The UK's leading employers trust us to deliver fast, efficient talent solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more

Let our industry specialists listen to your aspirations and present your story to the most esteemed organisations in the UK, as we collaborate to write the next chapter of your successful career.

See all jobs

Together, we’ll map out career-defining, life-changing pathways to achieve your career ambitions. Browse our range of services, advice, and resources.

Learn more

The UK's leading employers trust us to deliver fast, efficient talent solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more
About Robert Walters UK

Since our establishment in 1985, our belief remains the same: Building strong relationships with people is vital in a successful partnership.

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters UK

Learn more

Writing an effective job description

Developing a range of job description templates for roles at different levels of seniority can provide hiring managers with guidelines that will ensure consistency across the business as a company grows.

It can be taken as a given that a role should have a detailed job description to provide information on the skills and responsibilities required. 

But many businesses don't take a consistent approach across the business, with job descriptions written ad-hoc as and when required.

Putting in place a standardised approach to creating and approving job descriptions in your business will not only help improve your recruitment processes but will also give you the building blocks for performance reviews and setting performance targets (sometimes called key performance indicators or KPIs).

Creating standardised job descriptions for your business

Start by creating a number of templates to cover the key roles at all levels of seniority, and use these as the base plate for any future job descriptions.

  1. Identify core roles across your business, across all levels of seniority
  2. Review existing job descriptions for core roles - are they consistent?
  3. Create a standardised template that all job descriptions should follow
  4. Update existing job descriptions in line with new template
  5. Write job descriptions for any core roles that do not have a documented job description
  6. Use job description template for any future roles

Involve all potential stakeholders

Small and medium-sized businesses typically have an advantage over larger organisations in being able to involve all potential stakeholders in determining the criteria. This flexibility allows businesses to create detailed job descriptions with the input of all people in the business. 

Include people who are doing a similar job, so you can ensure that job descriptions are consistent across the business. 

Individual employees can have a big impact in small and medium-sized businesses, which is why planning well for recruitment from the start is vital – beginning with creating an effective job description for your roles and a standardised approach across your business. 

Job description checklist

  • Engage with all relevant stakeholders when creating the description – including line managers, HR and other staff doing the same role
  • List the salary and benefits of the role
  • Outline the potential for progression and promotion
  • Explain where the role is positioned within the business
  • Include soft skills and qualities needed to excel
  • Develop a range of templates for roles at different levels and departments and make them available to hiring managers

A detailed job description for each role in your business which provides detailed information on the skills and responsibilities required and follows a standardised approach will improve your internal recruitment processes and will help you find the best person for your business.

Request your copy of the Robert Walters Guide to Recruitment for Small and Medium Businesses to access the complete recruitment roadmap.


Share this article

Related content

Submit a vacancy
Salary Survey
Hiring advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View all

Retaining top talent

Across the board, retention seems to dip once employees have spent more than three years at an organisation. This correlates directly with satisfaction levels. Our survey revealed that 22% of professionals state that their needs are met within the first year of employment, with this dropping to arou

Read More

5 ways to use data to drive your talent strategy in 2024

In the dynamic landscape of 2024, harnessing the power of data is crucial to developing and implementing a successful talent strategy. Here are five key ways to leverage data and hiring intelligence to drive your talent strategy forward. 1. Understand the Jobs Market Stay ahead of competition In the

Read More

Stay Ahead: 5 Key Trends Shaping Public Sector Recruitment

Staying up to date on the latest trends in public-sector recruitment is crucial when creating an effective talent strategy. In this article, we delve into the key trends impacting recruitment in the public sector and answer the questions organisations should be asking to successfully attract and ret

Read More

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.