The Essential Components of a Job Description [+ Helpful Examples]

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A detailed job responsibilities overview

Start with a clear outline of the job duties and responsibilities. Be specific. The more details you include in job description components like this, the better the fit you’ll find. For example, let’s say you’re hiring a customer service representative.

Instead of saying, “Handle customer inquiries,” paint them a picture, like:

Assist with product recommendations based on customer needs.
Resolve customer issues via chat or email in under 24 hours.
Process returns and exchanges as soon as they come in.
Answer inbound customer calls within three rings.

This helps candidates self-select. (If they’re not comfortable doing these things, they usually won’t apply.)

Also, include the work environment, schedule, and hours. (Including training.) If the job is remote, include that next to the job title. Are there rotating shifts? Share how it works. If the new hire will need to drive an hour out to attend training at your corporate office, be upfront.

No one likes surprises after they’ve accepted the job.

Align the tone of your job description components with company culture

Make sure the tone of your job description reflects your company’s culture. If your business is casual and fast-paced, avoid using stiff, corporate language. You don’t want your job postings to sound like they came straight out of a legal textbook.

Instead, infuse some personality.

For example:

Corporate tone: “The successful candidate will be expected to solve problems within a professional project production environment, adhering to all standards.”

Casual tone: “We move fast. If you love tackling project management challenges head-on and keeping things fun, we want you on our team!”

Mission-driven companies, like nonprofits or sustainable brands, should let that passion shine through. Instead of burying the mission in HR lingo, make it part of the job description. Let candidates know why your company matters and why they should care.

Here’s how you could frame it:

“We believe in closing the opportunity gap through tech education. Every week, you’ll help someone discover what they’re capable of. If you love teaching tech skills and seeing people grow, we’d love to meet you.”

When you get the tone right, candidates will feel like they’re applying to a place that understands who they are and what they care about.

*Pro-Tip: Use AI tools like Ongig to identify biased or exclusionary language in your job descriptions. You can also use Ongig’s API to see how well your job descriptions are working.

A brief company history and mission summary

Next, give candidates a snapshot of your company. Why should they work for you? What’s your mission? What makes your company different?

In a few sentences, tell the story.

For example:

“Founded in 2015, our company’s goal is simple: Create high-quality, eco-friendly skincare products that are accessible in as many countries as possible. As we continue to grow, we’re looking for passionate dermatologists who believe in our mission and want to help us expand our reach.”

This gives candidates a clear understanding of who they’ll be working for and how they’ll fit into the broader organizational picture.

Want to take it a step further?

Add a “Why Us?” section.

In this section, sell the value of your company. Explain the benefits, your values, and why your organization is a great place to work. This section highlights your company culture, growth opportunities, and any recent company wins. (If your company recently won an award, mention it here.)

A description of the job’s pay, benefits, and perks

No one likes guessing about how much money they’re going to make in a new role. So be sure to include the salary range right in the job description. This is one of the most vital job description components, as it shows transparency. It also helps potential candidates self-assess whether your position meets their financial goals.

Here’s an example:

“The salary for this position ranges from $55,000 to $70,000 annually, based on experience. We also offer healthcare benefits, unlimited paid time off, and a flexible work schedule.”

Be sure to also list any extra perks you offer, like gym memberships, learning stipends, or company-sponsored events.

Work experience requirements

Be very specific about the type of work experience you need from your candidates. If you’re looking to fill a psychology position for teenagers, emphasize that the candidate needs to have experience treating anxiety in teenagers, for example.

Instead of writing, “5+ years of counseling experience,” say something like:

“We’re looking for a licensed therapist with at least 5 years of experience working directly with teenagers, specifically focused on treating anxiety and related challenges. Experience in school settings or community-based youth programs is a strong plus.”

This helps you attract candidates who meet your needs instead of wasting time on applicants who don’t quite fit.

AI-powered decision tools also help your recruiters identify the most relevant skills and qualifications. They use them to scan resumes and match them to your criteria to save precious time during the screening process.

Language and fluency requirements

If the job requires specific language skills, make that clear.

For example:

“Fluent in both English and Spanish is required for this role, since you’ll be working with bilingual customers.”

Go ahead and put this in bold so you’ll have a better chance of attracting candidates who meet your language needs. You can also put it in the job title.

For instance:

“Bilingual Sales Rep Wanted, Chicago, IL”

Tool knowledge requirements

List which tools your candidates need to know — and how they’ll use them in the role. But instead of listing software vaguely, tie each tool to a specific task or responsibility.

For example, instead of saying, “familiar with development tools,” you might write:

“Proficient in GitHub for version control in a collaborative coding environment and JIRA for sprint planning and task tracking.” Mentioning familiarity with things like version control systems, testing frameworks, or code security tools helps candidates understand the technical expectations.

(You don’t need to include every platform your team uses, but highlighting the core tools paints a more accurate picture of the job and filters for candidates with relevant, hands-on experience.)

Education and certification requirements

Not every job needs a degree, but some roles do. If a degree or certification is required, be upfront about it.

For example:

“A master’s degree in Computer Science or a related field is required.”

But don’t go overboard with requirements. Ask yourself: Is this credential really necessary for the job, or is it just a nice-to-have? Top candidates often don’t apply because of unnecessary qualifications.

So, be mindful of your “education required” list.

EEO/Diversity Statement

Including an EEO (Equal Employment Opportunity) or diversity statement is one of the best practices in creating clear job descriptions. It lets job seekers know that your hiring process is open to all suitable candidates, regardless of race, gender, age, religion, disability, or background.

