A deep dive: Exploring the frustrating chaos of job requirements
Recently, I took a single job category and looked at all the postings in my area to see the requirements listed. The results of my inventory? Chaos! The job requirements varied widely and some were so confusing that I didn’t even know how to advise someone to meet them. It’s clear that job descriptions need some review, better guidance from HR, and more standardization of requirements.
Here’s the example I researched:
Job title searched on Google: Behavioral Health Technician
This role is an entry-level job in hospitals, clinics, and other organizations that care for those with mental health needs.
I reviewed 40 job postings, which resulted in the following takeaways:
Titles: Varied from “Behavioral Health Technician” to “Mental Health Technician” to “Behavioral and Mental Health Tech” to “Psychiatric Tech”
Requirements: Most were high school or equivalent, but some added work history (3 months to 1 year or 30 college credit hours), CNA or UAP certification, 20 or 21-years-old, valid driver’s license, and the list went on.
Then, we get to the preferred qualifications and that is where it really gets confusing. Here you see Bachelor’s degree, 2 years “formal education in psychology” or - year experience or Associate’s degree or CNA certification or direct patient care.
The caution around these “wish list” preferred requirements is that some candidates may “self-select” out and not apply because they don’t think they are qualified.
Imagine yourself being a candidate looking for an entry-level role in behavioral health. What do you need to do to be successful? With the roles defined so differently, I certainly couldn’t answer that question! An action item: As you add entry-level roles in your organization, take a look at not only the job requirements but also the preferred qualifications. Then, compare them to other similar roles in your market and ensure you are in line. If the role is truly entry-level, no experience should be required or preferred!