Write a clear job description for an hourly or frontline role: purpose, duties, schedule, requirements and pay.
Hourly candidates want to know three things: what they will do, when they will work and what it pays. Answer those early.
Some states and cities require pay ranges in job postings. Check the rules where you hire.
17 items. Fill it in on screen or print a copy.
A café rewrites its barista posting to list early shifts from 5:30 am, weekend availability, a pay range and paid training. Applications from people who could not work those hours drop, and interviews go faster.
An accurate job description sets expectations for applicants, guides fair interview criteria and supports decisions about essential functions, overtime classification and pay. Several states and cities also require a pay range in job postings, which the pay section is built to hold.
| Job title | Prep cook |
|---|---|
| Location and type | Golden Wok Kitchen, Sacramento; full-time |
| Reports to | Kitchen manager, Wei |
| Main duties | Chop vegetables and proteins to spec (50%); make sauces (20%); label and rotate stock (20%); clean station (10%) |
| Schedule | 6 am to 2:30 pm, Tuesday to Saturday |
| Physical demands | Standing full shift; lifting 40 lb cases |
| Pay range | $18 to $20 per hour |
Percent of time is shown for each duty, which makes it clear that knife prep is the core of the role and helps a candidate judge fit at a glance.
In some states and cities, yes.
One page is plenty for most hourly roles.
Yes, if they are essential.
No; say so if needed.
It is a core duty that the role exists to perform, such as lifting stock for a stocker or driving for a delivery driver. Under the ADA, employers may require applicants to perform essential functions with or without reasonable accommodation. Listing them clearly in the duties section, separate from occasional tasks, makes that distinction easier.
It is helpful to note it internally, because exempt status depends on both salary and actual duties under the FLSA. A description that lists mainly manual or routine tasks is unlikely to support an exempt classification. Writing duties accurately helps you check the classification before you set pay.
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