Job Description Guidelines
When writing a job description, follow these guidelines:
- Do not make a degree or specific qualification a requirement, unless there is a specific compliance reason for that. For example should we require a specific qualification due to the role requirement be for internal legal council in a specific region and only a qualified attorney will be able to fulfil this requirement.
- Don't use years of experience to make decisions about someone's actual experience in a specific field. For example: someone in the same function for 10 years is likely a worse applicant than someone with 4 roles across different organisations over 8 years. Therefore, be vague when asking for the number of years of experience.
- A good option is "significant experience"excessive knowledge, proficient in, good expertise at, deep understanding in”
- Scope - Be specific about the responsibilities that the job entails and what it doesn't.
- Be specific about whether the job involves managing people or not.
- Use inclusive language and avoid gendered language. Also avoid gender-coded words, like “rockstar,” “ninja,” and “dominate”.
Example Template (*Example from our internal page, use for inspiration)
- General Details
- Interview Plan & Scorecard Questions
- Auto-Reject Question (if applicable)
- Questions for the Application
- Screening Questions
- Targets for outbound sourcing
- (Optional) Other notes for the Recruiting team
Use this inclusivity check to ensure you are using inclusive language in your job description.
For examples of how we write descriptions for our own positions, please visit www.remote.com/careers.