How to draft an authentic and appealing job description – September 2023

The perfect Job Description doesn’t exist…or does it?

The first step of successfully filling a role is to write a Job Description, or JD – this will be posted on the charity’s website, featured in job adverts, or possibly sent to you by your recruiter. The aim of the JD is to sell the role in a realistic and authentic way. It should present a clear and accurate picture of what the company is like to work for and what the components of the role will be, so that you attract the most suitable candidates to apply.

First things first

The best JDs start off with an overview of the team that the successful candidate will be joining – focusing on the company’s mission, culture, and values. Many candidates are looking for meaning and purpose, and this starts with the JD. Stating your mission and purpose upfront will help attract people who generally care and are aligned with your vision, organically filtering out those who may not be ‘a good fit’ before they’ve even applied. Talk about your company’s achievements with pride, shouting out successes big or small.

What’s your USP?

We all know money is important, but it’s not just money that will attract someone to a role. Maybe they are craving a more equitable work environment. Perhaps they are desperate for development opportunities. Or it could be that remote working has left them longing for a more sociable team. We can’t second-guess what a candidate is looking for – that’s not in our control. But what is in our control is making sure that we’re painting a full and colourful picture of what the work environment is like in the JD. What differentiates you? What makes your culture special? What do your current employees value most? Whether it’s career progression, flexible working, or free breakfasts, include these things in the JD – you never know who you might be appealing to.

Want vs. need

In your JD, you’ll need to include a Person Spec – a list of all the qualifications and qualities that you’d like the successful candidate to have. When compiling this list, split it into two categories: Desirable and Essential; and then consider whether the things that are on your Essential list really are essential. For example, do candidates really need to be fluent in Spanish or have a degree in Content Marketing to take on the role, or is this just a ‘nice to have’. Having inflexible criteria in a JD will instantly narrow down your talent pool, so think carefully about what goes in your Essential column whilst making sure you’re still including the skills and experience required for the role. Challenging your criteria is also a good D&I practice, to make sure that you’re being an inclusive as possible in your hiring process. Be open to the idea that someone with a less conventional career path or background could come into the role and surprise you.

Review with a critical eye

Once you’ve written your job spec it’s a good idea to sense-check it with a colleague to make sure that it genuinely represents the company and the role requirements. Make sure it’s not too long (anything longer than two pages); if it is, think about where you can simplify or condense the content. As this is the first thing any potential candidates will read about the role, and possibly about the company, it’s important that your tone is warm and welcoming to invite people in – and that you’ve used inclusive language throughout, e.g. gender neutral pronouns such as they/them.