A job description can either attract the right candidates — or create confusion, turnover, and unnecessary legal exposure.

Done well, it helps you hire smarter and manage performance clearly.
Done poorly, it can undermine flexibility, create accommodation problems, or complicate termination decisions.

Let’s make sure yours works for you — not against you.

 

Why Job Descriptions Actually Matter

A job description is both a recruiting tool and an operational document. It should:

• Give candidates a realistic understanding of the role
• Clarify expectations for performance management
• Support accommodation discussions
• Help define essential duties and bona fide occupational requirements
• Align with (but not unintentionally expand) your employment contract

It is not automatically a binding contract document unless expressly incorporated into the employment agreement. However, it can influence how duties and expectations are interpreted later — so accuracy matters.

 

What to Include in a Great Job Description

A solid job description should answer five core questions:

1. What is the role?

Use a clear, searchable job title. Avoid internal jargon that candidates won’t recognize. Clarity improves both applicant quality and posting visibility.

2. What does success look like?

List core responsibilities and, where possible, define outcomes. Focus on measurable expectations rather than vague traits.

Instead of:
“Highly motivated self-starter”

Consider:
“Responsible for independently managing a weekly client portfolio of 25 accounts.”

3. What qualifications are genuinely required?

Include:

• Education or certifications required by law or industry standard
• Relevant experience
• Technical skills
• Scheduling requirements
• Physical requirements (only where legitimately necessary)

Across Canada, job requirements must relate to legitimate business needs. If challenged, employers must be able to show that requirements are connected to the role and, where applicable, qualify as bona fide occupational requirements.

Avoid language that could be interpreted as discriminatory under human rights legislation, such as:

• “Young and energetic”
• “Recent graduate”
• “Canadian experience required” (unless legally justified)
• Gendered or culturally exclusive language

Human rights protections apply from the recruitment stage onward.

4. What’s in it for them?

If you want top talent, you need to sell the role. Include salary range, benefits, flexibility, perks, and anything else that would make someone say “hell yes.”

5. What are the working conditions?

Be transparent about:

• Location (remote, hybrid, on-site)
• Shift requirements
• Travel expectations
• Overtime expectations
• Physical demands

Surprises lead to turnover. Clear disclosures reduce risk and improve retention.

 

Legal Compliance: The Stuff That Keeps You Out of Trouble

A well-drafted job description can support compliance — but it does not replace proper contracts or policies.

Keep in mind:

• Courts and tribunals assess actual job duties, not just what is written. Job descriptions should reflect reality and be reviewed periodically.
• If you intend for a job description to form part of an employment agreement, it must be expressly incorporated. Otherwise, it remains an internal document.
• Essential duties should be clearly identified. This is particularly important when assessing accommodation requests or evaluating performance.
• Requirements must be defensible as legitimate and connected to the job.
• Criminal record requirements should only be included where directly related to the role.
• If the position involves access to confidential information, trade secrets, or personal information subject to privacy legislation (such as PIPEDA), ensure:
  • Confidentiality expectations are described in general terms
  • Your employment agreement includes appropriate confidentiality provisions
  • Your policies address privacy and data handling

The job description itself does not create legal obligations, but it helps set expectations early.

 

Writing for Search and Clarity

To attract qualified candidates:

• Use clear job titles
• Include relevant keywords
• Identify the geographic location (even for remote roles)
• Use structured bullet points
• Avoid excessive corporate jargon

Clear language improves both applicant quality and internal alignment.

Rascal Pro Tip:

Your job description becomes part of your employment contract. If it’s vague, misleading, or wildly out of date—you’ve handed your lawyer a headache.

 

What RascalHR Gives You

✅ Over a thousand pre-built, SEO-optimized job descriptions (and counting)

✅ A simple system to add/remove requirements from our massive compliance-backed library

✅ Job description templates that actually plug into your contracts and policy tools

You get clarity, compliance, and a hiring process that doesn’t make you want to scream into the void.

Ready to stop winging your hiring process?

Get started with RascalHR and build job descriptions that work.