6 steps to writing a brilliant job description

It doesn’t matter whether you’re using a recruitment agency, word of mouth or a job board to find a new practitioner for your setting. It’s definitely worth your time to write a thorough job posting.

Here’s why:

– The time spent designing your job posting will save you from answering questions on the phone

– A detailed posting will help you weed out unqualified applicants, so that you only interview appropriate candidates

– A posting with clear duties helps with employee retention because employees will have a good understanding of their duties and responsibilities (costly turnover averted!)

– Posting a well-written job description communicates a high level of professionalism, which will help attract quality applicants.

1. Short and sweet

People will often read the description on their smart phones and in this rushed world we live in today, they have very little time to dedicate to reading a lengthy description. Keeping it short, easy to read and to the point will ensure they read all the key points and so maximise the number of applications you’ll receive.


2. Nursery overview

Briefly describe your setting. The size, location, the philosophy you follow, number of children, number of staff members, etc. This section allows job seekers to decide if they’re a good fit for your setting based on their own values.


3. Role overview

This is your opportunity to communicate the intent of the role. Who it’s reporting to and what you want the role to help you achieve over the next 6 to 12 months would be a good starting point.

An example would be that this is a newly created room leader role as the nursery has expanded to providing care for babies, rather than just children aged two and above. This person will have experience managing a team and working in a baby room.


4. List of responsibilities

Describe the role’s duties to make it really clear what you’ll expect of the successful candidate. In this section, the more details the better.


5. List of job requirements

Similar to the list of responsibilities, you want to provide a very clear list of qualifications required for a candidate to be considered for the job. This way, potential candidates who aren’t a good fit can self-select out of the competition.

Depending on the role, these might include:
– Previous leadership experience
– Experience working in particular age groups
– Required certifications or training
– Days/hours required to work

Once again, this section is best kept as a bulleted list.


6. Salary and benefits

Here are some ideas of things to include:
– Salary range
– Number of holiday days
– Pension
– Sickness pay
– Maternity pay
– Any other benefits such as bonuses, subsidised childcare, childcare vouchers/tax-free childcare, free parking, travelcard loan, etc.


And remember, do get in touch if you have any questions. We’re always happy to help!