Looking to hire a new member of staff but struggling to create a compelling job description? You’re not alone if so. Businesses from all industries often find it difficult to create a description that accurately conveys the nature of vacancy they’re offering and as a result end up attracting the wrong type of candidates.

Here at BMR Solutions we’re passionate about helping engineering firms recruit top talent. In this article we’ve outlined some of our top tips and recommendations that’ll help you to write a job listing that is clear, concise and correctly defines the engineering role you’re wanting to fill.

Why are Job Descriptions Important?

A job description is like an employer’s sales pitch to candidates. It is where you market your company and your vacancy to potential future employees, so it’s essential you get it right. First impressions really do matter.

It helps to make sure that you only receive applications that match the needs of the role, streamlining the selection process and ensuring you have a pool of candidates suitable for an interview.

Now onto our tips…

Job Title

The first crucial part of your listing is the job title. We advise keeping to traditional titles such as Senior Controls Engineer or Technical Support Engineer as they’re self-explanatory and easy to understand. Avoid overcomplicating it by including specialist jargon that may confuse the job seeker.

It also mustn’t contain any gender or age implications.

See more: Women in Engineering – Reviewing the Need for More Females in Engineering

Contract Length

State whether you’re looking for a temporary or permanent member of staff to join your team.


Include the salary range or rate the successful candidate will earn. Work out the range so that it is competitive with similar positions in other organisations and allows for variation depending on experience, education and qualifications.

Stating the salary makes it clear from the offset to candidates the rate they can expect to be on once employed. Those who decide not to include it often find themselves spending more time on the negotiation table and interviewing candidates who have completely different expectations, wasting both the company’s and candidate’s time.


Make sure you clarify the hours the successful candidate will be required to work. If there’s a possibility they’ll have to work nights, weekends, bank holidays, shifts, be on call or work away from home for periods of time, be sure to include it.


A key part of your description is to list the responsibilities associated with the role so you need to clearly outline the core tasks and duties the successful applicant will be performing on a daily basis.

Descriptions of each task should ideally be just one sentence in length and unambiguous. They need to be detailed enough so that candidates fully understand the role and can thus determine if it’s suitable for them.

If you’re looking for a Test Engineer, for instance, one of the responsibilities might be to complete the final test, build and calibration of machines prior to final despatch. Or if you have an Equipment Maintenance Engineer vacancy, one of their duties may be to read and understand circuit schematic drawings.

Try to keep your list of responsibilities between 10 – 15. Any more and the listing starts to become too lengthy, potentially overwhelming prospective applicants.

In this section you can also address who the role will be in regular contact with. Clients/customers? Suppliers? Fellow senior/junior engineers?

The responsibilities you list helps candidates to get a quick insight into the working environment and understand exactly how they will operate within your company as a whole.

Qualifications and Skills

Make sure you create a comprehensive list of all certifications and skills that candidates require in order to fill the role. If there’s any specific qualifications that applicants simply must have, then ensure it’s included. It’s important to be upfront with all non-negotiable requirements.

Also make it clear the skills candidates need to possess in order to fill the position. This includes soft skills such as communication and organisation, but also technical skills too.

Also state whether experience in a certain field or environment is required.


Are there any other requirements, such as a driving license, that the successful candidate needs? Include a list of these as well.

Promote Your Company

Why should a candidate choose your job over other similar vacancies? Touch upon the perks of working for your organisation to give applicants an exciting reason to join your company. Perhaps you offer training and progression opportunities, organise regular team building events or maybe you have a company pension scheme – whatever it is, include the benefits of working for your business in the listing.

How to Apply

Make it clear how those interested in the role should apply by including a contact number and email address.

Engineering Recruitment Bristol

If you’re based in the south west and are looking for a talented engineer to join your team, please don’t hesitate to get in touch us today. With over 30 years of experience in recruiting for technical sectors, we specialise in helping companies of all sizes identify individuals perfectly suited to the demands of the vacancy. We’re committed to finding the right people for the right job.

We invest our time in carefully selecting and interviewing the appropriate candidates for your position.

Contact us today or submit your vacancy to get started.

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