How to Write Nonprofit Job Descriptions and Duties

Writing nonprofit job descriptions and duties might sound easy — until you sit down to do it. Then you realize how high the stakes are.

The description you include in a job posting for your nonprofit should accomplish several different things at once. It has to communicate the opportunity, get candidates’ attention, help them understand whether their skills are a good match for the job, and even make the case for why they should want to work with you.

But it’s precisely because nonprofit job descriptions and duties serve so many purposes that they present such a golden opportunity. A thoughtful write-up can set your nonprofit’s job posting far above the rest, helping you attract high-potential candidates and make your next great hire.

Writing nonprofit job descriptions and duties: 4 top tips

1. Start with research

Before you begin writing your job post, do a quick search to see how similar nonprofit organizations position their open roles and showcase their employer brands. LinkedIn is a great place to do this.

Try to figure out the most common job titles that other nonprofits are using for the same role. Adopting a standard job title can help more job seekers find your posting faster, especially if they have an alert set up on LinkedIn to notify them when new roles that match that title are posted. Be sure to double check the spelling.

Next, dig a little deeper into these posts to look for what works and what doesn’t. If you’re inspired by a heartfelt mission statement or the way an organization outlines its commitment to diversity, equity, and inclusion (DEI), think about why this resonates with you and use it as inspiration when writing about your organization.

This isn’t to say that you should copy other job posts. Your organization is unique and your job post should reflect that. Instead, look for opportunities to build on best practices you see in other job postings to help yours stand out even more. You can also learn what not to do this way. For example, if you find a job posting off-putting because it reads like a laundry list of requirements, candidates probably feel the same and you can take a different approach when writing your own.

2. Create scannable sections

Breaking your job description up into short, scannable sections makes it easier to take in at a glance. This is also a great way to insert more information into your post without driving up the word count too high.

Use a mix of short paragraphs and bulleted lists, including no more than six bullet points per job description section to avoid information overload. Consider including sections such as:

• Role objectives and impact: What will your new hire accomplish in this role and why are these goals important to your organization?

• Key responsibilities: What will an average week look like for your new hire? What kind of work will they be doing most often?

• Skills, qualifications, and educational requirements: What skills will your new hire leverage on a day-to-day basis? Are there any key qualifications or educational requirements that candidates should be aware of? Focusing only on the essentials and taking a skills-based approach can help you attract a wider and more diverse pool of candidates, so consider removing anything that isn’t strictly necessary. 

• Benefits: What benefits do you offer? Provide a brief overview to help candidates determine if this opportunity meets their needs.

• DEI statement: Why is diversity, equity, and inclusion important to your organization? How does it help you fulfill your mission? Share your commitment to DEI in a clear, authentic way.

3. Differentiate using your employer brand

Whether they’re actively searching for a new job or just exploring their options, nonprofit professionals may pour over hundreds of job openings before deciding where to apply. If you want to stop their scroll and get them to read your job description, you have to find a way to stand out.

One of the best ways to do that is by leveraging your employer brand. Throughout your job post, weave in the “whys.” Why is your nonprofit different? Why is this work so important and meaningful? Most importantly, why should your applicant want to work for you?

Authenticity is key. As you introduce your organization, try to articulate what makes it special and unique, whether that’s the mission, the people, the impact, or a combination. This may be the first time a candidate is learning about your nonprofit, so earn their interest with your job post, then grow it through the employer branding content you share on your organization's LinkedIn Page.

4. Streamline the process with AI

When you use LinkedIn to create your job postings, you may see the option to write AI-assisted job descriptions. This feature utilizes LinkedIn data and skills insights to automatically format and draft a job description based on the input you provide.

Using this feature or other AI tools can be a great way to save time and get ideas, but it’s important not to let AI do all the work. You’ll still want to review and edit the AI-generated job description with an eye toward accuracy, clarity, and authenticity. You know your nonprofit’s work culture and employer brand better than AI ever can, so weaving in that information can help to add a powerful human touch.

Get started posting your nonprofit’s open roles

Ready to post your nonprofit job description on LinkedIn? Follow these step-by-step instructions to get started posting a job for free.

If your organization hires for five or more roles each year, it may be worth exploring discounted hiring products from LinkedIn. Automatically promote your open roles and get candidate recommendations with Job Slots, proactively source and connect with great candidates using LinkedIn Recruiter, and position your nonprofit as a top place to work with a LinkedIn Career Page.

Reach out to our team to discuss your hiring needs and find the right solutions for your organization.