Planning Job Description – Facts You Need To Know

Looking to hire new talent for your organization? Before you start the recruitment process, it’s crucial to have a well-defined and accurate job description in place.

A job description serves as a roadmap for both the employer and the potential candidates, outlining the key responsibilities, skills, and qualifications required for the role. But what exactly goes into planning a job description?

In this article, we will explore the essential facts you need to know to create a comprehensive and effective job description that attracts the right candidates. From understanding the purpose of the job description to crafting compelling and concise language, we’ll cover all the important aspects.

So, whether you’re a seasoned HR professional or a hiring manager looking to refine your recruitment strategy, keep reading to discover the secrets to creating job descriptions that get results.

💡 Helpful Statistics About Planning:

 Companies with written business plans grow 30% faster. 

 Businesses with a plan are far more likely to get funding than those that don’t have a plan.

 67% of well-formulated strategies failed due to poor execution. (HBR)

 60–90% of strategic plans never fully launch.

 48% of leaders spend less than a day on strategy each month. (HBS)

 95% of employees don’t understand their company’s strategy. (HBR)

 61% of executives feel they are not prepared for the strategic challenges. (HBR)

 77% of successful companies translate their strategy into operational terms and evaluate it on a day-to- day basis. (Palladium)
Planning Statistic
Planning Statistic

Importance of planning job descriptions

A well-written job description is the foundation for a successful hiring process. It sets clear expectations for both the employer and the applicants, ensuring that everyone is on the same page from the start. A comprehensive job description not only attracts qualified candidates but also helps filter out those who may not be the right fit for the role. By clearly outlining the responsibilities and qualifications required, you can save time and resources by focusing on candidates who meet the necessary criteria.

Moreover, a well-planned job description plays a vital role in managing employee performance and development. It acts as a reference point for evaluating employee performance, providing a clear benchmark for assessing whether an employee is meeting their job requirements. Additionally, a job description helps identify any gaps in skills or qualifications that may need to be addressed through training or professional development opportunities.

In summary, planning job descriptions is crucial because it sets the stage for a successful hiring process, ensures alignment between employer and candidates, and provides a framework for managing employee performance and development.

Components of a planning job description

A planning job description typically consists of several key components that provide a comprehensive overview of the role. These components include:

  1. Job Title: Clearly state the title of the position to ensure clarity and consistency in communication.
  2. Job Summary: Provide a brief overview of the role, highlighting the main purpose and objectives.
  3. Key Responsibilities: Outline the specific tasks and duties involved in the role. Be specific and avoid vague language to ensure clarity.
  4. Qualifications and Skills: Clearly define the minimum qualifications and skills required for the role. This may include educational background, certifications, technical skills, and soft skills such as communication and teamwork.
  5. Reporting Structure: Indicate the position’s place within the organizational hierarchy and specify any supervisory or managerial responsibilities.
  6. Performance Expectations: Clearly define the expected outcomes and performance metrics for the role, including any targets or goals that the employee must meet.
  7. Compensation and Benefits: Provide information on the salary range, benefits package, and any other incentives or perks associated with the role.

By including these components, you can create a comprehensive planning job description that gives potential candidates a clear understanding of the role and its requirements.

Key responsibilities and duties of a planner

As a planner, the role entails a range of key responsibilities and duties that contribute to the success of an organization’s operations. Some of the common responsibilities and duties of a planner include:

  1. Developing and implementing strategic plans: Planners are responsible for developing long-term strategic plans that align with the organization’s goals and objectives. This involves conducting research, analyzing data, and making recommendations to senior management.
  2. Creating and managing budgets: Planners play a crucial role in creating and managing budgets for various projects and initiatives. This includes forecasting expenses, monitoring financial performance, and making adjustments as needed.
  3. Coordinating with stakeholders: Planners work closely with various stakeholders, including internal teams, external vendors, and clients. They facilitate effective communication and collaboration to ensure the smooth execution of projects.
  4. Conducting market research: Planners gather and analyze market data to identify trends, opportunities, and threats. This information helps inform decision-making and strategic planning.
  5. Monitoring and evaluating performance: Planners track the progress of projects and initiatives, monitoring key performance indicators and evaluating their impact. They identify areas for improvement and recommend changes to optimize performance.
  6. Ensuring compliance with regulations: Planners must stay up-to-date with relevant regulations and ensure that all activities and plans comply with legal requirements.

These responsibilities and duties may vary depending on the specific industry and organization. However, they provide a general overview of the key roles and responsibilities of a planner.

Qualifications and skills required for a planning job

To excel in a planning role, certain qualifications and skills are crucial. These may include:

  1. Education: A bachelor’s degree in a relevant field such as business administration, finance, or urban planning is often required. Some positions may require advanced degrees or specialized certifications.
  2. Analytical skills: Planners must possess strong analytical skills to gather and interpret data, analyze trends, and make informed decisions.
  3. Communication skills: Effective communication is essential for planners to convey information clearly, collaborate with stakeholders, and present findings and recommendations.
  4. Problem-solving abilities: Planners need to be able to identify problems, find creative solutions, and adapt plans as needed.
  5. Attention to detail: Planning involves managing multiple details and ensuring accuracy. Planners must have strong attention to detail to avoid errors and oversights.
  6. Technical skills: Depending on the industry, planners may need proficiency in specific software or tools, such as project management software or geographic information systems (GIS).
  7. Time management and organizational skills: Planners often work on multiple projects simultaneously. Strong time management and organizational skills are essential to prioritize tasks and meet deadlines.

These qualifications and skills provide a foundation for success in a planning job. However, it’s important to tailor the requirements to the specific needs of your organization and the role you’re hiring for.

