As we continue the discussion of equitable hiring, we have already revised our job description to reflect the organization's current needs. We remember that we have already distributed tasks from the outdated job description to other team members to meet the organization's current needs. We may also have uncovered other skills/abilities we didn’t know we needed due to new developments in the IT department's responsibilities and workflows. Think of an accurate job description as an RFP (request for proposal) for humans. The more descriptive you get in what you’re looking for in a candidate, the more clarity you provide. That improves your department’s chances of getting the right person for the job. On the flip side, the candidate receives clarity on the organization’s needs and how to best present themselves in their resume and during the interview.
