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Draughtsman Job Description

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Draughtsman Job Description

We are searching for a Draughtsman to work in our commercial construction company. Your duties will include creating technical drawings using AutoCAD and other computer software. The detailed drawings you produce will be used by the building projects team and include foundational details, schedules, and materials. You will collaborate with architects and engineers and make adjustments based on their advice. You will have a Bachelor’s degree in engineering or draughting.

Draughtsman Responsibilities

  • Use computer-aided design software to create 2D and 3D technical drawings
  • Calculate dimensions and material requirements
  • Edit technical draughts based on the recommendations of project engineers and architects
  • Outline the project’s construction process on the technical drawings

Draughtsman Requirements

  • Three years of minimum experience with AutoCAD software
  • Experience with SolidWorks software preferred
  • Maths skills and attention to detail
  • Associate’s or bachelor’s degree in draughting or engineering

Personalising Your Draughtsman 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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