A job description is often the first thing a strong candidate reads about your business. If it is vague, bloated or copied from another company, capable professionals move on, and the people who respond are those who apply to everything. In supply chain, where roles range from procurement to warehousing to planning, precision matters even more. This guide explains how to write a job description that attracts the right people.
Start with an accurate title
Supply chain titles are used loosely. A supply chain manager, a procurement manager and a logistics manager do different work, and an inflated title attracts the wrong applicants. Choose a title that matches the scope of the role and that candidates will recognise in the market. If the role combines several functions, describe that honestly in the body.
Open with a short summary
Begin with three or four sentences that explain the business, what the role exists to achieve and why it matters. Strong candidates want to understand the impact of the role before they read the detail. A good summary also signals the character of the business.
Describe outcomes, not just tasks
A list of tasks tells candidates what they will do each day. A list of outcomes tells them what success looks like. Aim for five to eight accountabilities, written in terms of results, such as improving service levels, reducing inventory, delivering savings or building a team.
Show the scope
Scope helps candidates judge whether the role is the right size for them. Where you can, include the facts you know:
- The number of direct and indirect reports
- The sites, depots or regions covered
- The categories or spend under management
- The volumes, routes or order profile handled
- The budget the role controls
Separate essential from desirable
Be clear about what is essential and what is a bonus. A long list of requirements that no candidate could meet discourages good applicants, especially those who judge themselves strictly. Include qualifications, systems experience and sector knowledge, but distinguish what is required from what would help.
Be open about the practical details
Reporting line and the people the role works with
Location, hours and any shift, travel or rotation requirements
The remuneration range or structure, where you are able to share it
Benefits and development opportunities
Your commitment to employment equity and transformation
A simple structure to follow
Job title and location
Summary of the business and the role
Key accountabilities
Scope and reporting line
Essential experience and qualifications
Desirable experience
Practical details and how to apply
Common mistakes
Copying a job description from another company without adapting it
Listing every possible task without priorities
Combining unrelated functions in a single role
Using vague language such as dynamic, passionate or results-driven without evidence
Omitting the practical details that candidates need to decide
How SET Consulting helps
A job description is most effective when it reflects what is realistically available in the market. SET Consulting helps clients to shape the brief before the search begins, using market knowledge to advise on scope, title and package, and on where the right candidates are likely to be found. Our consultants bring more than twenty years of experience and a median tenure of more than a decade.
Frequently asked questions
How long should a supply chain job description be?
Long enough to be specific and short enough to be read. One page is often sufficient, with the most important information near the top.
Should I include the salary in the job description?
Where you are able to, a range or structure is helpful, because it helps candidates decide quickly and reduces wasted time on both sides.
What is the difference between a procurement manager and a supply chain manager?
A procurement manager focuses on sourcing, suppliers and spend. A supply chain manager usually has a broader remit that includes planning, warehousing and distribution as well.
Can SET Consulting help write the brief?
Yes. We work with clients on the brief before a search begins, so that it reflects the market.
Read more about our work in this sector.