Posting a Job

When writing your job description:

• refer to the 2025 student wage levels description table when setting the wage rate for the position
• give your job a unique and descriptive title—creativity helps your job listing stand out.
• do not use the word "intern" in your job description; internships are distinct from part-time jobs that you hire for through Student Employment.
  • use the word "assistant" if you need a generic term to apply to the person who will perform the job.
• spell out the tasks that the student will perform
• address them as you write so they can envision themselves in the role.
  • for example, don't say: "The student with be responsible for assisting with general office duties."
  • instead you can say: "You will answer the department’s main phone line, transfer calls to the appropriate staff member and check the voicemail when you first arrive and just before you leave."
• describe how the student’s role contributes to how your department functions; students are likely to stay focused even when tasks are repetitive if they understand how the task serves the larger mission.
• describe the transferable skills a student will acquire in this job.
• consider if your requirements are really a requirement, or if are you willing to train the student in certain job functions—many students do not apply for positions for which they don't feel qualified, when in fact they could effectively perform the role with some training.
  • for example, if the student will be working on a certain machine in the studio/shop, consider making “aptitude to learn new technology and skills” a requirement. 

The language you use in your job description can impact which students can see themselves in the role, thus affecting your applicant pool. Unknowingly including factors such as race, gender, age, ability, native language or religion might alienate student applicants.

Steps you can take to ensure your job posting is inclusive:

• Avoid gender-coded words in your job description.
  • To help review your description, you can use the Gender Decoder for Job Ads tool.
• Use gender-neutral terms such as "they", "the candidate", or "you" to refer to candidates in the job post.
• Avoid using acronyms, technical terms or industry jargon that can confuse and intimate student applicants. 
  • Instead, clearly outline the essential skills and responsibilities of the job.
• Avoid any unnecessary job requirements that might limit your applicant pool.
  • For example, listing "Applicants must lift bags or items weighing between 50-70 lbs" when it isn't necessary could exclude candidates with physically limiting disabilities from applying.
• Do not use descriptors like able-bodied, healthy, young, single/married, clean-shaven or "strong English-language skills," which exclude people belonging to specific demographic groups.
• Emphasize your department’s commitment to diversity and inclusion.
  • While you can simply state that you are “an equal opportunity employer,” a statement in your own words is more powerful and demonstrates your organization’s strides toward becoming a more welcoming and inclusive place to work.

At a maximum of 500 characters (including spaces), graduate assistantship descriptions  should include:

• a clear and detailed description of duties and, if relevant, expected outcomes or deliverables.
• an estimate of the required time commitment.
• performance expectations.
• required qualifications.

Required qualifications should include:

• a completed undergraduate degree.
• advanced organizational skills.
• interpersonal skills, including a commitment to equity and inclusion.
• demonstrated knowledge of content, materials and techniques taught in the course (for teaching assistant positions).