Tips for Crafting Highly Inclusive Job Descriptions

Tips for Crafting Highly Inclusive Job Descriptions

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Believe it or not, the first step in assembling your all-star team isn’t coming up with a great set of interview questions or arranging an exceptional training program — it all starts with the perfect job description. The job description is your candidate’s first interaction with your company, so taking the opportunity to make a lasting impression is key.

When hiring, you want to write a job description that encourages all great candidates to apply. However, it’s far too easy for certain words and phrases, “required” skills, and other subtle cues to slip in and make perfectly qualified, competent people feel unworthy of even applying.

Here are a few simple tweaks you can make to your job descriptions appeal to a multitude of highly skilled, one-of-a-kind candidates.

What needs to be included?

Recall the last time you were looking for a job. What were the things you wanted to know? You’ll want to provide as much information as you can about the position, from daily tasks and responsibilities to the salary range and any perks and benefits associated with employment.

  • A specific job title
  • A summary of the job that catches seekers’ attention
  • Details about what makes your company unique
  • The exact job location
  • The core responsibilities and duties of the position
  • A more granular look at the day-to-day activities of the position
  • Include information on how the role fits within the organization
  • A list of the necessary hard and soft skills needed to get the job done

Language is crucial.

Even something minor—like a word—can affect whether or not you are attracting a diverse talent pool. And, with diversity and inclusion among the biggest and most important trends in talent acquisition, companies need to make sure the job descriptions are inclusive, too. A few things you can check for to make sure your job descriptions are as inclusive as they can be are:

  • Avoid gendered words. Even if the word isn’t outright gendered, certain words like “ninja” and “guru” can turn some applicant’s off, so it’s best to avoid them altogether. The Gender Decoder tool can tell you right away whether your job ad leans too much towards either feminine or masculine-coded words.
  • Limit job requirements to only the essentials. For the requirements, soften your language with terms like “familiarity with,” “some experience in,” or “extra points for.” Even if you as an organization know there’s wiggle room on qualifications, candidates don’t see it that way.
  • Omit jargon. It can be intimidating to applications who have the skills but come from less traditional corporate backgrounds.
  • Mention your commitment to diversity and inclusion in the job description. Eliminate any confusion about whether or not diversity matters at your company immediately.

Highlight inclusive benefits.

Candidates are evaluating cultural diversity when they research your company and when they look at your job posts. If they’re interested in working in an inclusive workplace, stating your values can help someone decide if they want to spend 40-plus hours a week in your office. It is important to show your inclusive workplace on social media as well. If you are looking for tips, learn how to be more inclusive during the holiday season at the workplace.

Do you offer great benefits or parental leave? Summer Fridays, flex hours, or a 37-hour workweek? Do you offer continued education opportunities? Boast a wellness program? If you’re committed to something as a company, say it loudly and frequently!

As a female-owned boutique staffing agency in RI, City Personnel’s mission is to attract a highly skilled and diverse talent pool. We search for candidates with unique outlooks, skills, and experience who use their perspectives to work toward a shared goal. Our objective is to provide an effective and inclusive preview of the position that is welcoming and motivating to a candidate.

If your job ads are imbalanced, your company could be missing out, too. Hiring doesn’t have to be hard, but it can definitely feel like it sometimes, especially when you needed to fill that position yesterday. City Personnel can help keep the process simple and synchronized by optimizing your recruitment process. See for yourself, and lets us help you achieve a diverse workforce today.

‍Now that you know more about inclusive and diverse job descriptions, learn how to identify your own biases before recruiting.

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