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 fulfill this requirement.
- Don't use years of experience to make decisions about someone's actual experience in a specific field. The length of time an employee has been in their role doesn’t necessarily relate to their capability to fulfill their responsibilities.
- 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
For examples of how we write descriptions for our own positions, please visit www.remote.com/careers.