Guidance on Writing Job Descriptions
A job description outlines a role's responsibilities, objectives, and requirements, alongside a person specification defining the ideal candidate's skills and experience. It sets the standard for recruitment and performance evaluation.
You will need to use the most up-to-date Job Description templates which you can find on the Recruitment Hub SharePoint.
Tips for inclusive, clear job descriptions
- Be precise but engaging - highlight duties and skills without exaggeration or jargon
- Use gender-neutral language and avoid terms that might unintentionally exclude groups of people
Section 1: Job Essentials
- Job title: Choose specific, straightforward titles that reflect the role and its grade. Avoid jargon, acronyms, or misleading terms like "manager" for non-managerial roles.
- Job Family and Level: Clearly state the job family and grade. New or significantly updated roles will need verification through the Job Evaluation Process.
- Reporting Lines & Relationships: Specify who the role reports to, internal/external relationships, and any dotted-line management.
- Contract Type: Detail if the role is full/part-time, fixed-term, or requires flexibility (e.g., evenings or remote work). Flexible work patterns can attract a more diverse candidate pool
- Campus Location: Mention the campus, travel needs, or hybrid options.
Section 2: Purpose of the Role
Write a compelling summary to introduce the department, key activities, and how the role contributes to the bigger picture. Show how the position aligns with the Imperial's values and why it’s a great place to work.
Section 3: Key Responsibilities
List core tasks, emphasising their frequency, scale, and impact. Begin with the most critical duties and consider using percentages to clarify time allocation. Show how the role fits into the department and overall Imperial mission.
Section 4: Person Specification
Clearly outline the education, experience, and skills candidates need, dividing criteria into:
- Essential: Minimum qualifications to shortlist candidates.
- Desirable: Qualities to distinguish top candidates.
Make these criteria specific, measurable, and directly tied to job requirements to ensure fair recruitment decisions.
Useful sources of information: