Job Description Template

About this template

When to use it

[HR form JD-01] Job description, used before posting a vacancy or when a role is redefined. Under the title sit the document number (sample JD-2026-001), issue date, owning department and approval, then a four-cell summary, then five sections: I. role overview, II. duties, III. requirements, IV. evaluation, V. terms. It closes with three confirmation lines and four signature cells (jobholder, line manager, department head, HR).

Filling order

1. The summary ships as 3 years minimum experience, 4 core duties, 70:30 quantitative-to-qualitative weighting, 40 hours a week. Each of those four numbers has a partner further down: 3 years in III, four duties in II, 70:30 in IV, 40 hours in V.
2. I. Six rows — job title, department, grade and headcount, reporting line, partner teams, employment type. The blank cell below is for three or four lines on why the role exists.
3. II. Four duty rows arrive pre-weighted: planning 35%, operations 30%, reporting 20%, support 15%. Fill in the description, frequency and deliverable, and keep the weights summing to 100%. The two rows underneath — approval limit and scope of independent decision — are what candidates ask about most.
4. III. Requirements are split into essential and preferred; only the experience row is pre-filled with “3 years or more”. Put in the essential column only what disqualifies an applicant if missing. The competency table below has four rows scored high / medium / low.
5. IV. Five columns — measure, method, target, points, cycle — with the points fixed at 100. The footnote sets a 70:30 quantitative split and a half-yearly review record.
6. V. Location, working pattern (40 hours, standard / flexitime / hybrid), salary band, three-month probation, benefits, and the promotion path.

Examples

• II row 1 — planning / “draft the quarterly hiring plan and consolidate demand” / 35% / quarterly / “quarterly hiring plan”.
• Below II — approval limit “spend up to KRW 3m per item”, independent scope “edit job ads, reschedule interviews”.
• III essential — “3+ years in recruitment, hands-on ATS operation”; preferred — “labour-law certification, English job ads”.
• IV row — time-to-hire / average ATS lead time / within 35 days / 30 points / quarterly.

Numbers that must agree

Nothing calculates here. The 100% in II, the 100 points in IV and the “4 core duties” in the summary are all reconciled by hand. Add a fifth duty and you must change the summary and redistribute the weights. Move the quantitative share away from 70:30 and you must edit both the footnote in IV and the summary cell. Raise the experience bar and you edit the summary and the row in III. Change one and the advert will contradict the description.

Common mistakes

• Writing “general duties related to X” in II — there is then nothing to measure in IV.
• Pushing “nice to have” items into the essential column and shrinking the applicant pool for no reason.
• Collecting signatures without ticking the three confirmation lines (content understood, revision on role change, HR review before posting).
• Leaving the document number and revision date unchanged after the role moves on, so nobody knows which version is current.