Finding diverse talent usually starts with a focused job posting. Employers who are looking to expand their staff, know the language they choose for their listing is the first step to creating a more inclusive workforce.
Main elements of a job posting
The job listing is the first piece of communication between an employer and a candidate. Its purpose is to both attract and inform job seekers of the needs and expectations of the company. According to Indeed, a job listing typically includes:
In every part of the job listing, an employer has an opportunity to signal they are an inclusive company that is actively seeking to hire a diverse staff. Some of the best practices to achieve this goal use the following strategies:
Using neutral language
Sometimes one word can make the difference of who will want to apply for a position. While advertising for a salesman is no longer a standard practice, using terms like rockstar, guru, or ninja can also have a masculine tone.
The company, Buffer, found using the word hacker instead of developer, resulted in only 2% of women applicants applying for their position because they didn’t relate to that term. Often, when an applicant can’t identify with the language in the listing, they'll apply to a different job thinking it’s a better fit.
Words to avoid that can indicate bias
Able-bodied - this term usually signals excluding candidates with disabilities
Recent college graduate - could indicate a bias toward older workers
Salesman or saleswoman - focuses on gender versus position such as sales representative
He or she - this can exclude non-binary candidates who prefer using the pronoun they
Company values need to be clear
According to Linkedin, the average job applicant spends 14 seconds scanning a job posting before they decide if they want to apply for the position. Many candidates are looking to see if the company aligns with their values. Some ways an organization will communicate their commitment to inclusivity will do so by expressing:
Authenticity - using an authentic conversational tone when describing inclusive policies
Clarity - clearly describing the values and expectations that foster an inclusive environment
Proof - awards received that indicate the company is recognized as an inclusive employer
Position requirements need to be carefully selected
While listing every requirement in the job posting can be comprehensive, it can also be a way to limit the pool of candidates who apply. According to an internal Hewlett Packard report, women who didn’t have a 100% match to the job requirements tended not to apply. Whereas, men who had a 60% match would apply.
When this was examined further with a survey by Harvard Business Writer Tara Sophia Mohr, it was found that women would follow the guidelines of who should apply. According to Aaron Smith, COO of the OMNI Institute, instead of listing a checklist of qualifications, it can be more effective to describe what the role will achieve within the first year. This gives applicants a better idea if they can reach those goals and often encourages more people to apply.
Determine if a college degree is necessary
Many employers will need applicants to have earned a specific college degree for certain positions. However, if the job doesn’t require a degree, and it’s more of a preference, then not including an educational requirement can expand the pool of applicants.
By emphasizing both work and life experiences, those candidates who didn’t attend college but have other knowledge would be encouraged to apply. Or if they learned skills in one industry that could be transferred to another field, that could benefit the employer with a fresh perspective. Examples of transferable skills that can enhance your job listing include:
Be aware of compensation transparency and equal pay
When an employer shares the salary range for a position it shows they are willing to be transparent about the compensation for the position. In contrast, not sharing the salary information can leave an applicant wondering if there’s a salary gap between the genders. Which according to the U.S. Department of Labor, on average, is less, or about 84% of what men are paid when both genders work full-time.
Benefit wording should be inclusive as well
The benefits an employer offers should not be specific to only one type of lifestyle as it can exclude those who don’t experience the same situation. For example, childcare is a benefit that could attract working parents but not someone who doesn’t have to care for school-aged children. Having a variety of benefits that address different lifestyles will show how the company cares about the entire staff. Some examples of benefit language that could apply to all employees include:
Clarify the details of work location
Most applicants will look at a company’s location to determine if the job will have commuting costs to a physical office, or if the job is remote. A study by Owl Labs in 2022 found that the difference in monthly expenses was $863 for going to the office versus $432 for remote work which equaled an additional $5,172 per year. Unless the company offers benefits related to commuting, gas, or lunch expenses these additional costs could make the job unaffordable for some applicants.
Consider posting location and application process
Where you decide to post your job listing will determine the applicants who are likely to see the job. If you want a wider outreach for diverse groups, niche job boards in addition to larger platforms is preferred. Also, making the application process accessible to everyone, including candidates who need accommodations, and providing contact information, shows consideration for all applicants.