Impactful Updates To Your Job Descriptions

Many roles in higher ed have greatly evolved in the past year, requiring new skills, credentials, reporting structures and more. Not surprisingly, a job description crafted just a few years ago may already seem out of date. So before posting what you have on file, pause and make the updates that will attract the candidates who will meet the new challenges the role now embodies.

Below are a few questions to ask yourself and ways to identify the updates that will make the role appealing and meet your institution's needs. 

1. The Job Title
   The job title is the most important aspect of the job description. As some teams have expanded while others have contracted, does the job title truly encompass what you now need? Does it seem old fashion? Is it still accurate? Is there a key component that job seekers need to know about the role (e.g., remote, in-person, part-time, full-time, digital, tenure-tracked, visiting, etc.)?
   

2. Required and Prefer Experience, Credentials and Skills
   Most roles use a variety of tools and technology to perform the different aspects of the job. Do your candidates need to be familiar with a different set of tools than those listed in the old job description? For example, has your accounting department moved to a new accounting software or has your admissions team launched a new enrollment management system? Also, are there specific credentials that the job opening now requires or should have to be successful (e.g., Excel certification, Google Analytics certification or PMP certification)?
   

3. Reporting Lines and Working Relationships
   Has your institution or department been reorganized? Are there new strategic objectives that have different departments or teams working together that aren't reflected in the job description? If you do not list the reporting lines or key working relationships, consider including them with an eye towards the future.
   

4. Role and Responsibilities
   One good way to do this is to circulate the job description to those who closely work with the role for feedback. Your team members may know better the responsibilities the role now encompasses -- especially if you had a strong team member who flawlessly and seamlessly assumed new challenges. Beware though! Before accepting this feedback and updating the description, be sure to consider if the update will push the salary expectation of prospective employees to the next level. Does this role need to handle this type of work or is this work more appropriate for a different role or with a team?

By reviewing your job descriptions with a critical eye, you should be able to make the updates you need to find the talent that your institution needs. Good luck!