As the labor market continues to tighten, competition for top talent is increasingly fierce. Creating a clear and concise job description is a must if you want to ensure that you are reaching the right job seekers. However, you also need to be highly aware of the language you use when creating these descriptions.
Certain words or phrases aren’t inherently inclusive and may lead some skilled professionals to avoid applying. So, how do you factor in inclusivity when writing a job description? In addition to crafting an effective EEO (Equal Employment Opportunity) statement, there are several ways to signal to candidates that you value inclusivity. Here are four recommendations to get you started.
1. Avoid gender-specific, gender-coded, or culturally insensitive terminology.
According to a study published in the Journal of Personality and Social Psychology, job descriptions that feature masculine-sounding language can make female candidates feel unwelcome. While removing gendered pronouns is certainly essential if you want to promote inclusivity, going further is also necessary.
Terminology that comes off as aggressive or competitive often skews the gender balance of the applicants, leading to more male candidates. According to research by Textio, “rockstar,” “dominate,” “tackle,” and “all-star” can all fall in this category. Additionally, describing your environment as a “high-performance culture,” “ruthless,” or even “fast-paced” can have a similar effect. In contrast, phrases like “lasting relationships,” “passion for learning,” and referring to your employees as “our family” increase the number of female applicants.
It’s also important to note that certain descriptors can be viewed as culturally insensitive. While many companies began adding terms like “ninja” or “guru” to their job titles in an attempt to be edgy or quirky, they have cultural origins, and some may feel that using the word is appropriation.
2. Make sure your “must-haves” genuinely fall in that category.
It isn’t uncommon to shoot for the stars when creating a job description if you need to fill a role. Creating a lengthy must-haves list may seem wise. After all, there is a chance that your perfect candidate is out there, so why not aim for them?
The issue with this approach is the response rates. On average, men may apply to a job as long as they meet at least 60 percent of the requirements. However, women are much less likely to apply if they have anything less than 100 percent of what is on the list.
Instead of adding all of your “nice-to-haves” to the requirements list, limit the “must-haves” to the skills and experiences that are genuinely necessary on day one. Then, include everything else in a secondary category, such as the aforementioned “nice-to-haves.”
Alternatively, if you prefer to use only a single list, consider softening the language you use to describe anything but the essentials. Phrases like “familiar with” is a bit ambiguous, so candidates with any level of knowledge may be willing to apply. Similarly, adding a note that says “any combination of these skills” also sounds less rigid.
3. Skip the corporate jargon, acronyms, and insider language.
While it may seem odd that corporate speak might not be appropriate in job descriptions, it can actually harm your inclusivity goals. What you may view as common jargon could be unfamiliar to candidates whose first language isn’t English. As a result, they may assume that they aren’t qualified merely because they are unfamiliar with insider phrases.
Additionally, the heavy use of jargon could prevent young talent from applying, especially when used in entry-level positions where the target applicant wouldn’t have a substantial amount of experience. Again, it leads them to assume that they aren’t sufficiently qualified, even if they could thrive in the role.
Ideally, when you craft a job description, you want to act as if no one is familiar with the lingo. This ensures that there aren’t any mystifying acronyms present or terminology that may be new to a non-native English speaker.
4. Mention inclusive benefits and perks in your descriptions.
Benefits like on-site childcare or subsidies, paid family sick leave, paid parental leave, and family health insurance can all qualify as inclusive benefits. They make managing personal obligations easier and make the environment feel more family-oriented and welcoming.
Flexible work options can similarly be viewed as an inclusive benefit as it makes handling personal obligations simpler, such as caring for ill children or aging parents, and promotes better work-life balance. Telecommuting options can also appeal to applicants with disabilities. If the ability to perform the work remotely is something you intend to offer, make sure to add this detail to your job descriptions.
Further, discussing the availability of reasonable accommodations and overall accessibility can increase the likelihood that a person with disabilities will consider applying. Not only does this show that your company is prepared to support individuals who may require accommodations, but it also increases the odds that you’ll be seen as an employer who values candidates with disabilities as you are speaking directly to their needs.
Since unconscious bias can easily work its way into your job descriptions and standards regarding inclusive behavior change often, reviewing the information regularly and focusing on inclusivity is a must. This ensures you are appealing to the broadest selection of candidates, increasing the odds that you can reach your diversity goals and find the top talent you require to thrive.
Optimize your entire hiring process to reach more diverse candidates – download our report on what underrepresented candidates want in the workplace here.
