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A structured guide and template for writing competency-based job descriptions that attract the right candidates and reduce unconscious bias from the first step of the hiring process.
A poorly written job description is where most hiring processes go wrong. This guide gives HR professionals, recruiters, and founders a structured framework for writing job descriptions that are competency-led, legally sound, and genuinely attractive to strong candidates.
Covers: role purpose and reporting structure, core competency definition, level-appropriate language, requirements vs. preferences, inclusion language, and a reusable template structure that works across any function or leve
FAQS
Q What is a competency-based job description and why does it matter?
A competency-based job description defines what a person needs to be able to do — the skills, behaviours, and capabilities required for success — rather than listing tasks or years of experience. It produces more relevant applications, reduces screening bias, and creates a consistent framework that carries through to interviews and performance reviews. It also gives candidates a clearer picture of what success looks like from day one.
Q Is this suitable for founders or hiring managers with no HR background?
Yes. The guide is written for anyone writing a job description — including founders, team leads, and hiring managers who have never written one before. It includes a reusable template structure, worked examples for a technical and a non-technical role, and specific guidance on the language patterns that attract stronger candidates and the ones that filter out good people unnecessarily.
Q Does this guide help with inclusion and reducing bias in job postings?
Yes. The guide covers inclusive language, explains how requirement inflation (listing qualifications that are preferred rather than essential) disproportionately filters out otherwise qualified candidates, and includes a pre-posting review checklist. It is designed to work alongside the Interview Biases Guide for organizations building a bias-aware hiring process end to end.
Q What format is the document and can I customize it?
The guide is delivered as a fully editable Word (.docx) file. You can add your company name and branding, adapt the template sections for your specific context, and modify any guidance notes. No special software is needed beyond Microsoft Word or Google Docs.
A structured guide and template for writing competency-based job descriptions that attract the right candidates and reduce unconscious bias from the first step of the hiring process.
A poorly written job description is where most hiring processes go wrong. This guide gives HR professionals, recruiters, and founders a structured framework for writing job descriptions that are competency-led, legally sound, and genuinely attractive to strong candidates.
Covers: role purpose and reporting structure, core competency definition, level-appropriate language, requirements vs. preferences, inclusion language, and a reusable template structure that works across any function or leve
FAQS
Q What is a competency-based job description and why does it matter?
A competency-based job description defines what a person needs to be able to do — the skills, behaviours, and capabilities required for success — rather than listing tasks or years of experience. It produces more relevant applications, reduces screening bias, and creates a consistent framework that carries through to interviews and performance reviews. It also gives candidates a clearer picture of what success looks like from day one.
Q Is this suitable for founders or hiring managers with no HR background?
Yes. The guide is written for anyone writing a job description — including founders, team leads, and hiring managers who have never written one before. It includes a reusable template structure, worked examples for a technical and a non-technical role, and specific guidance on the language patterns that attract stronger candidates and the ones that filter out good people unnecessarily.
Q Does this guide help with inclusion and reducing bias in job postings?
Yes. The guide covers inclusive language, explains how requirement inflation (listing qualifications that are preferred rather than essential) disproportionately filters out otherwise qualified candidates, and includes a pre-posting review checklist. It is designed to work alongside the Interview Biases Guide for organizations building a bias-aware hiring process end to end.
Q What format is the document and can I customize it?
The guide is delivered as a fully editable Word (.docx) file. You can add your company name and branding, adapt the template sections for your specific context, and modify any guidance notes. No special software is needed beyond Microsoft Word or Google Docs.
