Marketing job description

Filing cabinet files with one labeled job description

A marketing job description outlines the key elements of a marketing job. The marketing job description leads into a person specification, highlighting what you require from applicants for the position

Marketing job description

Start the job description with the job title. Indicate the salary to give an idea of the level of role being offered. Include on target earnings (OTE) for sales jobs with a significant commission element. It's worth clarifying what type of position you are offering - for example, full-time or part-time, temporary or fixed contract.

Explain how the role fits within the organisation: whether the job forms part of a team, how many staff (if any) need to be managed and who the successful candidate will report to.

The heart of the job description sets out the main responsibilities and duties involved. Depending on the role, it may make sense to express responsibilities in terms of results: for example, a sales manager's key responsibilities might include ensuring that the sales team meet sales budgets. Job descriptions for lower level marketing jobs tend to focus more on tasks: for example, maintaining contact databases.

If a job combines different elements, it may help to explain the balance between them and what the primary responsibilities are. It's also worth identifying whether there are any extra tasks involved - for example, occasionally helping out other parts of the business during busy periods. You may also want to highlight any particular requirements in terms of working conditions - for example, working out of hours or travelling as part of the job.

Marketing person specification

The job description leads naturally into a person specification, setting out what you are looking for from applicants for the job.

It can be useful to think in terms of knowledge, skills and attitude. For example, you might be looking for someone with contacts within the industry, good IT skills, an ability to work under pressure, and so on.

You should think about whether each requirement is essential or merely desirable, and consider how you expect candidates to demonstrate that they have the right attributes. In some cases, this may be through previous experience or qualifications; in others, you might be looking for a track record of results.

Bear in mind that it is illegal to discriminate on the grounds of race, gender, disability, age, and so on. Avoid any requirements that might be discriminatory.

Advertising for applications

You can use the job description and person specification in recruitment advertising, or to brief a marketing recruitment agency.

If you are preparing an ad, summarise the key elements of the role and requirements. Include background information, such as the company sector and location, and any useful information (eg marketing budget) that will help candidates understand the nature of the role and whether it would suit them.

Explain how to apply - for example, asking candidates to send a short CV explaining why they would suit the role - and what the closing date is for applications.

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