January 10, 2017

The job description template you’ve been looking for

Move beyond the basic job description template with our research-based template and checklist

We see a whole lot of job descriptions here at Unitive. Working directly with our customers, we’ve reviewed and edited thousands of them. Our sociologist regularly reviews research papers for best practices. In addition, users on our team edition contribute hundreds of new words and phrases that we test for effectiveness and inclusivity. We’ve finally condensed all the knowledge we’ve gained so far to make this hopefully handy job description template.

Use our job description template to:

  • Learn how to make your company stand out by highlighting your company values and impact.
  • Effectively communicate what core competencies and qualifications you’re looking for.
  • Use inclusive language to attract the broadest base of qualified applicants.

Click here to access the template in Google Docs (go to File > Make a copy to start writing your own). Once you’re done, let us know what you think in the comments!

job description templatejob-template-with-shadow

Here’s some of what you’ll learn:

Include your company core values.

Organizations spend a lot of time and effort defining their values. Yet shockingly few job descriptions include any mention of them. Stand out!

Highlight the broader impact of your company.

Quality applicants are drawn to work that is meaningful. You don’t have to be a non-profit dedicated to solving world hunger to talk about your organization’s social impact. 

Communicate that there are opportunities for learning and growth.

Quality applicants are suspicious of companies that are looking for the best of the best, top talent, ideal candidates, whizzes, and geniuses. Using such phrases inadvertently signals to potential candidates that your organization isn’t willing to invest in its employees.

Avoid including too many requirements.

Research shows that women, on average, tend to underestimate their abilities while men tend to overestimate them.