Positions need filled? Take a look at the job description

Finding the right talent from the candidate pool to fill your tech-heavy position is daunting. After all, there are several reasons why there’s a national skills shortage when it comes to IT pros.

To combat this, you may have labored over writing the perfect description for the position your team badly needs filled, or even offered commentary on one another person wrote. But it turns out, your awesome job description and search process may not be doing you any favors to find the perfect hire.

Cut jargon from the picture

For starters, many of the job openings today were not around a few years ago. So anyone relying on tried-and-true descriptions for existing positions may be missing the mark.

Anymore, the exact roles and qualifications for a specific role are fluid. For example, at one company a network specialist may be performing similar duties as a system admin at another company.

But at the same time, two network engineers at two separate companies may be responsible for completely different tasks. Due to there being an influx of new business needs that need to be addressed and the influx of positions created to address those needs, there’s a lack of common ground in the industry for what should be called what.

One of the first steps in fixing this problem and finding the right talent you need now is to effectively communicate with people, and the best way to do that is a no-nonsense job description.

It’s not that you’re looking for any sort of specialist, you’re looking for a person who can perform the duties you need them to. Narrow down what you’re looking for and be direct about it – don’t hide what you want behind keywords and jargon just so the description sounds better.

By cutting this extra language out and getting to exactly what you need in common terms, you’ll be helping yourself down the line. It’ll also reduce stress from HR’s standpoint, as it’s likely someone who’s non-technical will be assigned to help fill the vacant spot and be interviewing technical candidates. If the interviewer has something concrete to go off of, the process should go smoothly.

One example of an area to look out for and improve: stress to the interviewer to look for people who are engaged and eager to learn. A resume loaded with certifications is great and could be more along the lines of what you’re looking for than someone who had the highest holding degree.

But relying on certifications and skill training falls back to the lack of common ground mentioned before. You know what your daily headaches are with the equipment your company uses. Make sure anyone claiming to understand actually does understanding – either extensively in an interview or through a designed test. Make sure a potential candidate isn’t tossed out for not knowing the answer either – unless they’ve been caught in a lie – especially if they’re open to learning more.

Often times a willingness to learn and self-motivation are worth more weight than a degree in the field.