The position description and job posting should be drafted/updated in a partnership between the hiring manager, search committee (including search chair and search advocate) and unit/department head. The UHR Classification & Compensation specialist is also available as a resource and to review the completed draft. Like most systems, OSU’s system takes the position description (position summary, duties and qualifications) and adds application instructions to create the job posting. A position description is intended to serve as a management tool, while a job posting serves as a marketing resource; it is difficult for one document to perform both functions well. Here are specific strategies to write an inclusive position description that is more likely to appeal to a diverse candidate pool. See below section Posting and Recruitment for advertisement guidance.
Each qualification should clearly support one or more aspects of the position as described. Write the threshold qualifications flexibly (“doctoral degree in discipline A, discipline B, discipline C or related field, OR doctoral degree in any field with relevant experience in X”) to include candidates who have pursued a variety of pathways.
A screening matrix is a tool developed by the search committee to mitigate potential bias in the screening process by clearly and collectively defining screening criteria, identifying transferable skills, determining the relative weight of various criteria and designating the stage(s) at which each qualification will be assessed.
At the application stage, request only those materials that are necessary for the initial review of applications. Typical faculty applications include:
The recommended application process typically does not include:
Depending on the college, the dean, associate dean, or other hiring official may wish to review the job posting and search plan for adequacy before it is sent to University Human Resources.