How long should a job description be?

One page. Anything longer is usually two roles or a wish list rather than a job.

Should I include a salary range?

Publishing a range improves applicant quality and saves time. Some jurisdictions now require it, so check your local rules.

Is a job description a legal employment document?

No. It is an operational description of the role. Employment terms and contracts should be prepared with qualified advice.

Free template · People

Job Description Template

A job description template structures a role in a way that helps you hire and manage: the purpose of the role, the outcomes it owns, the day-to-day responsibilities, the requirements that genuinely matter, and the practical working conditions. Outcomes are what make it useful after the hire.

Updated August 2026

What to include in your Job Description Template

Job title and who the role reports to
Role purpose in two sentences
Three to five outcomes the role is accountable for
Core responsibilities grouped by theme
Requirements split into essential and useful
Tools and systems used
Working pattern, location, travel and physical requirements
How performance is measured and reviewed
Salary range or band, where you publish it

Practical guidance

Outcomes beat duty lists

Duties describe activity; outcomes describe results. A role defined by three or four measurable outcomes is easier to hire for, easier to manage and much easier to review fairly at ninety days.

Be honest about the small-business reality

In a small team, roles are broader and priorities shift. Say so. Candidates who need a narrow, stable remit will self-select out, which saves everyone a difficult month three.

How to use this template

1Write the outcomes before the responsibilities; they force clarity about why the role exists.
2Cut any requirement you would waive for a strong candidate.
3Use it as the interview scorecard, not just as an advert.
4Reuse the same outcomes in the 30/60/90 plan and the performance review.
5Review the description annually or whenever the role's outcomes change.

Filled-in example

Example

Filled-in example: operations coordinator, 12-person trades business

Purpose — keep the daily schedule full, accurate and communicated so crews never lose time.
Outcome 1 — 95% of jobs scheduled with complete site information the day before.
Outcome 2 — customer scheduling queries answered within two business hours.
Outcome 3 — weekly capacity report issued every Monday by 10am.
Responsibilities — daily dispatch, customer scheduling calls, supplier bookings, job pack preparation.
Essential — organized under pressure, comfortable with scheduling software, clear written English.
Useful — trades or field-service background, basic invoicing experience.
Conditions — office based, Monday to Friday, occasional 7am starts during peak season.

Common mistakes

Listing twenty responsibilities and no outcomes.
Requirement inflation that filters out capable applicants.
Copying a corporate description that does not match a small-team reality.
Ignoring the practical conditions people actually care about: hours, travel, physical demands.
Writing it for the advert and never using it again.

Frequently asked questions

How long should a job description be?: One page. Anything longer is usually two roles or a wish list rather than a job.
Should I include a salary range?: Publishing a range improves applicant quality and saves time. Some jurisdictions now require it, so check your local rules.
Is a job description a legal employment document?: No. It is an operational description of the role. Employment terms and contracts should be prepared with qualified advice.

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