Every company wants to recruit the best talent. One way they can find this talent is through job descriptions. This strategy can work, but only if you update your job descriptions to capture the attention of diverse candidates. Many companies simply recycle the same old job descriptions. Though their company culture may have changed over the years, their job descriptions may not reflect this. As a result, companies may miss out on recruiting diverse talent.
The language you use can either attract or repel job candidates. This is why crafting inclusive job descriptions is critical to your hiring strategy, says Victoria Hortman, the global people operations manager at Mogul.
If you’re hoping to attract the best and brightest to your team, keep reading. We’re sharing Hortman’s best practices for writing more inclusive job descriptions in this issue of Promotional Consultant Today.
Stay neutral. This means steering clear of gendered words and cultural slang. Hortman recommends using “you” instead of “he” or “she” to speak directly to all candidates. It’s also wise to avoid any cultural slang like “guru” or “wizard,” which may not resonate with diverse applicants. Instead, be clear with your titles and use terms like “sales manager” or “sales rep.”
Be flexible. You can attract more diverse job candidates by staying flexible with your requirements. For example, if your sales reps don’t necessarily need a college degree, don’t list it as a requirement. You can still prefer that candidates have a degree, but don’t include it in the written listing. If your job description includes a laundry list of requirements, you may scare away top candidates with untraditional backgrounds, Hortman notes.
Emphasize diversity, equity and inclusion (DEI). A job description is an ideal place to point out that your company values DEI. Whether you have an equal-pay policy, a mentorship program for underrepresented groups or other offerings, include details in your job description. This can help attract a more diverse pool of applicants.
Stay mindful of age and ability. Hortman points out that 35 percent of workers were born before the internet existed. These experienced job candidates may not be interested in roles that mention “digital natives” or “young talent.” Hortman says the same is true for candidates with different abilities. If you need your employees to help with trade show set up and teardown, don’t include phrases like, “must walk, stand, and lift 50 pounds.” Instead, try more inclusive phrasing such as “must move, be upright and hold up to 50 pounds.”
Share salary ranges. Another way to be more inclusive in your job descriptions is to be upfront with the salary range. If you don’t list this critical information, you may miss out on highly qualified talent. You don’t want to waste anyone’s time by completing an interview and then finding out the candidate needs $20,000 more than you have in your budget, Hortman says. Plus, listing a salary range can help you stand out from other employers. Only about half of companies mention salary, she adds.
This month, consider revisiting your job descriptions. Do they use outdated language or make people guess at salary ranges? You may be inadvertently turning off some candidates. By using more neutral words, emphasizing your company’s commitment to DEI, and being open about your budget, you can expand your talent pool and attract more diverse candidates.
Compiled by Audrey Sellers
Source: Victoria Hortman is the global people operations manager at Mogul, a talent acquisition platform.
Used with permission from PPAI Media