How to Write a Great Job Description

Why job descriptions matter more than you think

A job description is often the first impression a candidate has of your business. A vague or poorly written ad attracts the wrong applicants — and wastes everyone's time. A clear, well-structured description attracts people who actually fit, sets expectations before day one, and protects you legally by establishing agreed responsibilities.

In New Zealand, your job description also forms part of the foundation for an employment agreement. Getting it right upfront reduces disputes and misunderstandings down the line.

What every job description needs

• Job title

  Keep it clear and searchable. "Office Manager" outperforms "Workplace Experience Ninja". Candidates search by title — don't make them guess.

• Location and work arrangement

  Office-based, remote, hybrid, or flexible? State it upfront. This is often the first thing candidates look for.

• Employment type

  Full-time, part-time, fixed-term, or contract? Be explicit about hours and duration.

• Salary or rate range

  Listings with a salary range get significantly more applications. It also signals respect for candidates' time — and yours.

• What the role does

  3–6 core responsibilities written as outcomes, not tasks. E.g. 'Manage end-to-end payroll for a team of 30' rather than 'Do payroll'.

• What you're looking for

  Split requirements into 'must-have' and 'nice-to-have'. If everything is essential, you'll narrow your pool unnecessarily.

• A snapshot of the team and culture

  2–3 sentences on what working there is like. Candidates are evaluating you too.

• How to apply

  Clear instructions: what to submit, whether a cover letter is required, and any deadline.

Common mistakes to avoid

• Laundry list of requirements

  Listing 15 essential requirements discourages strong candidates who don't tick every box. Focus on what's genuinely critical.

• Corporate jargon

  Phrases like 'synergise cross-functional deliverables' say nothing. Write how you'd describe the role to a friend.

• No salary information

  Withholding salary wastes time for both sides. NZ candidates increasingly expect transparency — and legislation is moving in that direction.

• Copying last time's ad verbatim

  Roles evolve. If the last person struggled with something, update the description to reflect what the role actually is now.

• Gendered or exclusionary language

  Words like 'rockstar', 'dominant', and 'aggressive' skew male in perception. Use neutral, outcome-focused language.

Writing for the NZ market

New Zealand candidates value directness and honesty. Avoid overpromising on culture or growth if you can't back it up — NZ is a small market and word travels fast.

If the role has genuine flexibility, say so explicitly. Flexibility is consistently one of the top priorities for NZ job seekers, especially post-2020. If you offer it, it's a real advantage worth stating clearly.

For roles requiring specific NZ licences, registrations, or right-to-work status, state this clearly and early — it saves both parties time.