THE RIGHT DOCUMENT FOR THE JOB
When to use a job description
Use it before advertising, recruiting internally, setting expectations, or reviewing a role. Check wording for accessibility, nondiscrimination, classification, and local posting requirements before publication.
BEFORE YOU START
What to have ready
- Role title, team, manager, location, work pattern, travel, and employment type
- Three to six core outcomes or responsibilities written as observable work
- Required qualifications, learnable skills, preferred experience, and physical or schedule demands
- Tools, collaborators, decision authority, growth or training context, and success indicators
- Application instructions, review date, contact, and any required pay-range or notice language
Lead with the work
Explain why the role exists and what a successful person will accomplish. Prioritize outcomes over a long list of isolated tasks so applicants can picture an ordinary week.
Distinguish required from preferred
Reserve required qualifications for genuine needs and state how equivalent experience may count where appropriate. Describe schedule, travel, physical demands, and accommodations route accurately.
Make the posting testable
Give hiring teams consistent screening criteria and a review date. Avoid coded personality demands, inflated titles, and claims about culture or flexibility that the manager cannot support.
Common mistakes to avoid
- Copying an old description after the reporting line, technology, or work pattern has changed
- Calling every listed skill mandatory even when it can be taught during onboarding
- Omitting pay, schedule, travel, or physical requirements that materially affect a candidate's decision
A FEW THINGS WORTH KNOWING
Job Description questions, answered
How many responsibilities should be listed?
Group related work into a manageable set of outcomes and add examples. If the list needs several pages, separate core duties from a team process document.
Should salary appear in the description?
Follow the applicable local posting rules and the organization's approved compensation practice. If a range is shown, make sure it is current and explain variable pay separately.
How can accessibility be reflected?
Describe essential functions, offer an accommodation contact, and avoid unnecessary physical or schedule barriers. Have a qualified reviewer check the final wording.
A draft is the beginning—not the final review.
Check names, figures, dates, and every obligation before you use or sign your document. For legal, employment, property, or financial matters, consult a qualified local professional when needed. This is an AI drafting tool, not an official government form or a guarantee of legal validity.