A Champion’s Perspective: Job Descriptions Often Read Like Internal Compliance Docs
The final steps between interview and offer can make or break a hire, and in Kansas City's competitive tech market, understanding this "last mile" is essential for both employers and talent.
We reached out to KC TechBridge Champion Courtney Roberts, manager of talent acquisition at Children’s Mercy, for insights on streamlining the hiring process, demystifying job titles and helping pending graduates successfully navigate their way into KC's tech workforce. Here’s what she said:
Q: From your perspective, what does the last mile between a promising tech candidate and a signed offer really look like in your organization?
Our leaders generally have a strong understanding of their respective talent markets, but we as recruiters work to keep the process on track.
When we receive outstanding feedback from an interview, it’s important to move quickly on next steps—whether that means scheduling another round or preparing an offer.
Ideally, I like to secure any necessary “exception” approvals in advance to avoid delays. As we know, one of the most common reasons for candidate drop‑offs or declines is a prolonged gap in communication from the employer.
Q: As we learned, navigating job titles and descriptions can be complicated for candidates. If you could redesign how our region communicates expectations to pending graduates, what would you change first and why?
Titles like “Coordinator,” “Specialist,” or “Analyst” can vary widely in scope and responsibility. Create a regional job title glossary that pairs each title with a plain-language summary of responsibilities, typical career progression
(e.g., “Coordinator → Specialist → Manager”), and common skills required.
Current descriptions often read like internal compliance documents rather than clear guides for applicants. Could we rewrite them to be more relevant to the candidate to including something like:
A day in the life section (what a typical day looks like in this position)?
Top 3 skills or behaviors that matter most and how you will use them in this role?
What are the growth opportunities beyond this position? (This is a very common interview question that could be answered in the job description when applying.)
Q: If you were sitting with a group of pending tech graduates in Kansas City today, what are the top three pieces of advice you would give them to successfully navigate the last mile into their first tech role with your company?
When speaking to new graduates from any field, I always share the same advice: include a cover letter whenever possible. A cover letter gives you the chance to highlight what sets you apart from your peers and explain why you’re interested in the role. It allows you to tell your story beyond the basic education and experience listed on your resume, which is probably identical to those of your peers.
I also recommend tailoring their resume to each job they apply for. Many companies use AI-driven screening tools for the initial review, and if their resume lacks the keywords employers are looking for, it may be automatically disqualified. I reiterate to review the job description carefully and incorporate relevant keywords to clearly articulate their experience. This increases their chances of passing the AI screening and moving forward in the process.
Want to be part of shaping KC's tech talent future? Stay connected with KC TechBridge for upcoming workshops and opportunities to contribute.