Tips for writing an effective planning job description

Crafting an effective planning job description requires careful thought and consideration. Here are some tips to help you create a job description that attracts the right candidates:

  1. Be clear and concise: Use clear and concise language to clearly communicate the role and its requirements. Avoid jargon and technical terms that may confuse candidates.
  2. Focus on the essentials: Highlight the key responsibilities and qualifications required for the role. Avoid including unnecessary information that may dilute the message.
  3. Use action verbs: Use strong action verbs to describe responsibilities and duties. This adds impact and clarity to the job description.
  4. Be specific: Provide specific details about the role, such as the level of experience required, the size and scope of projects handled, and the specific tools or software used.
  5. Highlight company culture and values: Include information about your company’s culture and values to attract candidates who align with your organization’s ethos.
  6. Use bullet points and subheadings: Break up the job description into easily scannable sections using bullet points and subheadings. This improves readability and helps candidates quickly identify key information.
  7. Proofread and edit: Ensure that the job description is free from grammatical errors and typos. A well-edited job description reflects positively on your organization’s professionalism and attention to detail.

By following these tips, you can create an effective planning job description that attracts qualified candidates and sets the stage for a successful hiring process.

Sample planning job description template

Here’s a sample planning job description template that you can use as a starting point for creating your own:

[Job Title]

[Company Name] is seeking a skilled and experienced planner to join our team. The ideal candidate will have a passion for strategic planning, strong analytical skills, and the ability to thrive in a fast-paced environment.


  • Develop and implement strategic plans that align with the organization’s goals and objectives.
  • Conduct market research and analysis to identify trends, opportunities, and threats.
  • Create and manage budgets for various projects and initiatives.
  • Coordinate with internal teams, external vendors, and clients to ensure effective communication and collaboration.
  • Monitor and evaluate the performance of projects, making adjustments as needed.
  • Ensure compliance with relevant regulations and legal requirements.


  • Bachelor’s degree in a relevant field (e.g., business administration, finance, urban planning).
  • Strong analytical skills and the ability to interpret data and make informed decisions.
  • Excellent communication skills, both written and verbal.
  • Problem-solving abilities and the capacity to find creative solutions.
  • Attention to detail and strong organizational skills.
  • Proficiency in project management software and/or geographic information systems (GIS).

To apply, please submit your resume, cover letter, and salary expectations to [email address]. Only shortlisted candidates will be contacted.

[Company Name] is an equal opportunity employer. We value diversity and encourage applicants from all backgrounds to apply.

Feel free to customize this template based on your specific needs and requirements.

How to attract top planning talent

Attracting top planning talent requires a strategic approach. Here are some tips to help you attract the best candidates for your planning role:

  1. Develop a strong employer brand: Build a positive reputation as an employer of choice by fostering a supportive and inclusive work environment. Highlight your company culture, values, and employee benefits in your job descriptions and on your website.
  2. Utilize multiple recruitment channels: Don’t rely on a single recruitment channel. Use a combination of job boards, social media platforms, professional networks, and employee referrals to maximize your reach and attract a diverse pool of candidates.
  3. Offer competitive compensation and benefits: Research industry standards and ensure that your compensation package is competitive. Consider offering additional benefits or perks to attract top talent.
  4. Showcase career development opportunities: Emphasize the opportunities for growth and career development within your organization. Highlight any training programs, mentorship initiatives, or advancement opportunities that are available to employees.
  5. Engage with professional associations and networks: Attend industry conferences, join professional associations, and actively participate in relevant networking events. This allows you to connect with top planning professionals and build relationships that can lead to quality referrals.
  6. Provide a positive candidate experience: Treat candidates with respect and professionalism throughout the recruitment process. Respond promptly to inquiries, provide clear communication, and offer feedback to unsuccessful candidates.

By implementing these strategies, you can position your organization as an attractive destination for top planning talent.

Common mistakes to avoid in planning job descriptions

While creating a job description, it’s important to avoid common mistakes that can hinder your recruitment efforts. Here are some mistakes to watch out for:

  1. Vague language: Avoid using vague or generic language that does not clearly define the role and its requirements. Be specific and use language that accurately reflects the responsibilities and expectations.
  2. Including unnecessary information: Keep the job description focused on the essentials. Avoid including irrelevant information that may confuse or overwhelm candidates.
  3. Neglecting to update job descriptions: Job requirements and responsibilities evolve over time. It’s important to regularly review and update job descriptions to ensure they remain accurate and up-to-date.
  4. Ignoring diversity and inclusion: Ensure that your job descriptions are inclusive and free from bias. Use gender-neutral language and avoid specifying unnecessary requirements that may deter qualified candidates from diverse backgrounds.
  5. Overemphasizing qualifications: While qualifications are important, don’t solely focus on them. Consider the candidate’s potential for growth and willingness to learn. Prioritize skills and qualities that are essential for success in the role.
  6. Lack of clarity in expectations: Clearly define the expectations and objectives of the role. This helps candidates understand what is expected of them and allows for a more effective evaluation of their fit for the position.

By avoiding these common mistakes, you can create job descriptions that attract a diverse pool of qualified candidates.

Conclusion: The role of planning in organizational success

In conclusion, planning job descriptions play a crucial role in the hiring process and overall organizational success. By planning job descriptions effectively, you can attract qualified candidates who are aligned with your organization’s goals and values. A well-crafted job description sets clear expectations, helps manage employee performance, and ensures a smooth recruitment process.

Remember to be clear and concise, include essential components, highlight key responsibilities and skills, and avoid common mistakes. By following these guidelines, you can create job descriptions that attract top planning talent and set your organization up for success.

So, whether you’re a seasoned HR professional or a hiring manager looking to refine your recruitment strategy, use the facts and tips provided in this article to create job descriptions that get results. With a well-planned job description, you can attract the right candidates and pave the way for a successful hiring process.