A job description does two jobs at once. It tells candidates what the role involves, and it is often their first impression of your business. A vague or overloaded description puts good people off and brings in applications that are not a match. A clear one does a lot of the filtering for you before the first CV arrives.
Here is how to put one together.
Start with a clear job title
Use the title that people searching for this kind of work would recognise. Internal titles, abbreviations and creative names may make sense inside your business, but candidates will not search for them. “Warehouse Operative” will reach more of the right people than “Fulfilment Associate II”.
If the title alone does not explain the level, add it: “Senior Payroll Specialist” or “Production Supervisor, Night Shift”.
Open with a short summary
Two or three sentences that explain what the role is, why it exists and where it sits in the business. Candidates should be able to decide from the first few lines whether it is worth reading on.
Be specific about the responsibilities
List the main responsibilities, ideally between five and eight. Focus on what the person will actually spend their time doing, and put the most important tasks first. Long lists of every possible duty make a role look unfocused and can discourage strong candidates who do not tick every box.
Separate essential from desirable
Be honest about what someone genuinely needs on day one and what would be helpful. Many capable candidates will not apply if they do not meet every requirement listed, so a long list of “essential” criteria can shrink your pool unnecessarily.
- Essential: the qualifications, certificates, skills or experience the role cannot be done without.
- Desirable: things that would help but that a good person could learn.
Ask whether a specific number of years’ experience is really needed, or whether what matters is being able to do the job well.
Include the practical details
Candidates want to know the things that affect their day-to-day life, and leaving them out leads to drop-outs later in the process.
- The location, and whether any hybrid or remote working is possible.
- The hours and shift pattern, including weekends, nights or overtime.
- Whether the role is permanent, fixed-term or temporary, and the expected duration.
- The salary or pay rate, or at least a range.
- The main benefits, such as pension, health insurance, bonus, paid training or parking.
Including pay is one of the most effective things you can do. It saves time for everyone and means the people who apply already know the role works for them financially.
Say something about the team and the business
A few lines on what the business does, the team the person will join and what it is like to work there will help the right candidates picture themselves in the role. Keep it genuine and specific. Phrases such as “fast-paced environment” or “competitive salary” appear in so many adverts that they have stopped meaning anything.
Use inclusive, plain language
Write the way you would explain the job to someone in person. Avoid jargon and internal terms, and check the wording for anything that could discourage people unnecessarily.
Irish employment equality legislation prohibits discrimination on nine grounds, including age, gender, family status and disability, so avoid phrases that suggest a preference, such as “young and energetic” or “recent graduate” for a role that does not require a recent qualification.
Explain how to apply and what happens next
Tell people how to apply, what to include, and roughly what the process and timeline look like. Candidates are far more likely to stay engaged when they know what to expect.
Common mistakes
- Copying an old description that no longer reflects the role.
- Listing every possible duty rather than the ones that matter.
- Making everything essential.
- Leaving out pay, hours or location.
- Using internal job titles or jargon.
- Describing the ideal person rather than the actual job.
A quick checklist
- The job title is clear and searchable.
- The opening summary explains the role in two or three sentences.
- Responsibilities are specific and listed in order of importance.
- Essential and desirable requirements are separated.
- Location, hours, contract type and pay are included.
- The language is plain and inclusive.
- Candidates know how to apply and what happens next.
Need help finding the right person?
eFlexes works with employers across Ireland on permanent, temporary and contract recruitment. Find out more about our recruitment services or get in touch to talk about a role.
