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Draftsman Job Description

How to Hire a Draftsman

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Draftsman Job Description

We are looking for a self-motivated Draughtsman who can work alongside a number of specialists at our company. As Draughtsman you will form part of a multidisciplinary engineering team, and should be comfortable working at an adjustable table as well as a computer terminal. You will usually work at our offices, but there will be times when you need to travel.

To be a successful Draughtsman you should stay up-to-date with new draughting software and advancements. An exceptional draughtsman will demonstrate impeccable attention to detail and have sound knowledge of the discipline they draught for.

Draftsman Duties and Responsibilities

  • Experience in computer-aided design and draughting.
  • Capability to draw manually favourable, but not essential.
  • Ability to work well in a team and on your own.
  • Responds well to criticism and maintain a positive attitude.
  • Bachelor of Science in Engineering or Architecture.
  • Degree from a technical college also acceptable.

Draftsman Skills and Requirements

  • Follow specifications and calculate to create various technical drawings.
  • Prepare both rough sketches and detailed work with CADD systems.
  • Perform calculations for materials and weight limitations.
  • Communicate with architects and engineers, and incorporating knowledge gained into drawings.
  • Prepare, review and redraughting alongside the engineering team.
  • Ensure final designs are compliant with building regulations.
  • Identify and communicate potential design problems to the rest of the team.
  • Experience in computer-aided design and draughting.
  • Capability to draw manually favourable, but not essential.
  • Ability to work well in a team and on your own.
  • Responds well to criticism and maintain a positive attitude.
  • Bachelor of Science in Engineering or Architecture.
  • Degree from a technical college also acceptable.

Personalising Your Draftsman Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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