Creating a job post that attracts a diverse pool of candidates in a competitive market starts with eliminating bias in your word choice. The language you use can subtly signal who you’re looking for, even when you don’t intend to. Here’s how you can ensure your job posts are inclusive and welcoming to everyone:
1. Use Gender-Neutral Language
Certain words can unintentionally appeal more to one gender than another. For example, words like “aggressive” or “dominant” may discourage women from applying, while “supportive” or “collaborative” might do the opposite. To ensure you attract candidates of all genders, stick to gender-neutral language. Instead of “he” or “she,” use “they,” and opt for words like “motivated” or “dedicated” that appeal to everyone.
2. Avoid Unnecessary Requirements
Listing too many “must-haves” can deter qualified candidates, especially women and minorities, from applying. Research shows that women often apply only if they meet 100% of the qualifications, whereas men apply when they meet about 60%. Focus on the truly essential skills, and label others as “preferred” to widen your candidate pool.
3. Emphasize Growth and Learning
Instead of just listing tasks, frame the job as an opportunity for growth. Highlight how the role contributes to both the company and the candidate’s professional development. This not only attracts more diverse candidates but also fosters a more inclusive company culture.
4. Be Specific About Commitment to Diversity
Show that your company values diversity by explicitly stating it. Mention your commitment to creating an inclusive workplace and encouraging applications from people of all backgrounds. This helps signal that you’re serious about diversity, equity, inclusion, and belonging (DEIB).
5. Steer Clear of Industry Jargon
Overly technical or industry-specific language can alienate candidates who might bring fresh perspectives but aren’t familiar with the lingo. Use clear, simple language to describe the job and its responsibilities. This ensures that your post is accessible to a broader range of candidates.
6. Review and Revise
Always review your job post with an eye toward inclusivity. Ask for feedback from diverse colleagues or use tools such as a gender decoder or bias checkers designed to check for biased language. A second set of eyes can often catch things you may have missed.
By focusing on inclusive language and thoughtful content, you can create a job post that appeals to a diverse group of candidates, reducing bias in the hiring process. Remember, words matter—they can either open doors or unintentionally close them. Make sure your job post is opening doors to everyone.
Call to Action: Want to learn more about creating bias-free job postings or improving your company’s DEI efforts? Contact us at Beyond Belonging Consulting for expert guidance.
