Recruiting talent has become more competitive as the candidate market strengthens.
In order to have a wider pool of candidates that will add value and different perspectives to your organization, refresh your job description to attract more candidates that would have not applied otherwise.
Here are some quick and practical tips to ensure that your job descriptions are inclusive.
1. Use “they” instead of “he or her” or “s/he. This is a free Gender Decoder for Job Ads
2. Limit required skills to those that are true “must-haves”. Especially regarding education, company-specific processes that require training regardless of experience and levels of seniority.
3. Show candidates that’s there’s room to grow at your company! It’s a candidate's market which means that the desirable talent you truly need may not want to make a lateral move or may not apply if they feel they are “underqualified” or even “overqualified”.
4. Aside from the EEO statement, be sure to include your organization’s commitment to Diversity, Equity and Inclusion and any inclusive benefits your organization offers, such as parental leave or work from home arrangements.