The language we use in job descriptions, which are often candidates' initial point of contact, can either entice or turn away a wide range of applications. We send a message about our work environment and who is welcome in it by the language we use when campaigning for new employees to join our team.
Strong candidates will opt into our hiring processes if the language we use in our job descriptions supports diversity and actively fosters an inclusive work environment by using inclusive language. Likewise, strong candidates may actively avoid us if they get the opposite impression from our job description.
Because of this we should take care when crafting our job descriptions. I try to avoid using gendered pronouns and colloquial phrase that can unintentionally exclude some people. Also, I focus on the essential skills, qualifications, and experiences required for the role rather than specific backgrounds or characteristics. Additionally, I check and then recheck to ensure that any requirements, such as degree preferences or certifications, are truly necessary for the role and not inadvertently excluding certain groups. This allows a broader range of candidates to see themselves as potential fits for the position.
By addressing these areas, you can help create an inclusive job description that attracts a wide range of qualified candidates, fosters diversity, and demonstrates your organization's commitment to building an inclusive workforce.
What are some priorities in your organization to ensure diverse hiring practices?
Comments