It’s that time of year again—hiring season … and it looks like a busy one for many schools! This year, we’ve received a record number of questions about what a good ad should say. Because each school is unique, there isn’t a stock answer to this. However, we can offer five key questions that you should ask (and answer) when writing the ad:
Message/Mission—What makes us special? There are many things that make your school unique, starting with your mission. Remember that a job posting is, in a real sense, a sales pitch for the position. Tell them right up front what’s so special about your school—and don’t be shy! This will help you attract candidates who are aligned with your mission—and will also help non-appropriate candidates know that they wouldn’t be interested in working at your school (saving both you and them tons of time and effort).
Duties—What do we need someone in this position to do? Here’s where you can include a mini job description—e.g., a bulleted list of the main duties and responsibilities. Do you need them to move heavy objects from one area to another on a regular basis? Or, will they be doing heavy data entry, teaching classes in two divisions, serving as an adviser to a club or coaching a sports team? Usually 5-7 well-written bullets will give a good sense of what the job is all about.
Education and Skill—What are the requirements of the position? Does the job require a Bachelor’s or Master’s degree? 2, 5, or 10 years of prior experience? Do you need someone who is proficient with a particular software program or someone who is skilled in a particular pedagogical approach? Be careful not to over-state or under-state requirements, of course, lots of things are "nice to haves” rather than “need to haves.” Using the word preferred, or a plus, helps candidates know what’s optional versus what’s required.
Characteristics—How do we need this job done? For example, do we need someone who collaborates easily and naturally with others? Or, do we need someone who is very self-directed and comfortable with little direction? Does the person need to work well under pressure, or do they need to be able to take vague ideas and turn them into concrete plans? Very often, hiring poorly can be traced back to not having communicated the characteristics for success in the job. Let them know what you’re looking for upfront and you’re much more likely to get it.
Application Process—How can I apply? Can they apply by e-mail? Or are you accepting only hard copy resume submissions via regular mail? Do they need to include references or writing samples up front? Do they need to apply by a certain date to be considered?
By covering all of the bases in your advertisement, it is much more likely that you’ll garner the qualified, mission-appropriate candidates that you’re searching for. Good luck!
