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).
700+ job description templates
Better job descriptions attract better candidates. Optimized for job board approval and SEO, our 700+ job description templates boost exposure, provide inspiration and speed up hiring. Rich in the right kind of content, they also lead to more qualified applicants.
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What are some examples of a job description format?
There is far more to job description formats than what meets the eye. With a wide range of different formats and descriptions out there, it can be helpful to familiarize yourself with some of the more popular types of job description templates.
The ideal formatting of a job description template depends on the type of job being advertised. For example, if a company is looking to hire a transportation or delivery driver, the template will look considerably different from one designed for a human resources manager.
The aim of a written job description is to shed light on specific job requirements and day-to-day expectations that naturally shift depending on the available position. In order to help you gain a better understanding of what job description formats should look like, here are some examples to get you started.
Job description format for managerial positions
This product manager job description format includes an outline of the strategies, role requirements, and daily responsibilities of the new product manager. It details that applicants should have experience with product strategy, display leadership skills, and be able to manage teams effectively.
Job description format for customer service representatives
Because this customer service representative document is advertising a job that requires less experience and education, it follows a slightly more generic format. There’s also a stronger focus on highlighting benefits and driving action, since customer service teams typically struggle with high turnover.
A job description is an internal document that explains the company’s job position. It contains the details about the role and responsibilities and it is written in a formal tone. A job posting, on the other hand, is an advertisement for the open job description. It is a report meant for external use, to attract and grab the attention of the candidates.
3. Be specific. Cookie cutter descriptions aren’t great at giving candidates a real sense of the role and your company. Give your JD a personal touch by spelling out distinct responsibilities.
5. Be transparent. If this role entails long hours and hard work, say so. In doing that, you’ll weed out people that don’t fit the bill—and you won’t be wasting anyone’s time. And always quantify the experience level necessary.
7. Keep it short. It can be a turn-off to see a wall of text in a job description. Say what you need to, and stop. Outline the specific requirements you’re looking for that are mandatory, not a laundry list, which can intimidate and discourage even the best candidates.
9. Don’t forget perks. Include any benefits or perks of the job, like 401(k), flextime, profit sharing, stock options, etc., but don’t focus on these too much or you might attract the wrong audience.
How To Write A Job Description
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.
Make the job title clear and concise. People will be searching 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.
Most companies have a lengthy mission statement with core values and a culture code. Slim that down to about two to four sentences. For candidates looking at multiple companies and open roles, the missions start to sound the same, and they can read about the company’s full profile on the website if they decide to pursue the position.
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.
61% of job seekers consider compensation information to be the most important part of a job description. Many companies still refuse to provide this information in job descriptions, but it’s time to get over your discomfort.
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.
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.
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 messy lawsuits.
Drawbacks of Job Description
1. Not position-specific
Often companies try to write one employee job description to cover all workers doing essentially the same kind of work. But such an approach may miss vital, though subtle differences. For example, different department heads in an organization may have essentially the same types of major responsibilities, but specific duties, time spent on various areas, and task priorities may differ substantially from one manager to the next. One department manager may be loaded with routine and planned work, while others spend more time with spontaneous execution and troubleshooting. Job descriptions should reflect the unique character of each position and not attempt to cover too many different positions. If this is not done the JD does not accurately reflect the actual work design.
2. Being descriptive rather than prescriptive
Job descriptions are frequently prepared after the fact–after the work is designed–and are prepared largely with data submitted from the incumbent. The result: a picture of what is, rather than what should be. Managers at all levels must get involved in job description preparation to control design and to assure that the work done is what is in the best interest of the organization. Employee JDs should prescribe what ought to happen. Periodic performance reviews should compare what does happen with what ought to, and should lead to adjustments when discrepancies are found. Too often companies let jobs evolve into "products of the incumbent"-jobs compatible with incumbent interests rather than with organizational interests.
