There is so much competition right now to recruit and hire qualified job candidates. Many businesses are looking at ways to improve their job listings. Taking steps to make your job descriptions more inclusive can help expand your hiring options.
Here are some best practices for making your job descriptions more inclusive.
Use Accessible Language
If your job description is full of corporate lingo or buzzwords, it may discourage industry newcomers from applying. Use straightforward, easy-to-understand language will make your job listing accessible to more people.
Only Ask for Essential Qualifications
When reviewing a job description with the goal of being more inclusive, it’s worth reconsidering whether your initial ideas for qualifications are all necessary.
If your job doesn’t require driving, you may want to consider removing having a driver’s license as a requirement. In a similar vein, you may avoid listing physical strength as a requirement for an office job that doesn’t require regular lifting or manual labor.
Appeal to Non-Traditional Candidates
Include notes in your job description about any features of the job that make it flexible or accommodating. These can help you promote the position to candidates who may not apply otherwise.
For example advertising that the position has flexible hours would allow a parent to leave early to pick up a child from school in the job description. This may pull in applicants for whom that would be a deal breaker.
Mention You’re an Equal Opportunity Employer
Some job descriptions will mention that the employer abides by Equal Employment Opportunity (EEO) guidelines. This means they do not discriminate against employees on the basis of race, color, sex, national origin, age, religion, and other characteristics.
Even though there’s no law requiring you to include a disclaimer that you’re an equal opportunity employer, adding it to your job description may encourage members of minority groups to apply.
Reconsider Experience Requirements
Regardless of the field, most jobs require some type of prior experience. It’s worth thinking carefully about how much experience is necessary to succeed in a position. There are potential implications of the requirements you set.
Requiring multiple years of experience for a mid-level position makes sense. Doing the same for an entry-level position will prioritize those who were able to access internships and other advantageous pre-employment training.
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