All staff should be working to job descriptions that clearly outline the current purpose and requirements of the role.

The process of setting clear expectations begins at the recruitment stage. This is when the purpose and requirements of the job are first defined.

A clear brief helps you and the candidate

When recruiting, your aim is to attract suitable candidates and ensure that the successful candidate understands what is expected of them. The first step is to create a clear job description. It should contain:

• a background to the job, department and University
• a job description: the main duties of the job and how they support departmental goals
• a person specification: the knowledge, skills, experience and behaviours needed

A poorly constructed job description might not attract the best candidates. You may not make as good an appointment as you hoped or you may have to advertise again.

It is well worth the time to make the expectations of the role clear - and how progress will be measured - in your job description. As well as assisting the candidates it will help you think clearly about how the successful candidate needs to perform and how you will manage that process.

Prepare a job description

Existing staff

For existing staff, job requirements change and job descriptions need bringing up to date. This is another opportunity to focus on what needs achieving and how it will be done.

Periodically, look again at job descriptions to see if they need updating. Reviewing a job description with the jobholder can be a good opportunity to discuss the objectives for the role and how these can be best achieved.