There’s something off about how job descriptions are written in allied health, education, and clinical settings. Too often, they read like a checklist of must-have experience - as if people aren’t capable of learning, growing, or being mentored.

Leadership is human and your hiring practices and job descriptions should reflect that. Whether you're bringing on clinical or administrative staff, your values should be front and center.

So let’s rethink the job description. Here’s what needs to change:

1. Stop Letting AI do all the Writing

Job descriptions shouldn’t sound like they were written by an algorithm.  Of course, use robots to help you, but you should be doing the heavy lifting.  

If your job post reads like a compliance checklist and not a real invitation to join a team*, it’s time for a rewrite. Speak like a person. Let your values show. And if mentorship or cultural humility actually matter in your workplace, say that - not just “coaching and diversity are a plus.”

*Team of one? That’s still a team, and a powerful one at that. 

2. Replace “Ideal Candidate” with “Here’s What We’ll Support You With”

Let’s be honest:  most “ideal candidates” don’t exist.  

Instead of asking applicants to prove they meet every bullet point, try showing what kind of support your team provides. Do you offer mentorship? Flexibility? Protected time for documentation or learning? That’s what people want to know.

3. Get Real About What Actually Matters

In our fields, yes, education and licensure are required. But there’s a difference between needing a master’s degree and needing 5 years of experience doing the exact same thing at a practice 10 miles away.

Be clear about what’s required (e.g., licensure, background checks) versus what’s preferred (e.g., bilingual skills, experience with a certain population). Then, be transparent about how you’ll support folks in growing into the role if they don’t check every box.

4. Shift from “Fit” to Alignment

Hiring for “fit” often becomes a coded way to maintain the status quo. Hiring for alignment is different.  Want a team that actually reflects the communities you serve? Then stop trying to hire people who act and talk exactly like you. Instead, highlight the values your team lives by and then follow through on them.

5. The Best Job Descriptions Tell the Truth

If the caseload is intense but the team is tight-knit, say so.

If you're a small practice still building systems, be upfront, but also share the vision you’re working toward.

And if the job offers meaningful work with mentorship and flexibility, let that shine. You don’t need to compete with giant healthcare systems on salary alone if you’re offering humanity where they can’t.

When you write your next job description, let it reflect the culture you’re building and the way you value people.

​​