins and outs of marketing—not you!) that your primary job responsibilities, like training new employees and interviewing potential hires, starts to suffer.

If it’s an assignment that will detract from your core responsibilities, overwhelm you , and compromise your ability to consistently deliver a high quality of work—all without any significant upside—it’s best to decline and focus on what’s already on your plate.

When It’s Someone Else’s Work

Is your boss asking you to do the job of an intern and change the printer ink, even though you’re a manager?

No matter your role, it’s easy to get sucked into doing tasks that “aren’t your job”—like a sales rep who finds themself constantly fielding customer service calls. And there’s something to be said for adopting an all-hands-on-deck working style, but if you let it go too far, your willingness to pitch in can be abused .

How do you spot these time-sucking tasks? Ask yourself: Is this contributing to my professional development in a strategic way? If the assignment doesn’t link back to your career growth somehow, don’t be afraid to say no and shift the responsibility off your plate. (But it’s still a good idea to offer a proactive solution, like coaching another team member to do the task.)

When There’s No Exit Strategy

Don’t take on additional responsibilities until you understand the full scope of what’s involved, how long it will take, who you’ll be working with, and how long the project will last. You want to avoid miscommunication down the road, and most importantly, you don’t want it to be an open-ended arrangement. You may be happy to be a team player, but at the end of the day you have core responsibilities—and those should be your top priorities.

For example, if your boss delivers a fairly vague request, like asking you to oversee a new initiative and provide strategic guidance, get the specifics about what exactly that means. How long will you be needed on the project? Will you be expected to attend certain meetings or be on weekly calls? Make sure you have a crystal clear picture of what’s involved before saying yes in order to shield yourself from becoming embroiled in an open-ended, never-ending situation.

When It Won’t Contribute to Your Skill Set, Growth, or Network

Even an additional responsibility that doesn’t exactly fit your job description can be the opportunity to get in front of important people. For example, being asked to help create a sales deck for a company meeting is a great opportunity to get your work in front of senior management .

On the other hand, a solo project like filing old reports for your manager offers zero chance to expand your network in a meaningful way. Since it has little relationship-building potential and is essentially busy work, it’s better to pass on it in favor of stretch assignments that will help you grow.

If you do decide to decline a request, keep the conversation emotionally neutral. Focus on how it might affect the company’s goals, not your stress levels.

And if you agree to take on new work, clearly outline what you expect the new responsibility will result in—e.g., better assignments in the future, a move toward a promotion, or a mention at the board meeting—so that you don’t end up in a dead-end situation .

Learning to say yes to the right types of opportunities—and say no to others—is an exercise in setting healthy boundaries at work. Speaking up for yourself will not only save you from the anxiety of taking on more than you can handle, but it will display maturity, confidence, and strong self-management skills to your boss and others in the office.

Remember, setting boundaries and sticking to them doesn’t show you lack drive or ambition—it shows that you’re an employee of high value who prioritizes doing the job at hand.

Work assignments

“Work assignments” – refer to the work-related tasks, duties, and responsibilities.

a. Management prerogative

As part of its management prerogative, the employer has the right and prerogative to decide who among its employees are best qualified and suitable to do a work-related task, duty, or responsibility.

“Under the doctrine of management prerogative, every employer has the inherent right to regulate, according to his own discretion and judgment, all aspects of employment, including… work assignments.” ( Rural Bank of Cantilan, Inc. v. Julve , G.R. No. 169750, 27 February 2007)

2. Work assignments

Work assignments may come from various sources, including but not limited to:

1) Job description;

2) Employment contract;

3) Newly assigned tasks; and

4) Business exigency.

a. Job description

When a job vacancy is posted, it usually already provides for work assignments in the form of duties and responsibilities. By these, applicants would be able to assess themselves if they are skilled and/or suitable in doing the required work.

Conversely, the employer would already be able to communicate to would-be applicants what the is expected from the job, role, or position.

b. Employment contract

While generally the job description’s duties and responsibilities are reflected in the employment contract, there are cases wherein the employment contract provides for additional tasks and responsibilities, particularly if there are changes in the workplace or as a result of the discussions with the signing employee.

c. Newly assigned tasks

In course of their employment, employees may be given newly assigned tasks which may not have been previously stated in either the job description and/or the employment contract. However, it should be emphasized that the giving of these new tasks should be done in good faith. These means that these new tasks are reasonably necessary for the work and the employees have the reasonable competence to be able to perform and deliver.

If the new tasks were given as a pre-text for dismissing employees for failing to perform such responsibilities, then the employer is deemed to be in bad faith and thus may be held liable for illegal dismissal. For instance, an ordinary administrative assistant cannot reasonably be expected to do computer programming or coding and thus assigning her such a new task is not reasonable.

d. Business exigency

For cases requiring immediate action, employers may temporarily assign certain employees to perform work in order to avoid any serious consequences or effects on the establishment. For example, to avoid overheating, an office worker may temporarily be tasked to monitor a certain machine or equipment which would have been the task of an engineer who may be absent. If the task only entails monitoring of the temperature and turning off the switch in case it reaches a certain degree, then the employee may reasonably be expected to perform such a task.

/Updated: December 28, 2022

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Human Resources Coordinator

• Anchorage, Alaska, United States
• Remote within Alaska
• Staff Full-time

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• UAA College of Arts & Sciences

Join the College of Arts and Sciences as one of our Human Resources Coordinators. You will help the college with its recruitments and the hiring of a variety of employees from student workers to staff and faculty. In addition, you'll handle the processing of personnel changes for current employees to ensure their assignment details are accurate and they are paid on time.

