Wiz Writer 
3 ways to create inclusive job descriptions
Last updated on October 25th, 2022 at 12:06 pm
Global – Diverse recruiting starts with comprehensive job descriptions that should allow people from all walks of life to apply for jobs. Don’t know where to start? In this article we will try to help you with this.
Use gender-neutral language.
Writing gender-neutral job descriptions can help you attract a more inclusive, broad, and balanced selection of candidates. Unfortunately, gender words are still found in many job postings.
Studies show that women feel they need to complete 100% of the job requirements before applying, while men often use them after only 60% of the requirements are met.
According to the LinkedIn Gender Insights report, women are more selective when applying for jobs. They tend to stay out of the conversation and submit fewer job applications than men.
Use gender-neutral words to write a job description that appeals to both men and women.
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Avoid similarity bias
Similarity bias shows when a hiring manager favors a particular applicant because they have a similar background.
To learn and understand the various similarity biases when writing a job ad, read on:
- GPA Bias – New graduates are recruited based on achieving GPA or GPA.
- Prejudice against college or university. Some managers may be biased against candidates from top colleges, especially if they also went to a top university.
- Club membership bias. The hiring manager may select a candidate because they belong to the same sorority, membership, or groups.
- Religious Bias – Shows when a hiring manager favors one candidate over another because they share the same faith or religion.
Location bias – bypassing a candidate because they lived too far from their place of work.
Avoid exclusionary language
Your choice of words tells the applicant how open your organization is to certain underrepresented groups.
Applicants may feel they are not good enough to apply due to intimidating language or even not sure what the position entails.
Adjectives such as “energetic”, “fast-paced” or “who can give 110%” indicate that your company is looking for a young employee who can work long hours.
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Avoid using buzzwords
During an online discussion, Rutger’s students were asked to share their biggest concerns about job descriptions. Over 60% of respondents cited uncertainty as their top concern when reading job descriptions.
Some felt that job descriptions were too detailed, especially those filled with corporate jargon and buzzwords, making the application process inhumane.
It’s like an organization trying to hire a machine instead of a human employee with ideas and the ability to contribute to the culture.
