Job Description Writing Guide: 9 Must-Have Sections Plus a Ready Sales Executive Sample

A job description is the first conversation you have with your next employee. A vague, copy-pasted post brings hundreds of mismatched applications and raises the risk of a bad hire. A clear one attracts qualified people, lets others opt out and sets honest expectations from day one. Below is the structure our GRPL India recruiters use, plus a sample you can adapt.

What a strong JD does for you

• Filters before you screen – specific requirements cut unsuitable applications.
• Reduces early exits – candidates who know targets, travel and hours upfront stay longer.
• Improves visibility – standard titles match what people type into job portals and Google.
• Keeps paperwork consistent – role, pay and conditions should match the appointment letter, which is mandatory under the labour codes.

The 9 sections every JD needs

1. A searchable job title

Use what candidates search for – "Field Sales Executive", "Home Loan Sales Officer", "Warehouse Supervisor". Avoid internal codes ("Associate L2") and gimmicks ("Sales Ninja"); add seniority where relevant.

2. Precise location and work mode

"Gomti Nagar, Lucknow, with field travel to Barabanki and Sitapur" beats "Lucknow". Say whether it's office, field, hybrid or remote.

3. A two-to-three-line role summary

Why the role exists and what success looks like – e.g. "Grow our dealer network across central UP and meet monthly sales targets."

4. Key responsibilities

Five to eight weekly duties, each starting with an action verb.

5. Must-have vs good-to-have

Keep them separate. A long wishlist scares off capable people.

• Must-have: qualification, minimum experience, two-wheeler and licence, languages
• Good-to-have: industry background, CRM knowledge, local network

6. Salary range and incentives

Give a range in ₹ per month or LPA and explain incentives. If you can't publish figures, at least say "fixed salary plus monthly incentives".

7. Benefits

PF, ESI, health cover, travel/mobile allowance, paid leave, training – these often decide whether entry-level candidates apply.

8. Hours and shifts

Working days, timings, weekly off, and any rotational or night shifts. Hiding this is a leading cause of early attrition.

9. Hiring process and how to apply

e.g. "HR call → manager interview → offer within a week", plus exact application instructions.

Mistakes that cost you good applicants

• Recycling old descriptions that no longer fit
• Inflated requirements, such as an MBA for basic telesales
• Jargon candidates don't understand
• No pay information, leading to wasted interviews
• Biased language – Section 3 of the Code on Wages, 2019 (in force since 21 November 2025) prohibits sex-based discrimination in recruitment for the same or similar work, so avoid gender preferences unless legally required
• Walls of text – most candidates read on mobile

Sample JD: Field Sales Executive (FMCG), Lucknow

Pre-publish checklist

• Would a candidate search for this title?
• Is the location specific?
• Are must-haves and good-to-haves separated?
• Is pay (or pay structure) stated?
• Are shifts, travel and targets clear?
• Is the language inclusive?
• Does it read well on a phone?

FAQs

How long should a JD be?
A few hundred words covering all nine sections, in scannable bullets.

Should I show salary?
A range usually improves application quality; otherwise explain the pay structure.

JD vs job advert?
The JD defines the role for internal use and documentation; the advert is a shorter, persuasive version for candidates.

Can GRPL India help draft JDs?
Yes – share your requirement and our recruiters will shape the JD, advertise it and shortlist candidates.

Hire through GRPL India

We recruit for sales, banking, BPO, HR, IT, warehouse, delivery, admin and finance roles across India. Email info@galaxyresource.in or call 8188998866, 8188998899, 9984703333. Job seekers can browse open roles.