In an increasingly competitive market, job descriptions serve as vital tools to help organisations attract and retain digital talent. Also, without a clearly defined job description, it is difficult to effectively and objectively evaluate each person’s fit for the role. The Digital Job Descriptions Best Practice Guide provides you with a framework for planning and creating high quality, professional job descriptions to help organisations attract and evaluate candidates for digital roles.

What you’ll learn

The Digital Job Descriptions Best Practice Guide provides you with:

  • A framework for planning and creating high quality, professional job descriptions for digital roles.
  • A discussion of the strategic importance of clearly defining job descriptions.
  • An explanation of some of the new positions which have evolved as companies continue to mature and integrate digital into their operational activities.
  • Job description templates for different types of role within a digital team that can be used and adapted to suit your recruitment needs.
  • An overview of some the main roles that sit within a digital team.
  • A responsibility assignment matrix (RACI) which can be used by managers and recruiters to help them understand the types of roles and responsibilities that sit within each role.

Who should read this report?

If you are managing or hiring a digital team, this report should act as a useful and actionable tool that can be applied again and again. There are sections discussing the strategic importance of job descriptions for hiring the right candidates as well as usable templates that can be populated to hire for the majority of roles within a digital marketing environment.

I’ve seen a noticeable shift in recruitment emphasis towards expanding internal digital teams and reducing the reliance on contractors for topic expertise. This is true in many areas where, typically, client teams had limited resource. For example, SEO teams are becoming multi-dimensional, blending the more common search marketing skills with detailed technical skills that are required to navigate the complexities of SEO for large catalogue and international ecommerce sites.

“This has increased the demands on client-side recruitment teams, with greater rigour around defining roles and job specs and following a clear process for finding and evaluating candidates. The job spec is hugely important because it encourages people to define the role they’re recruiting for and the skills required to satisfy it. It also provides a reference point for evaluating candidates consistently.”
– James Gurd, Owner, Digital Juggler


We would like to thank the following for their contributions to this report:

  • Justin Taylor, Founder and Managing Director, Graphitas
  • Lucy Reeves, Content Manager, Lovehoney
  • Paul Rogers, Independent Consultant
  • Graham Everitt, Ecommerce Consultant
  • Tim Watson, Founder, Zettasphere and Chair, DMA Email Best Practice Hub
  • Sejal Parekh, Creative Brand and Communications Strategist
  • Alasdair Wightman, CEO and Digital Analyst, So What Analytics
  • Joseph Sells