How do you tailor job descriptions for different seniority levels?

I always include the level of independent judgment and discretion required of the incumbent in the position. Does the employee have authority to make an independent choice, free from immediate direction or supervision. Does the employee have the authority to formulate, affect, interpret, or implement mgmt policies or operating practices; does the employee carries out major assignments in conducting the ops of the business; whether the employee performs work that affects business operations to a substantial degree; whether the employee has authority to commit the employer in matters that have significant financial impact; whether the employee has authority to waive or deviate from established policies and procedures without prior approval.

With the availability of portals, like LinkedIn, you get information for each job description, in the "Job" section about the level of job role. In fact, names can be deceiving in some cases. Found an internship opportunity, as a "Content Manager" with senior responsibilities, but an unpaid job.

Our job descriptions list our essential and non-essential functions. Duties that are represent less than 10% of an employee's weekly time are not included in the description. We list working conditions, guidelines used to do the work, position related decision making required and any oversight responsibilities. The primary purpose of the position is key so the employee understands how their job fits in the organization and why it exists.

We do not include benefits or perks in our job descriptions. Our descriptions focus on the position itself and not the company. Our job postings, at time of recruitment, will often include benefits and perks of working with the company.

Tailoring job descriptions for different seniority levels involves highlighting specific skills, experiences, and responsibilities relevant to each position. Proofreading and editing job descriptions is crucial to ensure they are error-free and effectively communicate the role's requirements. Seeking feedback from colleagues or industry experts can provide valuable insights to enhance the job description's clarity and appeal. Consistency in grammar, spelling, and formatting is essential to maintain professionalism and credibility in job descriptions. Tailoring job descriptions with precision and care can attract the right candidates, streamline the hiring process, and contribute to long-term organizational success.

Proof read all your job descriptions and postings. And, get a colleague to do a final read for grammar, flow and readability!

It is always recommended to include decision making authority in job descriptions to serve the purpose of tailoring job descriptions as per varying seniority levels. These authorities can be associated to decisions such as financial, organisational or policy & procedure development.