3.4 Reviewing the Job Description and Preparing the Position Announcement

To ensure equal opportunity, the hiring unit and search committee are required to adhere to the announced position description. Care must be taken to make the announcement flexible enough to cover contingencies that may arise and broad enough to describe all viable potential applicants. Once a position is advertised, the applications must be screened according to the published qualifications.

• The position requirements should not be too vague – quantify and specify as much as possible:
  • "Teaching experience is required," might be better written as: "At least two years graduate level teaching experience is required."
• The job description/position announcement may include two levels of qualifications, those which are required (the minimum qualifications) and those which are preferred.
  • Minimum Qualifications Statements. These typically include "must" or "required:"
  • Example: "Experience working with diverse populations is required."
  • Preferred Qualification Statements. Typically includes "should" or "preferred."
  • Example: "Experience working with diverse populations is preferred."
• If the search committee cannot fully understand the position from the job description/position announcement, assume that applicants will have the same problem. In this case, the search committee should request clarification or revisions from the Department Approver.

The job posting must include the following information:

• Position title/area of specialization - This is the title of the position. For administrative positions, this must be the same title that is listed on the job description.
• Qualifications and selection criteria – Advertised qualifications must be consistent with the qualifications outlined in the job description or position announcement. Minimum qualifications must be clearly stated. To obtain the largest possible pool of applicants, identify only the minimum required qualifications. Desired qualifications that are not actual requirements should be specified as "preferred" qualifications.
• Compensation - A salary range may be published if there is a compelling reason to do so (for example, if publishing the salary range may attract applicants in a difficult-to-fill position).
• Application procedure and required materials - The Position Announcement should clearly indicate how to apply for the position. All applicants for academic administrative, faculty, executive, administrative and professional positions are required to complete a Missouri State University Application for Employment, submit a curriculum vitae/resume, and provide the names and contact information for 3-5 professional references.
• Application deadline – Searches may have either a specific closing date or a date of first consideration. Flexibility is built into the process by the use of phrases such as: "Review of applications will begin [date] and continue until finalists are identified." This allows the committee to begin reviewing when there are a suitable number of candidates, but also allows latecomers to apply. In most cases, the stated date of first consideration of applicants will be at least 30 calendar days from the date the position is first advertised.
• EEO statement – An EO statement is mandatory on all announcements and publications. See the Equal Opportunity Publication Policy Op1.02-7