I think easier said than done. Remember requirements make HR in government a lot easier - checklists of yes or no or rated items allow you to parametrize and rate your candidates; a rating system provides some set of rules interviewers can point to and say: we looked at your skills, not at unfair personal details (like gender or race or whatever) - and so we were not biased (except towards veterans and other govies as required by law under xxx OMB article). Part of this is likely a systemic issue.
The thing is what you parametrize and give points for can be considered optional and chances are good you don't have to put any of the hard marks in the actual posting. Engineer your post lighter on requirements to entertain a wider group and use the current list to rate the ability instead.
On Tue, Aug 14, 2012 at 2:25 PM, Philip Sharp <philip@kerzap.com> wrote:
Paul -
If you have the time, I think it would be great if you could reverse
engineer the problem. Figure out the type of person you want, figure
out what jobs they are taking, and then look at those job
descriptions. I wouldn't apply for this job because I don't want to be
in the government/contracting ecosystem, but I'll still offer my 2
cents: your being held back by HR. This job description with it's long
exposition and even longer set of requirements screams "Bureaucracy!"
Play up the good side--your coworkers (or their coworker's coworkers)
just landed a robot on Mars and this description is as dry as one for
writing dental office scheduling software. "Strong interest in NASA
and earth science" should be first on your desirables list. If you're
looking for somebody to learn quickly, move all of the non-essential
requirements to the second list. You can probably even remove half of
them, especially the design and UI/UX parts. If you need that, hire
for that.
- Philip
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