Job Descriptions Cheat Sheet 2026

The 30 highest-yield Job Descriptions facts, distilled from real exam questions. Print it, save it as a PDF, or study it here — free, no sign-up.

1. Which component of a job description helps candidates understand career progression opportunities? → Growth and advancement opportunities or career path information
2. Which of the following is not a requirement for employment? → Your holiday entitlement
3. Which of the following best describes the role of a job title in a job description? → It should be clear, searchable, and accurately reflect the role's level and function
4. Under the ADA, what must an employer identify in a job description to support accommodation decisions? → Essential functions of the job
5. Which of the following is not specified in the person's profile? → Gender or marital status
6. What is the purpose of including a 'Work Environment' section in a job description? → To set expectations about physical conditions, remote options, or travel requirements
7. Which of the following is a best practice when describing required qualifications in a job description? → Distinguish between required and preferred qualifications
8. Which job analysis method involves directly watching employees perform their work tasks? → Direct observation
9. Which US federal law prohibits discriminatory language in job descriptions based on race, color, religion, sex, or national origin? → Title VII of the Civil Rights Act
10. What is the benefit of including the salary range in a job description? → It saves time by self-filtering candidates and builds trust and transparency
11. Which of the following is an example of a 'physical demands' element typically documented in a thorough job analysis? → The requirement to lift up to 50 pounds regularly during a work shift
12. Which method of job analysis asks employees to document particularly effective or ineffective job-related behaviors? → Critical incident technique
13. What does the 'Physical Requirements' section of a job description typically address? → Lifting limits, standing duration, travel, and other physical demands of the role
14. What is the recommended average length for a well-written job description? → 300–700 words
15. In the factor comparison method of job evaluation, jobs are evaluated by: → Ranking benchmark jobs factor-by-factor and assigning monetary values to each factor
16. What does 'parallel structure' mean in the context of job description writing? → Using consistent grammatical form across all bullet points
17. Which of the following best describes the human qualities—such as education, talents, and personality—necessary for a job? → job specifications
18. Which US states require employers to include pay ranges in job postings as of 2024? → Several states including California, Colorado, New York, and Washington
19. What is the purpose of a job description? → All of the above
20. What is the purpose of the 'Minimum Qualifications' section? → To define the non-negotiable skills, education, or experience required to perform the job
21. What does a job description serve as? → Communicate job tasks and responsibilities
22. Which section of a job description is most important for ADA compliance? → Essential functions and physical requirements
23. What writing style is most effective for job description bullet points? → Begin with action verbs
24. What role does the FLSA classification play in a job description? → It indicates whether the role is exempt or non-exempt from overtime pay requirements
25. Why might an employer include an EEO statement in a job description? → To affirm the company's commitment to non-discriminatory hiring practices
26. Why should jargon and internal acronyms be avoided in job descriptions? → They confuse candidates unfamiliar with company-specific terms
27. Why is it important to describe reporting relationships in a job description? → To help candidates understand the organizational structure and level of autonomy
28. When conducting a job analysis interview, who are the MOST valuable sources of information? → Job incumbents and their immediate supervisors
29. What legal risk arises from failing to keep job descriptions updated after significant role changes? → Misclassification claims, performance management disputes, and ADA accommodation failures
30. Which of the following is a worker-oriented (versus task-oriented) approach to job analysis? → Position Analysis Questionnaire (PAQ)