Create a Position Description
Responsible party: Hiring Manager in collaboration with departmental leadership, SAHR, and appropriate stakeholders.
- Decide how to (re)configure the role and department. Consider the department’s goals and staff development in making that decision.
- Write a job summary. The job summary should briefly describe the job’s purpose and why it exists. Sample:
- About this position: The [Role] is a member of the [Department] department, who [plays a key role in ABC (#1 workstream) to help achieve EFG (#1 goal of role) by XYZ (key actions)]. The [Role] oversees [list any direct reports]. Some of the primary responsibilities for the [Role] include [list of 2-3 key workstreams]. A successful candidate for the role is someone who is committed to [list 1-2 of the most important competencies] and who has robust experience in [2-3 required qualifications and/or strongly preferred qualifications].
- Review language choice in describing job responsibilities. Recommendations:
- Reviewing word choices.
- Limiting use of superlatives. Use of superlatives such as "expert," "first-rate," and "cutting edge" can deter candidates who are more collaborative than competitive.
- Noting alternative working strategies exist.
- Include competencies appropriate to the role. Consider demonstrated commitment and track record for creating various dynamic campus initiatives, environments, and/or programs.
- Write or review your position description to distinguish "must haves" from "nice to haves." By focusing on must-have position specifics, you can widen the candidate pool to attract a more specifically qualified slate of candidates. Put the must-have hard and soft skills in the minimum requirements section, with nice-to-have hard and soft skills in the preferred qualifications section.
- Broaden requirements, minimum qualifications, and types of degrees to prioritize attracting candidates with relevant experiences and education. Consider alternative credentials and remove what may not be necessary.
Examples:
|
Type |
Common example |
Possible Alternative |
|---|---|---|
|
Education |
Bachelor’s degree required |
Bachelor’s degree or four years of relevant work experience required. |
|
Industry |
Counseling experience in higher education |
Counseling experience with young adults |
|
Required vs. preferred |
Experience using [software x] required |
Required: ability to learn new software. Preferred: experience with [software x]. |
|
Job experience |
2 years of experience staffing a front desk |
Demonstrated experience fielding fast-paced requests (for example, front desk, customer service, host, retail) |
|
Specific skills |
Strong communication skills required |
Ability to convey calm when communicating with students and parents during crises -or- Ability to write persuasive reports to senior leaders -or- Ability to convey technical information to lay audiences |
|
Accessibility |
Ability to lift 25 pounds required |
Reduce as much as possible, and omit if not essential |