How To: Write a Job Description
As a new nonprofit founder or executive director, one of your key responsibilities is hiring the right people to help you achieve your organization's mission. Writing a clear and accurate job description is an important first step in the hiring process. A well-written job description will help you attract the right candidates and ensure that everyone understands the expectations of the role.
Here are some steps to follow when writing a job description:
Determine the job title and purpose.
The job title should accurately reflect the role and make it clear what the position entails. The purpose of the job should also be stated clearly, along with the primary responsibilities of the role.
For example, if you're looking for a Director of Development, you might include a statement like this at the beginning of the job description: "The Director of Development is responsible for leading the organization's fundraising efforts, building relationships with donors, and identifying new funding opportunities."
Outline key responsibilities.
Once you've established the purpose of the job, it's important to list the main tasks, duties, and responsibilities associated with the role. Be specific and include any key performance metrics that will help your future employee measure their success in the role.
For example, if you're hiring a Program Manager, you might include responsibilities such as:
Developing and implementing program strategy
Creating and managing program budgets
Supervising program staff
Monitoring program performance and making improvements as necessary
Ensuring compliance with all relevant regulations and laws
Reporting regularly to the Executive Director and Board of Directors
Specify required qualifications in your job description.
In order to attract the right candidates, it's important to be clear about the level of education, years of experience, and specific skills or certifications required for the role. This will help you weed out candidates who are not a good fit for the job and ensure that you are only considering qualified applicants.
For example, if you're hiring a Finance Manager, you might include qualifications such as:
Bachelor's degree in finance or accounting
Minimum of 5 years of experience in financial management
Strong knowledge of accounting principles and practices
Proficiency with financial software such as QuickBooks or Xero
CPA certification preferred
Note: Statistically, BIPOC, LGBTQIA+ folks, people with physical and neurological disabilities, and/or women are less likely to apply for jobs if they don’t meet 100% of the requirements. This can significantly limit your applicant pool, and you may be missing out on some individuals who are super eager to make a difference on behalf of your organization. Consider adding a note at the end of your job description like, “Even if you don’t meet every requirement listed on the job description, we strongly encourage members of the BIPOC, trans, queer, and/or women to apply for this role. Requirements aren’t everything. We also value passion and eagerness to make a difference.”
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Okay, back to business. Make sure you detail the work environment and conditions.
In addition to outlining the specific responsibilities of the role, it's also important to describe the physical and social work environment, hours of work, and any travel requirements. This will help candidates understand what to expect if they are hired for the job.
For example, if you're hiring a Communications Coordinator, you might include details such as:
This is a full-time position with typical office hours of 9am-5pm.
The Communications Coordinator will work closely with other staff members and report to the Director of Communications.
Some travel may be required for events and conferences.
Include compensation and benefits information.
Finally, it's important to specify the salary range, bonuses, benefits, and any other forms of compensation offered. This will help candidates understand the value of the job and ensure that you are offering a competitive package.
For example, if you're hiring a Human Resources Manager, you might include compensation and benefits such as:
Salary range: $60,000-$80,000 depending on experience
Health, dental, and vision insurance
401(k) retirement plan with employer match
Flexible work schedule and remote work options
3 weeks of paid time off plus holidays
Finalize and review your job description.
Once you've written the job description, it's important to read through it carefully to ensure that it accurately reflects the role, is concise and easy to understand, and is free of any discriminatory language.
The Importance of Nonprofit Job Descriptions
In conclusion, as a new nonprofit founder or executive director, writing a clear and comprehensive job description is an important first step in building your team. By following the steps outlined above, you can ensure that you attract the right candidates, clearly communicate expectations, and create a competitive compensation package.
If you want additional support in this area, my team and I can work with you to develop a strategic growth plan, which may include hiring and personnel recommendations. With the right team in place, you'll be better equipped to achieve your organization's mission and expand your impact in your community. Contact us and let’s figure out what organizational growth looks like for you and your organization.