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Help with Job Descriptions

Anonymous - May 30, 2018
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We’re a DOD federal contractor that primarily hires software/systems engineers. We don’t typically have “out of the blue,” brand new, business needs…we are always looking for either Associate Software/Systems Engineers (more junior) or Software/Systems Engineers (mid-level +), however I believe we could do more to distinguish minimum required qualifications for both categories. For example, it’s common that we’ll leave the Software/Systems Engineer requisition up on our website year-round to catch any especially strong applicants that come in. We’re in the midst of bringing on an applicant tracking system, however the current setup causes some issues as some engineers with 9+ years of experience are hired into the same job requisition as those with 3 years of experience, as an example, with dramatically different salaries which could lead to inequity (we do have a salary band structure). Also when they’re hired, they’re not hired into their own unique job requisition number. So my questions would be:

How narrow does each job description need to be in terms of minimum required qualifications? Is it acceptable to have open positions on our website that act more like active pipelines to cast a wide net, rather than a specific job description for a specific business need? Would we need to open an individualized job description per each hire, even if it’s exactly the same job description as the rest?

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