skip to Main Content

Mediator Job Description

How to Hire a Mediator

Once you have selected your Job Description download it or convert it to a Job Advert. From here you can post/advertise your job across our network of job boards. If you wish to use the job description for a CV Template click through for advice and Convert to a CV

Mediator Job Description

We are searching for a Mediator to arrive at a resolution of our clients’ disagreements. As our Mediator you should thoroughly investigate all precipitating factors, consult with clients to better understand the conflict at hand, and then host discussions that invariably lead to the implementation of client-driven solutions. You should also ensure that mediation remains respectful and engaging during every phase.

To succeed as a Mediator, you should have the capacity to contain and navigate uncomfortable situations. Suitable Mediators will work towards repairing and preserving fractured relationships in instances where this may be appropriate.

Mediator Duties and Responsibilities

  • Track record of facilitating amicable conflict resolutions.
  • Perceptive of unspoken feelings.
  • Ability to address distortions in emotion and cognition.
  • Strong verbal communication and containment skills.
  • Impartial, flexible, and decisive disposition.
  • Capacity to refrain from making unwarranted interjections.
  • Accredited Mediation training programme certificates

Mediator Skills and Requirements

  • Discern which contextual features engendered the presenting conflict.
  • Meet with clients to set ground rules and to outline your role in the mediation process.
  • Allowing aggrieved parties the space to clarify their understanding of the disagreement.
  • Present your understanding of the situation and requesting corrections, if needed.
  • Guide clients’ thinking about the disagreement at hand, including others’ viewpoints and the implications thereof.
  • Facilitate truthful discussions that are directed toward finding judicious, sustainable solutions.
  • Supervise clients’ dialogs to arrive at an unambiguous way forward.
  • Re-engaging in discussions about the conflict if requested by clients.
  • Track record of facilitating amicable conflict resolutions.
  • Perceptive of unspoken feelings.
  • Ability to address distortions in emotion and cognition.
  • Strong verbal communication and containment skills.
  • Impartial, flexible, and decisive disposition.
  • Capacity to refrain from making unwarranted interjections.
  • Accredited Mediation training programme certificates

Personalising Your Mediator 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.


Back To Top