3. Mixed with performance standards, person specs, and/or rules and regulations
Many so-called employee job descriptions attempt to incorporate performance-level expectations–quantity, quality, timeliness, and cost criteria–with defined standards of performance. Some companies have adopted these results-oriented descriptions in an attempt to improve the value of their job descriptions. But performance criteria–ways of measuring-a-re not part of the design of the job and are, therefore, best left for a separate performance evaluation instrument–perhaps attached to the job description but distinct from it.
4. Often rules and regulations get mixed in with duty statements
Statements like "Avoids carrying two acid-filled beakers at once" or "Wears hard hat when doing warehouse stacking" are not really statements of work to be done. However, a statement like "Checks floor daily to assure not slippery," may be a legitimate duty statement. Admittedly, it can be difficult to show the appropriate line between what should go in the JD and what would be better left for a separate document.
5. Temporary work gets left out
Most jobs will have temporary assignments built in from time to time. Special projects, committee assignments, and one-time tasks, for example, may have to be delegated to employees. Any duty planned in advance for execution over a year or less duration should go in the job description in a special Temporary Assignment section. It is a fully legitimate part of the design of the job and should be acknowledged as such. Not acknowledging such work (which is a frequent occurrence) leads to flaws in end-of-year performance evaluation, work load assessments, and so on. A good practice is to add each year–perhaps during the performance review–a Temporary Assignment section to the job description. This section makes it a dynamic document. Recognizing how essential temporary activity engagement is and accepting the practice of acknowledging it in the job description stimulates that all-important periodic review of the job description.
6. Does not show how non-task time is spent
If you add up the time percentages associated with duty statements in many job descriptions, you should get to 100 percent. This, you know, cannot be right. No worker ever spent 100 percent of his or her on-the-job day doing work. Managers and operative employees are idle waiting for delays, taking breaks, socializing at work, and engaging in semi-work activities such as in-plant or out-of-plant travel. Employee Job descriptions should recognize how one’s time is truly spent by indicating time allotment to these non-work and semi-work engagements. In some jobs these are significant time-consuming categories. Failure to acknowledge them in the job description highly misrepresents the design of the work.
Benefits of Job Description
1. Better recruitment
Well-crafted job descriptions serve as communication tools that allow both the employees and the applicants to clearly understand the expectations of the roles and responsibilities, the essential duties, and the required capabilities, educational qualifications, and experience apt for the role. By doing this well, it can improve both internal and external recruitment and can also retain and motivate the best talent by setting the seal on employee expectations and ensuring that they are aligned with business expectations of what the role entails.
2. Better compensation data
While direct compensation probably should not be on the job description but the JD should probably allow one to do research to determine the market value of the given role. If done well, the employee job description will help HR assess where the job falls within any existing pay structures so that inequity or compression issues when filling the role is not created.
3. People planning
People planning is critical and essential to the company’s business plan. In order to execute and measure success of the missions and goals for the organization the following people components are essential:
b. Job descriptions can note the role and responsibilities required for the position within the organization and the future career roadmap so that recruitment is forward-looking for the future roles. Hiring managers can later consider the candidate fit for not just the current vacancy, but also consider the if the candidate is fit for future advancement.
If you’re passions are to be an Dietary Aide, Nutrition Assistant or Aerobics Instructor make sure to take a look at JobHero’s job description for these job titles to get an indepth look at the current relevant core skills.
What to include in your job description
A good job description goes deeper than a typical list of skills, tasks and role requirements. To attract the best applicants to your position, give them a feel for your company culture, said Jean Cook, former business coach for The Alternative Board.
“They want to understand your products and what you stand for,” she said. “Your ad needs to tell them that. The first few sentences need to capture the candidate’s attention. Like any effective sales pitch, make it about them and their interests.”
Jaynine Howard, founder and career strategist at JJ Howard & Associates, recommends being upfront about salary in a job description. Many applicants will turn down an offer at the last minute after being informed of the pay, she added. Clearing this up from the start will prevent you and your applicants from wasting time.