Adding an EEO statement to your job ads is a good idea because it sets clear expectations for how you treat all prospective employees. It also helps your company stay aligned with best practices, especially when it comes to laws like the Americans with Disabilities Act.

Here’s a simple example you can use or adjust in your job description templates:

“Company X is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all current employees, new hires, and prospective candidates. We welcome applicants of all backgrounds and experiences, including people with disabilities, veterans, and individuals from diverse racial and cultural groups.”

This kind of statement isn’t just about checking a box. It’s a starting point for showing job seekers that your company culture values various employee attributes, like soft skills, unique perspectives, and different life experiences.

Resume and cover page requirements

Let candidates know if they need to include specific materials with their application, like a cover letter or specific resume layout.

For instance:

“Please include a link to your portfolio in your resume that showcases your previous design work. Your resume should also highlight your experience with relevant design tools, like Adobe Creative Suite.”

Clarity here helps avoid unnecessary back-and-forth and ensures you get the information you need upfront.

If you allow headshots on resumes, let applicants know if AI-generated headshots are acceptable since they’re becoming increasingly popular especially in client-facing positions. Include a brief note in your application guidelines so candidates know what’s permitted.

If you use a redaction tool to remove images or other potentially biasing information during screening, consider sharing that as well. (Candidates who value inclusion will see this as a green flag.)

Job application steps

Once you’ve got the candidate’s attention, you need to make applying easy. Walk them through the application process. Be specific. If you want them to email you their resume with a specific subject line, say so.

Include steps like:

“Please send your resume and cover letter to [email address] with ‘Customer Service Rep – [Your Name]’ as the subject line.

Please also include a short paragraph explaining why you’re excited about the role and how you align with our company’s mission.

Submit all materials by [date] to qualify for this hiring round.”

*Pro-Tip: Build a dedicated career page easily with a site builder like Ongig. No heavy IT support required. Our AI-driven “Intuitive Search” delivers the most relevant job listings first, to increase traffic to your career site and drive more applications.

Common Mistakes to Avoid in Your Job Description Components

Even a well-meaning hiring manager can slip up when writing a job description. So, here are four common mistakes to avoid if you want to attract top talent and create a well-crafted job description.

Using Jargon or Internal Lingo

Your internal team may understand certain terms, but job seekers usually don’t. Phrases like “code ninja” or “marketing guru” can confuse or turn off potential applicants.

Instead, use clear language that describes the main functions and specific tasks of the role. That’s especially important when writing for technical roles like a software engineer or roles with physical demands.

So, a good job description avoids generic titles and uses action verbs and bullet points to outline the nature of the job, the day-to-day tasks, and the key elements of a job description.

Being Too Vague or Too Detailed

A concise job description is better than one that’s unclear or overwhelming. If you’re too vague, prospective employees won’t know if they meet the job requirements. Too much detail, on the other hand, can make the job listing hard to read.

Stick to the basics. Include a clear job summary, summary of the role, job specification, and necessary information like job qualifications and specific skills. That’s the best way to set expectations for the ideal candidate.

Excluding Salary or Benefits

One of the first things job seekers look for in job ads is pay and perks. If you don’t mention salary, health insurance, or retirement plans, your open role might get skipped.

Sharing this information upfront builds trust, helps your HR team attract the best candidates, and avoids confusion later in the hiring process. It also helps with performance reviews, performance appraisals, and long-term employee retention.

Biased or Non-Inclusive Language in Your Job Description Components

Another thing that can stop qualified people from applying is biased language. For example, saying you’re looking for a “young, energetic staff member” could discourage older or differently-abled applicants.

Great job description components use inclusive language that focuses on the job requirements, not personal traits. So, that means highlighting essential functions, specific responsibilities, communication skills, and technical skills, not age or background.

Inclusive writing helps you reach a wider target audience and supports your company’s much broader purpose of fairness and equality.

Therefore, avoiding these mistakes helps you create accuratejob ads with job description components that speak to the best candidates, while giving new hires and your HR team a strong starting point for success.

Why I wrote this:

Your job description is your first opportunity to connect with the right talent. When it’s clear, specific, and aligned with your mission? It becomes a recruitment tool that attracts qualified candidates and those excited to join your team.

With the right strategy and tools like Ongig.com, you can refine your job posts to attract top-tier candidates who are a perfect fit for both the role and your company.

Psst: Wanna speed up hiring with AI? Request a demo with Ongig now to learn more.

FAQs

What is a job description?

A job description includes details of the duties and responsibilities for a specific role within your company. It also includes necessary qualifications.

What should be included in a job description?

Key job description components include the:

Job title
Responsibilities
Required qualifications
Work environment
Compensation details

Why are job descriptions important?

Job descriptions are important because they provide clarity on role expectations, help with recruitment, and guide performance evaluations.

How often should job descriptions be updated?

You should update job descriptions when responsibilities or goals change.

Can job descriptions be used for performance evaluations?

Yes, job descriptions can serve as a benchmark for evaluating employee performance.

Should job descriptions include salary information?

Yes. Including salary information in job descriptions is fair and sets expectations early.

How detailed should a job description be?

Be detailed enough in your job description to cover key responsibilities and expectations.

How do well-crafted job descriptions assist in recruitment?

A well-written job description helps potential candidates understand the role and apply if it’s a good fit.

Can job descriptions change over time?

Yes, job descriptions should evolve as roles and business needs change.

Author Bio:

Luca Ramassa is Outreach Specialist at LeadsBridge, passionate about Marketing and Technology. His goal is to help companies improve their online presence and communication strategy.

May 6, 2025 by Luca Ramazza in Job Descriptions