Traditional job descriptions can be unclear, which is why Team Dynamics is here to help. When writing a job description, it is most important to be as clear and concise as you possibly can. Not only does this help potential applicants understand the roles they are applying for, but it also allows you, the employer to cast a wide net of qualified, and motivated candidates. In the “Job Descriptions” resource attached below, Team Dynamics shares a sample job description to help you create your own! After watching the episode, put together all of the lessons learned in this series to craft a standout job description. We are so excited you have chosen to join the hiring revolution!

If you enjoyed this series and would like to gain more access to Team Dynamics' content, purchase their book, Hiring Revolution.

“Readiness and value-add as an approach is about a departure from an assumption that a number of years, job titles, or degrees means someone is ready, willing and able to do your job.” As a hiring manager, you have the responsibility to be specific, precise, and explicit about the experiences a candidate must have, what actually adds value, and what you, as a company are able to teach them. Every candidate brings their own flair to the table, and it is your task to measure if they’re a good fit.

Our identities make us who we are. With our unique experiences come differing perspectives, preferences, and biases. This is nothing to ashamed of, but something to be aware of. Our gut impulses are often mirrors of our biases, so before we act, let’s investigate these instincts by pausing and reflecting on the situation at hand. Join Alfonso in learning strategies to investigate your instincts and assess not if, but how systemic and normative preferences seep into our perceptions. Scroll down to download the "Investigate Your Instincts" resource, filled with questions to ponder when making value-aligned and goal-aligned decisions during hiring processes. Take time to reflect on these questions, investigate your instincts and face your hidden biases in this episode of the series.

When building teams, it is easy to recruit those that have similar lived experiences or who look like you. Employing the same types of people limits the ability to have differing perspectives, which is why compiling a diverse team in terms of identity, race, skillset, and more is so important. Not only are mixed teams advantageous from a business standpoint, they also allow for people to be seen and heard in a myriad of ways. In this episode, learn strategies to build diverse teams because it is not just a business imperative, but a moral one too.

Embarking on hiring for the first time can be overwhelming, and oftentimes we can ease our own discomfort by following a process that just retraces where we’ve already been. The drawback is we often miss out on engaging with the person right in front of us. Learn from Trina and Alfonso about how to place yourself in a place of curiosity and learning while simultaneously being clear on what you need from the role, your team, and this specific hire.

Groups of diverse thinkers provide a wealth of important perspectives needed to assemble any great business or team. In this eleven-part series, join DEI expert and founder of The VIP Lab, Andraya Lund, in learning all of the necessary components to create the diversity we all need in our business. In this first episode, gain some key insight on the first step of this process: understanding the importance of inclusivity, and how to foster a sense of belonging in the workplace.

When companies build inclusivity into their culture, this impacts the hiring process greatly. From advertising job descriptions, recruiting, and ultimately selecting job candidates, the way you present key information matters greatly. Tune into this installment of the series to gain tips on how to neutralize and use inclusive language to attract the diverse thinkers you need on your team.

Inclusive hiring does not just mean hiring those from underrepresented backgrounds or those with disabilities, but really thinking about how to level the playing field in fighting against recruitment bias in any form. As a business leader, you must be aware of anti-discrimination laws in the workplace while simultaneously working toward building a culture that understands the breadth of diversity in the human experience. Tackle important topics regarding bias that are necessary for creating fair and comprehensive hiring processes.

Inclusive hiring does not just mean hiring those from underrepresented backgrounds or those with disabilities, but really thinking about how to level the playing field in fighting against recruitment bias in any form. As a business leader, you must be aware of anti-discrimination laws in the workplace while simultaneously working toward building a culture that understands the breadth of diversity in the human experience. Tackle important topics regarding bias that are necessary for creating fair and comprehensive hiring processes.

Compiling diverse interview panels helps reduce the chance of unconscious bias creeping into the interview process and also reflects to interviewees your company’s commitment to inclusivity. Success in bringing on diverse talent begins with your personal goals for inclusivity. Reflect on how to adapt your selection processes to be consistent, precise, and objective in this installment of the series.

Compiling diverse interview panels helps reduce the chance of unconscious bias creeping into the interview process and also reflects to interviewees your company’s commitment to inclusivity. Success in bringing on diverse talent begins with your personal goals for inclusivity. Reflect on how to adapt your selection processes to be consistent, precise, and objective in this installment of the series.

Now it’s time to put together all the great lessons learned throughout this series and build your own unique inclusivity plan. There is no one size fits all approach to creating a plan for inclusivity, but every plan must acknowledge actions you and your team can take to reduce bias and recognize the myriad of diverse experiences that exist in this world. Remember, these plans are not static and they should constantly be reflected upon, but coming up with actionable steps to make your team more inclusive is the best first step.

Looking to make our teams more diverse, often means actively recruiting talent from different places, spaces, and backgrounds. Learn how to leverage professional and personal networks, social media, and industry-specific affinity groups to develop a more inclusive and diverse team in this episode.

Congrats! You have selected the best person for the position and now it’s time to seal the deal with an awesome and fair offer. Making an offer is something that should consider many factors, like compensation, benefits, job expectations, and so much more. In this final episode of the series, understand six important things you should consider when extending an offer and negotiating them.

Congrats! You have selected the best person for the position and now it’s time to seal the deal with an awesome and fair offer. Making an offer is something that should consider many factors, like compensation, benefits, job expectations, and so much more. In this final episode of the series, understand six important things you should consider when extending an offer and negotiating them.