Five Tips to Craft Inclusive Job Postings That Actually Attract Diverse Candidates
Every company wants to hire the best talent, right? But here's the kicker - most are still struggling to attract diverse candidates. Why? Because they're stuck in a time warp, recycling outdated job descriptions that scream "exclusive club." Their workplace has evolved, but job descriptions and postings remain outdated. The company might promote a culture of diversity, equity and inclusion but no one remembers to go back into job descriptions and postings to check if the language is exclusive and discriminatory.
Every person attaches certain feelings to specific words. If I see the word “Korean BBQ”, my first thought is “when?”. This is the same for words related to work. A university study found that words like "ambitious, confident, decision, logic(al) and superior," attracted more male applicants while words like "compassion, emotion(al), interpersonal, sensitive, and warm" attracted more female applicants. WTF? A study by Appcast, a recruitment advertising company, found that by removing those types of words from job postings, companies saw nearly 30% more applications per job compared to ads with both male- and-female coded words. More applicants? Yes!
However, updating a job posting is only one step in the process of capturing the attention and recruiting diverse talent. A company’s website, social media, internal communications and culture need to be on the same page as what’s being promoted. It’s not just posting a job, it’s building an employer brand…and then following through with it.
A wake-up call was due like yesterday. Let's break free from outdated recruitment practices and harness the power of diversity with a commitment to crafting more inclusive job postings. Here’s five tips to get you started:
Tip #1 - Lead With Sensitive, Thoughtful and Inclusive Language
Job postings will either attract or repel candidates. You may not intentionally be giving potential candidates the ick, but your job posting sets the tone from the moment they read it. Speak to all applicants with language that says, "We see you!" Toss out gender-specific pronouns and use words like “you”, “they”, or “this individual”. Ditch “ninja”, “rock star”, or “guru” - unless you're starting a circus. Make it jargon-free for individuals who are dyslexic or autistic. Remember, be inclusive or be ready to deal with the consequences from the EEOC.
Tip #2 - Ditch Superficial Requirements And Be More Intentional
Don't scare away talent with a laundry list of unnecessary requirements. Ditch the fluff by eliminating requirements that aren’t essential to the job function. Do you really need someone with a PhD in quantum physics to capture meeting notes? You don’t. Every requirement bullet in your job posting is another line of exclusion. Don’t ask for experience with a specific software if the hire can easily be trained on it. Generalize areas where transferable skills would be acceptable. Be intentional, drop non-essentials by separating them into a “nice to have'' category, and watch your candidate pool flourish.
Tip #3 - Emphasize Your Commitment To Creating A Workplace Of Belonging
Show your true colors! Candidates want to know where you stand on social and racial issues. Be open about your commitment to equality and diversity. Highlight the elements of your work culture that would appeal to many, such as domestic partner benefits, paid family leave, employee resource groups, etc. Forget the frat-like culture perks (“keg on tap, bro” and “late night work sessions”). Older workers matter too, so get rid of ageist language that might make people who aren’t in their 20’s and 30’s uncomfortable (“young and energetic” and “party atmosphere” can be problematic). Be transparent about flexible work practices, support for employees who actually have lives outside of work, and shout from the rooftops that you're an equal opportunity employer. Be the company everyone wants to work for!
Tip #4 - Include the Feedback and Perspective of Current Employees
Don't be a lone wolf and get the team involved. Job descriptions are most inclusive when they evolve as the job changes. They should be updated at least annually and include input from the individuals doing the job. Get feedback from your current employees and avoid long-winded job descriptions that confuse everyone. Be realistic about what a new hire should achieve in the first 90 days and what training they can expect. You’re not going to find the perfect person (because they don’t exist), you’re looking for the person with the skills to do the job.
Tip #5 - Be Consistent in Your Process
Level the playing field! Remember, only posting on sites like LinkedIn have biases of their own. Be purposeful, actively seek inclusivity by utilizing a variety of job sites that focus on underrepresented workers, and let those diverse candidates find you. Ask everyone the same questions based on your company's values and the skill set needed to do the job, not your own assumptions about names, schools they attended, and where they’ve lived. Consider reviewing applications blind to reduce your own bias - names are so last season.
Ready to revolutionize your hiring game and build a truly diverse organization that attracts and retains top talent? Let's chat!!