How to write the perfect Job Description...
Most job descriptions don’t fail because they’re unclear, they fail because they’re vague, forgettable and a little boring.
Get it right, and you’ll engage people who understand the role, and you will make them excited to proceed. Get it wrong, and you’ll waste time sifting through misaligned CVs, restarting briefs, and resetting expectations throughout the recruitment process.
And that’s exactly where we come in. At Handle, we can help shape job descriptions that deliver, translating your culture, pulling out the nuances, and ensuring the brief aligns with candidates who are the best fit for both the role and your business. We’ll then take your perfect JD and turn it into engaging advertising content and outreach messaging that cuts through.
But... if you’re staring at a blank page and want to draft the first version yourself, here’s our step-by-step guide to creating the perfect job description.
STEP ONE: Do the basics brilliantly.
Before anything else, make sure the all the fundamentals are covered and accurate.
This isn’t about selling your company, it’s about giving information clearly.
Starting the basics right with the job title. Make sure your title reflects the role.
Titles like ‘Executive Assistant’, ‘Producer’ and ‘Finance Manager’ aren’t necessarily selling what the job function is.
Specificity is your friend.
Next include:
Location (and travel if required)
The salary or salary range (benchmarked, realistic)
Is it a permanent, contract, or temporary role
Work schedule and flexibility (including remote options)
STEP TWO: Spell out the core responsibilities of the role.
Give a clear rundown of the role’s responsibilities, and the parts that drive the day to day to give an overview of the function and purpose of the role.
Who will they work with? Which teams will they support? What tools will they pick up every morning? What kind of projects will they sink their teeth into?
This helps candidates’ get a sense of what the job feels like.
Instead of saying vague phrases like ‘manage key processes’ or ‘drive company growth,’ highlight exactly what they'll be doing.
For example:
“Schedule and post content across social channels using Canva.”
“You’ll prepare large volumes of financial data in Excel for internal reporting”
“Identify and manage new sales opportunities through HubSpot or Salesforce”
STEP THREE: Core vs. nice-to-have skills: what is essential and what is a bonus.
Try to keep the ‘must have’ list short: three or four things are optimum but don’t exclude anything critical for the role.
The longer the list the greater people may self-nominate out of the process.
Here’s the core of what candidates need to know:
Skills and qualifications: What do they absolutely need to bring to the table? Are there any extra qualifications that would make them stand out?
Experience: How many years should they have worked in this field? Do they need experience with specific programs or tools?
Personality and soft skills: What traits will help them thrive in this role and your team?
Quick tip: If the role relies on specific skills or qualifications, try adding a simple “must-have” checklist.
It makes it easier for candidates to see if they qualify and helps you quickly identify the right applications.
STEP FOUR: What does winning look like?
Great candidates want to know what they’re walking into, not just the perks, but the real challenges of the role.
Be upfront about both the challenges and how success will be measured.
Spell out the specifics so candidates clearly understand expectations:
What will they be accountable for in the first 3 to 6 months?
Which metrics or outcomes define success?
Are there any ongoing obstacles they should know about?
What does ‘great’ look like in this role?
Being upfront not only helps candidates decide if they’re the right fit, but also signals that your organisation values transparency, sets people up for success, and attracts those ready to make an impact.
STEP FIVE: Show, don’t just say: DE&I in Action
Lots of employers talk about diversity, but candidates want to see it and they want to know what support they’ll actually get once they join.
Don’t just drop “we’re an equal opportunity employer” at the bottom of the JD. Be specific.
Show the tangible support your organisation provides:
Promote flexible working arrangements, inclusive benefits, diversity training and development opportunities, mentorship programmes, employee resource groups, or outreach projects.
Then, build DE&I principles directly into the job description itself:
Use inclusive, accessible language throughout.
Make your interview process fair, transparent, and flexible.
Show how you foster a culture where all voices are heard and valued.
If you mention DE&I, make it impactful - not filler.
DE&I shouldn’t read like a buzzword; it should be visible in your hiring process, how you support your people day-to-day, and how you bring your company values to life.
Write a JD that pulls in Great People
We see so many job descriptions that miss the mark - they list responsibilities but forget they’re also a first impression, a talent magnet, and a filter for the right candidate.
Tone matters. Use plain, friendly language. Add personality. And don’t just list tasks, show impact. Let your candidates see how this role shapes the team, the work, and the creative output.
You can make the application process clearer by outlining:
How to apply: ‘send your CV to this email’ or ‘apply using this link’.
What candidates may need to apply (portfolio, showreel, case study)
A quick tip: If you’re unsure about the details, share the JD with line management and those close to the role.
Follow the steps above, review with the team, and your JD won’t just inform, it’ll attract the right talent and set everyone up for a smooth hiring process.
Need a jumpstart? Use this template to get going:
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About Handle Recruitment
We opened the doors in 1978 and built our reputation in the music industry. We quickly realised that a great brand is not always a household name. A great brand is something people connect with, not just a place they work. Somewhere that helps them become better at what they do. It could be a record label, it could be in media, it could be a tech start-up.
Supporting Great People in Marketing | Finance | HR | Office Support | Sales | Legal | Event Operations | Post-Production.
The Talent Solutions we provide, Permanent, Temporary and Interim Recruitment | People Consultancy | Outsourced Freelancer Payroll & Compliance.
The Industries we support: Music | Film | TV | Entertainment | Fashion | Live Events | Sport | Publishing | Post-production.