How to write a job description candidates can use

A job description should help someone understand the work before they decide to apply. Start by asking the manager what the person will spend most of their time doing and what they should achieve in the first few months. If the answers are unclear, the role may need more discussion before it is advertised.

Describe the main responsibilities using specific actions. For example, “prepare monthly spending reports and explain differences from the budget” tells an applicant more than “support financial excellence.” Keep the list focused on regular or important duties rather than every task that might occasionally arise.

Separate essential requirements from skills that can be learned in the role. A qualification, licence or particular type of experience may be necessary for some work, but each requirement should have a clear reason. Avoid using a fixed number of years as a substitute for describing the level of responsibility or knowledge needed.

Include practical details such as the salary range, location, working hours and any travel requirements. If hybrid working is available, explain what attendance is expected rather than leaving the arrangement vague. State how to apply, what documents are needed and whether the process includes an assessment.

Before publishing, ask someone unfamiliar with the role to read the description. Can they explain the main work, identify the essential requirements and understand the application steps? Use their questions to revise unclear wording, and make sure the interview will assess the same requirements the description sets out.