Writing job descriptions that are clear, inclusive, and Fair Work compliant

The job description is the first thing a candidate reads and the document a tribunal will read if something goes wrong. Getting it right matters on both ends. Yet most JDs are copied from an old role, padded with jargon, and quietly full of language that narrows your applicant pool.

Avoid language that discriminates

Under the Fair Work Act and anti-discrimination law, a JD should never imply a preference based on age, gender, race, or other protected attributes. Phrases like "young and energetic" or "recent graduate" are common traps.

• Describe the work and the outcomes, not the ideal person's demographic.
• List requirements that are genuinely necessary for the role.
• Use gender-neutral language throughout.
• State your commitment to equal opportunity and flexibility.

Be specific about the actual job

Vague JDs attract vague applications. Spell out the responsibilities, the team, the tools, and what success looks like in the first 90 days. Specificity is what filters in the right people and filters out the wrong fits — before anyone wastes a screening cycle.

Let AI do the first draft, you do the judgement

Skilio Hire's JD generator produces a compliant, inclusive first draft in seconds, referencing Australian employment standards. You keep editorial control — it just removes the blank-page problem and the most common compliance mistakes.