We’ll rely on you respond to the human resources needs of the College of Arts and Sciences by proactively carrying out a variety of day to day HR technician tasks and processes in the areas of recruitment and hiring as well as processing current employee assignment changes. You will use your knowledge of HR policies and procedures established by the University's Human Resources Department to answer questions and complete a variety of personnel action tasks.

To thrive in this role, you should be able to organize and communicate facts and opinions with a focus on customer service and effective working relationships with a variety of people. You should be able to learn and keep up with evolving human resources best practices and understand, apply and explain university policies, rules, and regulations relating to human resources functions. You should have the ability to research and problem solve when policies and procedures are not clear. Keeping your work organized is essential. You should be able to comprehend material from multiple sources and exercise good judgment in complex situations, propose viable solutions to problems, and make responsible decisions. You should have experience with working on routine but highly detailed forms with high attention to accuracy under regular deadlines to ensure that employees are hired and paid on time. You should be skilled in standard office software and platforms including word processing, PDF manipulation, mail merge, and spreadsheet use. You should be able to learn and use a variety of electronic forms, applications and software suites (Microsoft Teams and Google Suite applications) for paperless processing.

Minimum Qualifications:

College coursework in human resources and two years of technical human resources experience, or an equivalent combination of progressively responsible, similar training and experience that is transferrable. Experience with providing customer service.

Position Details:

This position is located on the University of Alaska Anchorage campus in Anchorage Alaska and flexible on-site/hybrid/remote work arrangements may be considered in accordance with UA regulations. This is a full-time, non-exempt staff position complete with both a competitive salary and  full employee benefits package . UA provides a generous compensation package that includes retirement options, annual leave, 12 paid holidays per year, tuition waivers for employees and family members, and affordable medical, dental and vision care coverage. New hires will be placed on the  UA Staff Salary Schedule , Grade 77, based on education and experience.

Applications will be reviewed on a rolling basis until a successful candidate is identified. Review of application materials will begin immediately. Search and selection procedures will be closed when a sufficient and viable number of qualified candidates have been identified.

*To be eligible for this position, applicants must be legally authorized to work in the United States without restriction.  Applicants who now or may in the future require visa sponsorship to work in the United States are not eligible.

The University of Alaska (UA) is responsible for providing reasonable accommodations to individuals with disabilities throughout the applicant screening process. If you need assistance in completing this application or during any phase of the interview process, please contact UA Human Resources by phone at 907-450-8200.

UA is an affirmative action/equal opportunity employer, educational institution and provider and prohibits illegal discrimination against any individual:  www.alaska.edu/nondiscrimination .

The successful applicant is required to complete a background check. Any offer of employment is contingent on the background check.

Your application for employment with the University of Alaska is subject to public disclosure under the Alaska Public Records Act.

If you have any questions regarding this position, please contact Christine Lidren, Senior Operations Manager, College of Arts and Sciences, at [email protected].

All employees at the University of Alaska are expected to uphold the highest standards of ethics and professionalism when conducting or engaged in university business.

* Each university within the University of Alaska system publishes an Annual Security and Fire Safety Report which contains information regarding campus safety and security including topics such as: campus law enforcement authority; crime reporting policies; campus alerts (Timely Warnings and Emergency Notifications); fire safety policies and procedures; programs to prevent dating violence, domestic violence, sexual assault and stalking; the procedures the University will follow when one of these crimes is reported; and other matters of importance related to security on campus. The report also contains information about crime statistics for the three most recent calendar years concerning reported crimes that occurred on campus; in On-Campus Student Housing Facilities; in Noncampus buildings or property owned or controlled by the University or a recognized student organization; and on public property within, or immediately adjacent to and accessible from, the campus.  The report also contains fire statistics for any fires occurring in an On-Campus Student Housing Facility during the three most recent calendar years.  

Access to the reports is available at:

UAA : (Addresses Anchorage campus, Aviation Technology Complex, JBER - Elmendorf Extension, JBER - Richardson Extension, Kenai Peninsula College - Kachemak Bay campus, Kenai Peninsula College - Kenai River campus, Kodiak College, Kodiak High School Extension, Matanuska-Susitna College, Prince William Sound College, and Prince William Sound College - Cordova Extension) Online:  https://www.uaa.alaska.edu/students/safety . Request a paper copy in person: UAA Police Department Office at Room 114 of Eugene Short Hall on the Anchorage campus / UAA Dean of Students Office at Room 122 of Rasmuson Hall on the Anchorage campus. Request a paper copy by mail: 907-786-1120 or  [email protected]  / 907-786-1214 or  [email protected] . 

UAF:  (Addresses Fairbanks Campus, Bristol Bay Campus, Chukchi Campus, Community and Technical College, Kasitsna Bay Campus, Seward Marine Center, Tok Campus, Kuskokwim Campus, and Northwest Campus) Online:  https://www.uaf.edu/orca/files/ASFSR.pdf . Request a paper copy in person: UAF Office of Rights, Compliance and Accountability on the 3rd Floor of Constitution Hall. Request a paper copy by mail: 907-474-7300 or  [email protected] .

UAS:  (Addresses the Juneau Auke Bay Campus, Juneau Technical Education Center, Sitka Campus, & Ketchikan Campus) Online:  https://uas.alaska.edu/equity-and-compliance/docs/clery/UAS_ASFSR.pdf . Request a paper copy in person: Hendrickson Building, Suite 202 on the Juneau campus. Request a paper copy by mail: 907-796-6371 or emailing  [email protected] .

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