I recently assisted a company in revising a job description to incorporate more inclusive language. Job descriptions are a key component in attracting top technology staff. Still, unfortunately, organizations overlook opportunities to improve the job description and immediately focus on filling the position once it becomes available. As a former Chief Technology and Information Officer of a large school district, I wholeheartedly know the temptation to just go to the electronic file folder and pull out the old job description, update the deadlines and dates, and hastily post it so that you can begin reviewing the resumes that you anticipate receiving.
I encourage you to pause at this crucial first step in the hiring process. There’s no rule that the role must be refilled exactly as it was, with the same skills and dispositions as the person who left. Each vacancy is an opportunity for continuous improvement and even reinvention for your team. Why not take advantage of it?
I encourage you to pause at this crucial first step in the hiring process. There’s no rule that the role must be refilled exactly as it was, with the same skills and dispositions as the person who left. Each vacancy is an opportunity for continuous improvement and even reinvention for your team. Why not take advantage of it?
You might want to ask yourself and your team:
Think of the people on your team as pieces of a jigsaw puzzle and consider how you can fit team members together so that their work is optimized, they feel supported by their workmates, and creativity can flow. You may have tapped into some hidden talents in your existing workforce that allow you to reconfigure your team and build your new job description to identify the skills and aptitudes that are missing.
- What are the current strengths and talents of our existing team members?
- Where do we have gaps that could be addressed differently?
- How might this role evolve to meet the organization’s future needs?
Think of the people on your team as pieces of a jigsaw puzzle and consider how you can fit team members together so that their work is optimized, they feel supported by their workmates, and creativity can flow. You may have tapped into some hidden talents in your existing workforce that allow you to reconfigure your team and build your new job description to identify the skills and aptitudes that are missing.
Many edtech leaders have been discussing the shortage of applicants for the technical positions they’re seeking. I am hearing leaders’ desires to build a diverse team that includes people who reflect the faces of the students they serve. It is sometimes hard to attract people into the field of educational technology because not everybody sees themselves as a technologist. Take this opportunity to work towards diversifying your workforce. Research shows that the more diverse a workforce is, the better it performs in problem-solving and innovation: Link. By adjusting the job description you are posting, you can open the gates to a broader range of applicants and find key people who can help your team excel in this increasingly demanding edtech landscape.
Once you have named the position you are seeking and listed the job requirements, essential skills, and preferred, but not necessary skills, review your language. When I say essential skills, list off what will be needed from day one, but leave the rest for the nice-to-have category. Phrase those extras as opportunities to grow into rather than complex barriers. Words can entice or scare away potential candidates. The use of technical language, which could be considered “insider” language, and acronyms may cause some job seekers to disqualify themselves because they feel they lack experience in those areas. Prefacing your list with your organization’s willingness to train and support the right candidate’s learning on the job can help mentally prepare the candidate for an interview with your supportive and nurturing organization.
Use neutral words that are welcoming and inclusive, like collaborative, innovative, adaptable, motivated, or curious. Avoid words that promote a power culture, like rockstar, ninja, dominate, aggressive, fearless, or killer instinct. Help readability by using short descriptive paragraphs with bulleted lists so they can be easily scanned.
While you may require some specific certifications or degrees, consider providing equivalent experience on a similar job, or be explicit about giving time for the right candidate to earn the accreditation while working in their new position with your team. You want to highlight opportunities for learning and growth, and not just the day-to-day demands of the job. List the pay range to show your commitment to pay equity.
Many organizations have identified their strategic directions, and I have seen them included in the job description as well as their inclusion and belonging statement. You could include a statement like We welcome applicants with non-traditional career paths and encourage those from underrepresented communities in tech to apply. Make an effort to showcase your commitment to mentorship, training, and flexible work policies because investments in human capital matter deeply to many underrepresented groups. If the job includes flexibility in working hours or remote/hybrid options, be sure to highlight it, as many potential non-traditional employees may gravitate toward the opportunity.
Once you have named the position you are seeking and listed the job requirements, essential skills, and preferred, but not necessary skills, review your language. When I say essential skills, list off what will be needed from day one, but leave the rest for the nice-to-have category. Phrase those extras as opportunities to grow into rather than complex barriers. Words can entice or scare away potential candidates. The use of technical language, which could be considered “insider” language, and acronyms may cause some job seekers to disqualify themselves because they feel they lack experience in those areas. Prefacing your list with your organization’s willingness to train and support the right candidate’s learning on the job can help mentally prepare the candidate for an interview with your supportive and nurturing organization.
Use neutral words that are welcoming and inclusive, like collaborative, innovative, adaptable, motivated, or curious. Avoid words that promote a power culture, like rockstar, ninja, dominate, aggressive, fearless, or killer instinct. Help readability by using short descriptive paragraphs with bulleted lists so they can be easily scanned.
While you may require some specific certifications or degrees, consider providing equivalent experience on a similar job, or be explicit about giving time for the right candidate to earn the accreditation while working in their new position with your team. You want to highlight opportunities for learning and growth, and not just the day-to-day demands of the job. List the pay range to show your commitment to pay equity.
Many organizations have identified their strategic directions, and I have seen them included in the job description as well as their inclusion and belonging statement. You could include a statement like We welcome applicants with non-traditional career paths and encourage those from underrepresented communities in tech to apply. Make an effort to showcase your commitment to mentorship, training, and flexible work policies because investments in human capital matter deeply to many underrepresented groups. If the job includes flexibility in working hours or remote/hybrid options, be sure to highlight it, as many potential non-traditional employees may gravitate toward the opportunity.
Like any critical document, have your team review your job description draft, as well as at least one person from outside your department/team who can provide a "sniff test" on whether the description sounds too technical or biased. You have one chance in front of your potential applicants as they decide whether to apply for the position or not. You want to ensure the job description is the best it can be.
In my next post, I will identify potential places to post your “help wanted” job description, who to potentially tap on the shoulder to encourage to apply for the position, and strategies for encouraging non-traditional applicants to throw their hat into the ring.