From Role Clarity to Rockstar Hires: A Smart Job Description Guide for Founders

Hiring is one of the riskiest yet most rewarding moves a founder makes. Writing job descriptions is the first step—and it’s often where founders stumble.

A job description isn’t just an ad; it’s a magnet.

When I wrote my first job ad, I copied and pasted a template from Seek. It was full of buzzwords, generic phrases, and a laundry list of “must-haves.” The result? I hired someone who looked perfect on paper but didn’t fit the role or culture. That mistake cost me months and thousands in wages and lost productivity.

The turning point came when I rewrote the ad in plain English: clear role purpose, outcomes, and expectations. The difference was night and day. The right candidates started applying, and interviews felt like conversations with people who already understood the role.

That’s when I realised, job descriptions are a founder’s secret weapon in hiring.

By starting now, you’ll write job descriptions that attract the right talent and avoid costly mis-hires.

What Exactly Is a Job Description?

A job description is a written document that outlines the purpose, responsibilities, requirements, and expectations of a role.

It serves three main purposes:

• Recruitment ad: Attracts the right candidates and filters out the wrong ones.

• Internal guide: Clarifies what success looks like in the role.

• Legal reference: Provides a basis for performance management and compliance with Fair Work standards.

Mentor Tip:

Those who personalise ads get stronger results than those who just copy templates. A strong job description is both marketing and management—it sells the role while anchoring accountability.

Why This Could Make or Break Your Business

Hiring the wrong person is one of the costliest mistakes. A clear job description matters because it:

• Protects your time: Fewer unqualified applications.

• Reduces legal risk: Aligns with Fair Work obligations.

• Sets expectations early: No surprises for you or the hire.

• Improves retention: People who know what they’re signing up for stick around longer.

• Boosts culture fit: Attracts people aligned with your values, not just skills.

Without it, you risk mis-hires, legal disputes, and frustrated staff.

Before You Start

• Clear understanding of the role’s purpose.

• List of outcomes you expect.

• Knowledge of Fair Work compliance and awards.

• Benchmark of salary ranges in your industry.

• Input from the person who’ll manage this role.

• Decision on posting platforms (Seek, LinkedIn, Indeed, niche boards).

Prepared founders write sharper job descriptions—and hire better.

Job descriptions are a founder’s secret weapon in hiring talent that compliment and align with the business values, mission and current team.

How to Write Job Descriptions:

Step by Step

Step 1: Define the Role Purpose

• Write 1–2 sentences explaining why the role exists.

• Focus on outcomes, not just tasks.

• Example: “This role ensures customers receive timely support and remain loyal to our product.”

Result: Candidates see the bigger picture, not just a to-do list.

Step 2: List Key Responsibilities

• Break into 5–7 bullet points.

• Keep each action clear (“Manage client onboarding,” “Prepare monthly reports”).

• Avoid vague or endless lists.

Result: Candidates know exactly what they’ll own.

Step 3: Outline Required Skills and Experience

• Separate must-haves from nice-to-haves.

• Include technical, soft, and industry-specific skills.

• Avoid jargon that deters capable candidates.

• Stick to 4–6 genuine requirements.

Result: You attract candidates who actually fit, not unicorn wish lists.

Step 4: Set Employee Expectations

• Define 2–3 measurable outcomes (e.g., “Respond to 90% of customer inquiries within 24 hours”).

• Mention cultural expectations (teamwork, communication).

• Align with probation review criteria.

Result: The hire knows exactly what success looks like.

Step 5: Add Role Logistics

• Include job title and reporting line.

• State location (remote, hybrid, office).

• Note work hours and flexibility.

• List salary range (strongly advised in AU).

Result: Builds trust and removes guesswork.

Step 6: Highlight Company Culture

• Briefly state mission and values.

• Share what makes your workplace unique.

• Keep it authentic—avoid empty buzzwords.

Result: Attracts candidates who believe in your purpose, not just your pay.

Step 7: Finalise and Share

• Edit for clarity and plain English.

• Ask a team member to review.

• Publish across chosen job boards and LinkedIn.

Result: A professional, compelling ad that resonates.

Follow these steps, and your job descriptions become powerful hiring tools.

Mistakes to Avoid

Copying templates: Creates a generic ad that attracts everyone.

Overloading requirements: Strong candidates self-select out.

Skipping salary range: Leads to fewer, weaker applications.

Vague responsibilities: Causes underperformance and disputes.

Real-World Examples

• A Sydney consultancy wrote people-focused job ads with clear outcomes and cultural notes. They halved early turnover.

Good or bad, your job descriptions shape who shows up at your door.

What It Costs and How Long It Takes

Direct Costs (2025/2026):

• DIY drafting: $0.

• Job ad posting: $275–$400 on Seek; LinkedIn $200–$500+.

• Copywriter: $300–$1,000 per role.

Timeline:

• Drafting: 1–2 days.

• Feedback & refinement: 2–3 days.

• Posting & applications: 2–4 weeks.

Hidden Costs:

• Time wasted on vague ads.

• Lost revenue if roles sit unfilled.

• Onboarding issues if expectations aren’t clear.

Money-Saving Tip: Write internally but get one external review before posting.

Bottom line: job descriptions cost little compared to a bad hire.

What to Do Next

✅ Get it done for you! Book a call [Noize.com.au]—visit noize.com.au. We help founders secure essentials so they can scale with confidence.

✅ Grab The StartupDeck—200+ proven business strategies to make smarter decisions and accelerate growth [theStartUpDeck.com]

The Bottom Line

Job descriptions aren’t admin—they’re strategy. They tell the world who you’re looking for, how you work, and what success means in your business.

Rush them, and you’ll invite the wrong people in. Get them right, and you’ll hire talent that drives growth and strengthens culture.

As a founder, clarity is your competitive edge. Start with your job descriptions—and build the team that builds your business.

FAQs

Do I need to include a salary in the ad? 

Yes. In Australia, ads with salary ranges attract more applications and build trust.

How long should a job description be? 

500–800 words: clear, concise, and complete.

Can I reuse the same job description for future hires? 

Yes—but review and update to match your current business stage.

What’s the difference between a job description and a job ad? 

The description is the detailed internal document; the ad is the candidate-facing version.

Should I involve my team in writing it? 

Yes. If they’ll work closely with the hire, they’ll spot details you miss.