Michael Lan, senior resume consultant at Resume Writer Direct, recommends including application directions that contain a specific call to action. Whether it’s to email a specific person, leave a phone message or include a code word in their cover letter, asking applicants to do something extra can help you quickly narrow down your interview pool.
A clear call to action like this “serves as a built-in screening process, as you will be able to weed out applicants who are not able to follow directions and demonstrate a clear lack of attention to detail,” Lan said.
Key takeaway: Think of your job listings as sales pitches – the job applicant is buying into a job with your business. As with any elevator pitch, clear facts and a powerful call to action are key.
20 most popular job description examples
We’ve compiled a list of over 200 customizable job description examples and templates, but here are the most popular 20 for any growing businesses.Want quick access to your favorite job description examples? Use the list below and click on the role you’re looking for to skip to the description
1. Strategy manager
2. Business development consultant
- Develop business with the assigned accounts.
- Create strategic development plans, including active sales pipeline and implementation, to build new profitable business.
- Track and report progress with implementation of strategic plan, customer budgets, and ongoing forecasts.
- Train business development team regarding different phases of the sales cycle and meeting projects’ goals.
- Perform analysis to determine opportunities in the market.
- Assess the profitability of existing products and service offerings.
- Improve existing business by increasing profitability and customer satisfaction
- Manage business deals from negotiation to close.
- Monitor contracts implementation from contract performance, customer payment terms, to delivery terms.
- Build and maintain long-lasting customer relationships.
3. Recruitment manager
- Develop and implement recruitment strategies, tactics, funnels, and procedures.
- Communicate recruitment goals and objectives with recruiters.
- Train recruiters to perform resume searches on external databases (e.g., Monster, Careerbuilder).
- Maintain the internal candidate database (e.g. updating contact information, candidates’ geographical locations, and availability for new work).
- Communicate with the team to determine the effectiveness of recruitment plans.
- Research and recommend new sources for the recruitment of active and passive candidates.
- Build networks to find qualified candidates.
- Review applicants to evaluate their qualifications and whether they meet the position requirements.
- Prepare weekly reports for clients to show tasks in progress, the number of candidates searched, and the number of qualified candidates found.
- Proofread job descriptions and other related materials.
4. Sourcing manager
5. Associate consultant
6. Management consultant
7. General manager
8. Event manager
- Oversee the coordination of event marketing and planning efforts.
- Develop relationships with clientele and corporations who can provide event space and supplies.
- Determine a customized marketing strategy for each event.
- Use a creative eye to decide the decoration for spaces, flyers, palm cards, and other materials.
- Negotiate with vendors to decrease event costs.
- Facilitate take-away meetings with Event Planning team to develop best practices and examine any problems.
- Define the event attendee value proposition to pinpoint ticket prices.
- Report overall event costs to the management team.
- Propose ideas and changes for new events to attract attendees and increase attendee value.
- Use a Customer Relationship Database to manage client/attendee/customer contact information.
9. Program coordinator
10. SEO manager
11. Legal counsel
12. Data protection officer
13. Android developer
- Manage the full technical life-cycle of Android applications during each development phase.
- Collaborate with team members to brainstorm about new products, provide each other with technical insight and review working drafts.
- Document and maintain design specifications, source code, and archives for new applications and ideas.
- Work with product managers, clients and sales teams to assess customer demand and usability of new applications.
- Perform individual project components within the entire development lifecycle including implementation, testing, deployment and maintenance.
- Work from UI/UX requirements, APIs, mockups to build functional, high-performance Android phone and tablet apps.
- Diagnose performance issues, fix bugs to increase the functionality of new applications.
- Understand the nuances of fragments and Android XML layouts, and how to create adaptive interfaces that work for multiple device form factors.
- Obtain buy-in from leadership in order to secure resources for app development.