Writing a job description isn’t easy. Writing a good job description is even harder. When I needed to hire someone last Fall, I looked online to find inspiration. But instead of finding inspiration, I was left disheartened. That is when I decided to go against the norm and write the job description that I would have wanted if I was in the job market 12-15 years ago.

Here are the key things my job description focused on:

Transparency: I knew I wanted the job description to be fully transparent about the work, expectations, salary and benefits, and what it was to work with me. As a small team (only 2 members) it was important to make sure the new hire knew what they were walking into. There was no hidden agenda. No jargon. Just honest details to ensure the right fit.

Clarity: As a small team, we often have to wear multiple hats and I was getting confused what I needed this person to do (vs. me). Up until this point, (the last four years) I had done everything. I knew I needed to clearly identify what this person’s role was going to be and what my duties were.

Skills: Instead of focusing on qualifications, I focused on the skills I needed this person to have. I matched skills with the job functions and noted what percentage of their time would be spent in each area.

Skills over resume: Instead of asking for resumes, I decided to have the applicants answer a set of five questions and gave them three pages to do so. By not asking for resumes at the initial stage, I was able to eliminate any bias that comes with reviewing resumes. I was able to test if the applicant followed instructions, had critical thinking skills, and their quality of writing. In addition, it gave applicants the opportunity to demonstrate their experience and talk about their past work in relation to the job description.

Equity: I ensured that the job description and interview process was equity-focused. I detailed the hiring process with timelines. I also made sure that each rejected candidate received an email from me and an opportunity to chat for 15-minutes to get feedback, if they chose to do so.

Not only was the job posting straightforward with no hidden agenda, it also made sure I knew what I was looking for. The clarity with which it was written ensured that I could focus on hiring the right person for the job—someone who would complement my skills and not duplicate them.

By creating a job description and a hiring process unlike the norm in today’s world, I was able to get over 100 applications by only posting them once on LinkedIn. The post was shared over 120 times and had over 70,000 people look at it.

Next week: Innovative interviewing.

Surabhi Jain is the Executive Director of Toronto’s Workforce Funder Collaborative. She brings over two decades of experience in the social impact sector, working to advance access to education and jobs for marginalized communities in the US and Canada. As a founder of a women’s leadership fellowship, Surabhi brings together white, black, indigenous, and other women of colour to share their lived experiences around systemic inequities like race, gender, and patriarchy. Additionally, as a consultative coach, Surabhi works with individuals and organizations to embed equity and inclusion in their work that leads to tangible changes and fosters a more inclusive environment. To connect with Surabhi, visit www.powerXprivilege.com.