We get it. Writing a job description is no easy task. And there are always questions about including hours, salary, and benefits.

  • Should you list a low salary?
  • Should you list a high salary?
  • Should you even list a salary?
  • What benefits should I include?

The list goes on.

While there are no right or wrong answers, we wanted to help make it a bit easier for you to decide how you can include these elements in your job description.


Job descriptions should be specific. If you plan on hiring someone and have specific expectations for them, go ahead and list them in the job description. For example, don’t list a part-time position with full-time hours. Sounds like common sense, right? That’s because it is. It is really important to be truthful when listing hours. Don’t let someone believe that you are going to give them 40 hours a week when, in fact, you only plan on giving them 20.


Let’s be honest. People don’t want a job to just be creative, fill their time, etc. Most people searching for jobs are trying to earn a living to support themselves and their families. That’s why listing the salary/wage on a job description is important. There are a few different ways to effectively list salaries.

  • First, you could advertise a rather low salary. This might attract candidates that are genuinely interested in the position and working for your church/company.
  • Second, you could advertise a relatively high salary. If the position is competitive, compared to similar positions at other companies/churches, this tactic would help drive that competition and help get the right person for the job.
  • Lastly, if you don’t want to list a specific salary, or you don’t have one in mind just yet, feel free to list a range of what the potential employee could make. This way, you can attract a variety of people with different skill levels and you have room to negotiate, whenever you get to that point.


If your church/company has certain benefits for employees, you should definitely include them. Benefits can be anything from health insurance to paid vacation or retirement savings. Of course, don’t include any benefits that your company/church does not have, just to spark interest in candidates. Also, if your company/church does not yet provide benefits, it’s definitely worth having a conversation with the leadership team to see what is possible.


With job descriptions, you’re trying to attract the best talent for the job. It can be tempting to over-glorify a role with hours, wages, and benefits. That’s why it’s important to remember that, in the end, you only want to have to hire one person (the right person) for the job.

Now that you know how to include these elements in a job description, here are 6 Questions to Ask When Interviewing a Church Communicator Candidate.