Creating Detailed Job Descriptions and Role Requirements
In our previous blog, we took you through the process of 'Assessing Workforce Gaps and Future Hiring Needs'. From this, once you've identified business growth, weaknesses or gaps in your workforce, it's time to recruit!
The next step in the hiring process is turning those concise and focused insights into clear and compelling job descriptions, so you can start building your ultimate team! A well-crafted job description does more than outline responsibilities; it should attract the right candidates, set expectations, and provide a benchmark for performance.
Do not rely on outdated templates or vague role summaries out of ease. In today's competitive market, you need job descriptions that reflect your current needs, future ambitions, and company culture.
Before you begin drafting the job advert itself, it's crucial to have a clearly defined Employee Value Proposition (EVP)— the unique set of benefits and experiences your business offers to its employees in return for their skills and commitment. Your EVP should reflect your company's culture, growth opportunities, work environment, and values. When included effectively in a job advert, it helps candidates understand not just what the role entails, but why your company is a great place to work. Communicating this clearly can be the difference between attracting average interest and catching the eye of high-calibre candidates who align with your mission and will thrive in your environment.
Investing in this will save you money and time by giving you a better chance at grabbing the right person in the least amount of time. Investing in curating concise information from the start acts as a filter, so hopefully, you will have fewer people to interview but more quality. It's not only about getting the right person into the interview for the role, but it's also about getting one who fits your all-important company culture.
So, where do you start?
Understand What You Really Need
Before writing anything, take time to assess what the role is meant to achieve, not just what the last person in the role did, or what you feel a new role looks like, so consider:
What key outcomes does this role need to deliver?
How will it support your team's goals?
Are any new skills required based on recent changes or growth?
This is where aligning with hiring managers and team leaders becomes essential. They often have valuable insights into what's needed on the ground.
Define Responsibilities and Expectations Clearly
Avoid vague terms like "assist with" or "responsible for" — instead, be specific and action-oriented.
Use clear bullet points that describe:
Core duties and deliverables
Tools, software, or systems used
Reporting lines and team collaboration
KPIs or success metrics (if applicable)
This not only helps you find the right person, but ensures candidates know what's expected of them before they even start.
Break Down Required Skills and Experience
There's a big difference between essential and nice-to-have. Job descriptions should clearly define both:
Must-haves: Qualifications, technical skills, certifications
Desirables: Soft skills, preferred experience, sector knowledge
Being honest about what's non-negotiable and what's flexible helps widen your candidate pool without compromising quality.
Align the Role with Your Company Culture
Today's candidates want to know more than just the duties; they want to know what it's like to work for you.
Incorporate your:
Company values
Work environment (hybrid, office-based, flexible)
Team dynamics and leadership style
You're not just filling a job, you're inviting someone to join your business. The language and tone of your job description should reflect this.
Use It as a Strategic Hiring Tool
A detailed job description isn't just for recruitment; it is more valuable than that and should evolve into a backbone document for different areas of the recruitment and onboarding process. For instance:
A tool to brief recruiters and hiring managers
A reference point for interviews
A baseline for onboarding and performance reviews
Investing time in this stage reduces hiring mistakes, improves candidate alignment, and sets the foundation for retention.
In Summary
A job description is more than a list; it's a strategic communication tool.
When written well, it connects your internal workforce needs with the external talent market. It helps candidates self-select, improves interview focus, and creates a smoother hiring process from start to finish.
