Job Description
A clear, structured job description is the foundation of effective recruitment — attracting the right candidates and setting clear performance expectations from day one.
What is a Job Description?
A job description is a document that defines the responsibilities, requirements, reporting structure, and performance expectations for a specific role within an organisation. It serves as the basis for recruitment advertising, candidate assessment, employment contract drafting, and ongoing performance management.
For employers, a well-structured job description reduces the risk of hiring mismatches, provides a clear basis for setting and measuring performance expectations, and supports the justification of classification decisions under modern awards and enterprise agreements.
When do you need a Job Description?
- ✓Before advertising any new or replacement role
- ✓When defining the scope of a new role in a growing team
- ✓When restructuring an existing role with significantly changed responsibilities
- ✓As the basis for employment contract drafting and offer letter preparation
Key provisions to include
Role Title & Classification
Official position title and any relevant award or enterprise agreement classification.
Reporting Structure
Who the role reports to and any direct reports.
Key Responsibilities
Primary duties and deliverables of the role, ordered by importance.
Essential Requirements
Non-negotiable qualifications, skills, and experience required.
Desirable Requirements
Preferred but not essential attributes.
Performance Indicators
Key metrics or outcomes by which the role's performance will be assessed.
Working Conditions
Location, travel requirements, and any physical demands of the role.
Common mistakes to avoid
Including overly broad 'other duties as required' clauses that make the role appear undefined
Writing requirements that indirectly discriminate against protected attributes (age, disability, sex) without justification
Not updating job descriptions when roles change materially over time
Frequently asked questions
Should a job description be part of the employment contract?
Typically no — or only loosely incorporated. Including a detailed job description in the employment contract makes it difficult to adjust duties over time without technically varying the contract. Instead, refer to the position title and general duties in the contract, with the job description as a separate operational document.
Related documents
Draft your Job Description in minutes
Try Neureson free for 3 days — no credit card required.
Start for free →