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Last updated on 2024年5月23日

How do you tailor a job description to attract diverse applicants?

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Crafting inclusive job descriptions is pivotal in today's diverse job market. When you're aiming to attract a broad range of applicants to your company, the language and structure of your job postings can significantly influence who applies. By being mindful of the wording and requirements listed, you can ensure that your job descriptions are appealing to a diverse audience, which can bring a wealth of perspectives and skills to your business.

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Chad V.

Chief Revenue Officer at APW Property - UK Property for Expats | BBA | CPSL?
Shubham Patel (He/Him)

Building @MoEngage

1 Inclusive Language

To attract a diverse pool of candidates, it is essential to use inclusive language in your job descriptions. Avoid gender-coded words like "rockstar" or "ninja," which may unconsciously deter some applicants. Instead, opt for neutral terms that resonate with a wider audience. Ensure that the language is welcoming to individuals of all backgrounds, and be explicit about your company's commitment to diversity and inclusion. This approach signals to potential applicants that you value a varied workforce and that they would be entering an inclusive workplace environment.

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Shubham Patel (He/Him)

Building @MoEngage
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1.Use neutral terms like "expert" or "professional." 2.Explicitly state your company's commitment to diversity and inclusion, Mention diversity initiatives or employee resource groups. 3.Emphasize Growth and Development, Mention mentorship programs or training opportunities. 4.Detail benefits that support work-life balance, like parental leave or wellness programs. 5. Include statements that welcome applications from underrepresented groups.

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Rogyata Bane

Formation, audit et enquête RH en Diversité, égalité, Inclusion
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Pour avoir de la diversité parmi les candidats, il est essentiel d'utiliser un langage inclusif dans lequel tous les profils peuvent se reconnaitre et postuler. A cette fin, il est essentiel d'éviter les discriminations indirectes. Ainsi, il faut proscrire les mentions tels que "jeune dipl?mé" "métier d'homme", "lieu de résidence imposé"; A contrario, il faut privilégier les compétences objectives, utiliser une écriture inclusive qui s'adapte à tous les genres, employer des termes neutres.

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2 Role Clarity

Ensure that the job description provides a clear and concise overview of the role without unnecessary jargon or complex language. This helps applicants from diverse backgrounds understand the expectations and assess their suitability without confusion. Avoid listing excessive qualifications that may not be essential to the role, as this can intimidate or exclude candidates who might otherwise be a good fit but do not meet all the listed criteria. Focus on the core competencies and skills needed for the position, which allows a broader range of applicants to envision themselves in the role.

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Chad V.

Chief Revenue Officer at APW Property - UK Property for Expats | BBA | CPSL?
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Regardless of which kind of candidates you might be looking for, if you wan the best ones - be clear and concise in your role description. Do not copy and paste, ensure there are no spelling errors. Your role description is a reflection of your company. Make it clear what they are to be doing, who they report to, what their targets are going to be and most importantly, what their remuneration is. Nobody want's their time wasted just to find out the job pays less than what they are currently offering.

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Rogyata Bane

Formation, audit et enquête RH en Diversité, égalité, Inclusion
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Il est très utile d'établir et utiliser une grille avec les compétences requises de manière objective. Cela permettra ainsi aux candidats de saisir les attentes du poste de manière claire. Il faut passer de la définition du poste idéal à une définition des compétences nécessaires.

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3 Flexible Requirements

Consider the requirements you list in the job description. Are they all strictly necessary, or could some be learned on the job? By requiring only essential qualifications and being open to varied experiences and backgrounds, you encourage a more diverse range of candidates to apply. Highlight opportunities for training and development within the role, which can appeal to those who are eager to learn and grow, regardless of their starting point.

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Rogyata Bane

Formation, audit et enquête RH en Diversité, égalité, Inclusion
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Il convient de s'assurer que les exigences du poste sont réellement nécessaires. Lorsque le poste se concentre sur les qualifications essentielles, cela permet aux candidats de tous profils avec des expériences variées et/ou atypiques de postuler. Il peut également être très utile de mettre en avant les perspectives d'évolution dans le poste et dans l'entreprise. Ainsi, les candidats pourront plus facilement se projeter.

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4 Cultural Fit

While it's important to find someone who aligns with your company's values, be cautious of emphasizing "cultural fit" too much, as it can be a code for homogeneity. Instead, focus on "value alignment" and the candidate's ability to contribute to and enhance the company's culture. Describe how diversity is part of your company's values and how varied perspectives are not just welcomed but are integral to the success of your team.

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Rogyata Bane

Formation, audit et enquête RH en Diversité, égalité, Inclusion
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Une entreprise avec une culture DEI solide est un atout majeur pour attirer tous les talents. Mettre en avant les valeurs peut donc être opportun. Attention toutefois à ce que les valeurs décrites reflètent réellement la culture de l'entreprise, à défaut cela sera per?u comme des promesses vaines et peut mener à un turn over.

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5 Benefits and Perks

Highlighting benefits and perks that cater to a variety of lifestyles and needs can attract a diverse array of applicants. Mention flexible working hours, remote work options, family leave policies, or other benefits that show your company supports a work-life balance for people from all walks of life. This demonstrates that you understand and are willing to accommodate the different needs and priorities of a diverse workforce.

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6 Call to Action

End your job description with a strong call to action that encourages applicants from all backgrounds to apply. Make it clear that your company is an equal opportunity employer and that you value diversity in your hiring process. Invite candidates to share their unique experiences and perspectives as part of their application, reinforcing that your company is a place where everyone can belong and thrive.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Rogyata Bane

Formation, audit et enquête RH en Diversité, égalité, Inclusion
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Le législateur a prévu une obligation de former les personnes en charge du recrutement sur les discriminations. Pourtant, selon une étude Ipsos et Adecco réalisé en 2023, 40% des recruteurs et responsables RH interrogés déclarent ne jamais avoir entendu parler de cette loi. Par ailleurs, la plupart des recruteurs n'ont pas l'intention de discriminer intentionnellement et les biais cognitifs jouent un r?le majeur dans le choix des candidats. Par conséquent, il est donc essentiel de former les personnes en charge du recrutement sur les discriminations ainsi que les biais cognitifs.

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How do you tailor a job description to attract diverse applicants?

1

2

3

4

5

6

7

1 Inclusive Language

2 Role Clarity

3 Flexible Requirements

4 Cultural Fit

5 Benefits and Perks

6 Call to Action

7 Here’s what else to consider

Business Management

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How do you tailor a job description to attract diverse applicants?

1

2

3

4

5

6

7

1 Inclusive Language

2 Role Clarity

3 Flexible Requirements

4 Cultural Fit

5 Benefits and Perks

6 Call to Action

7 Here’s what else to consider

Business Management

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