What are the best ways to make job descriptions accessible for all candidates?

Speak Clearly and Inclusively: Use plain, straightforward language to make sure candidates easily understand what you're looking for. Avoid using complicated jargon, and opt for gender-neutral terms to welcome everyone. Organize it Thoughtfully: Start with a catchy job title and a brief summary of what the job entails. Use bullet points or short paragraphs to break down the job responsibilities and requirements. Put the Most Important Stuff First: Candidates want to know the essentials upfront. So, make sure to mention key details right at the beginning, like qualifications and where the job is located and required skills

-Use Clear Language -Provide Flexible Options -Focus on Essential Functions -Use Inclusive Language -Use clear industry jargon

Less is more when it comes to job descriptions. Focus on the essentials and you’ll start seeing people with more diverse educational backgrounds.

Consider using gender-neutral language for better chances of attracting a broader scope of diverse talent. Statistics show a wide gap between the number of men versus the number of women who apply for jobs. Far less women seem to be applying to jobs due to fear of not being qualified. This can be partly attributed to a lack of gender-neutral language in job descriptions. Try it out!

To ensure job descriptions are accessible to all candidates, keep it simple and easy to understand. Avoid using complicated words or acronyms. Use a font that's easy to read and a decent font size. Organize the text with headings, bullet points, and short paragraphs to make it clear

You'll want to stray away from fancy formatting, to ensure it is legible for everyone. Keep it simple with black text on a white background, choose a size font that is a good size that won't strain your reader's eyes. There are also accessibility document checkers that can be used to ensure your document is accessible to all!

Enhancing text readability in job descriptions is crucial to engage a wider audience. Employ formatting techniques like headings, subheadings, bullet points, and white space to facilitate easy scanning. Maintain a legible and consistent font style and size. Steer clear of excessive use of uppercase, italics, or bold text, as these may hinder readability. Be mindful of contrast and color choices, ensuring they don't impede text visibility or comprehension. For instance, avoid relying solely on red or green for indicating essential or optional details, as color-blind individuals may face difficulties distinguishing them. Making your job descriptions reader-friendly promotes inclusivity in your recruitment efforts.

I always break down long paragraphs or job descriptions into bullet points, use clear headings, and use an easy to read font like "Arial". This way, I'm not just listing qualifications.

A clear front on a plain background is what works best and is most accessible to all. Fancy formats and fonts won't do you any favors here, and you could potentially miss out on a candidate who won't apply because they are overwhelmed by such detail or they have difficulty reading it. Also, make your adverts as screen reader-friendly as possible - avoiding overly complex layouts and clear, descriptive headings

Avoid using industry jargon, lengthy text, and mentioning pizza perks (I love pizza, but it's not a job motivator). P.S. No pineapple on pizza.

As much as PDF and word documents are 2008 it's all about providing that experience in a new light. Which is 2023, Videos, Podcasts and making it more Digital. You can't really gauge a culture off a bunch of words but interviewing the hiring managers, showcasing the teams, the enviroment really show people what it's about. People want more then just words.

#1: a job description is not an ad. If you want to provide a link to it for people to read, great, but a description is all about what you as the employer want and an ad is about what job seekers are looking for. #2 “save the details for the interview”? No way… give job seekers clarity about what it’s like to work for you and specifics about things like working environments, culture, values, growth opportunities, etc. The most qualified candidates have options and by holding back the details that most matter to them you are reducing your applicant flow. #3 get clarity about your ideal candidate. I suggest you ask your managers for “who” they would like to clone and then talk to those employees about what they love about the job!

Wherever possible, create audio or video versions of your adverts and JD's. Avoid auto play media - let the individual control the start/stop of media playback. If your job advert contains images, you can ensure that you provide descriptive alternative text for each image.

Enhance job description accessibility by offering diverse formats like audio, PDFs, and inquiry options. This accommodates candidates using screen readers, voice assistants, or facing connectivity issues. Improving accessibility widens the pool of talent.

In addition to the standard text in a job description, try providing video descriptions or even an AI Chatbot to answer questions.

To make job descriptions truly accessible, thorough testing is key. Employ online tools like WebAIM or WAVE for assessments. Seek input from diverse sources: employees, customers, partners, and candidates with varying abilities and backgrounds. Continuous feedback helps improve accessibility and inclusivity.

Ensuring accessibility should be an ongoing commitment. Seek feedback from candidates with disabilities, conduct accessibility audits, or simply ask yourself what is necessary for this job description. Nobody likes redundancy.

Testing and gathering feedback is a crucial practice in achieving inclusive job descriptions. Using online tools like WebAIM and WAVE to assess accessibility can uncover issues that may need addressing. Seeking input from various stakeholders, including current employees, customers, and partners, is a valuable source of feedback to refine your job descriptions. Inviting candidates from diverse backgrounds and abilities to apply and share their experiences provides real-world insights into the accessibility and inclusivity of your recruitment process, ultimately helping you make necessary improvements.

To effectively test and improve accessibility: User Testing: Engage individuals with disabilities to test your materials and provide feedback. Accessibility Audits: Conduct regular accessibility audits using tools like screen readers and automated testing software. Compliance Check: Ensure your content complies with accessibility standards like WCAG. Feedback Mechanism: Encourage candidates to report accessibility issues and act on their feedback promptly. Training: Educate your team about accessibility best practices and compliance. Continuous Improvement: Regularly update and enhance your accessibility features and options.

Job descriptions are dynamic. The storytelling behind them need to be up-to-date according not only to requirements, but also to the whole EVP that they express, which changes from generation to generation and to the current zeitgeist.

Job description accessibility is an ongoing commitment. Periodically review and update your descriptions in line with changing business and market dynamics. Monitor recruitment metrics and evaluate how job descriptions impact application rates, diversity, and overall quality of candidates. Stay informed about evolving best practices and accessibility standards to ensure your job descriptions remain inclusive and accommodating for all candidates.

Let's face it, job responsibilities and advances in new technology like artificial intelligence are constantly changing daily tasks. This is why whenever a repeated job description is posted, I ask myself if anything has changed that should be reflected in the job description.

To maintain up-to-date job descriptions: Set a Schedule: Establish a regular review schedule, such as every six months. Gather Input: Involve team members to gather fresh insights and expertise. Remove Irrelevant Details: Eliminate outdated requirements or responsibilities. Include Emerging Skills: Add new skills or qualifications that have become important. Update Terminology: Use contemporary language and avoid jargon. Check for Bias: Ensure descriptions are free from biased language. Align with Company Goals: Reflect any changes in company objectives or culture.

Job descriptions are a two-way street. It's not just about what you want from a candidate. If you want to attract top talent, make sure to include words like: - We provide you with... - We support you to... - We invest in your... - We help you to... - You get the chance to... Highlight the benefits of joining your team. Make it about them! Write for your candidates. Not your ego.

Make it readable for everyone. This means considering candidates with visual impairments. Use a font that's easy to read and ensure your job postings are compatible with screen readers. It's like putting up signs in braille alongside the regular ones. Don't forget about the power of video or audio descriptions. These can be more accessible for some candidates, like those with dyslexia. It's like offering both a menu and a waiter who can describe the specials. Promote your commitment to diversity and inclusion in the job description. Mention any relevant policies, accommodations, or benefits. It's like saying, "Hey, we truly value and welcome everyone."

-Clear Language: Use plain, unbiased words, avoiding industry jargon or gender-specific terms. Ensure job descriptions are easy for all candidates to understand, irrespective of their background. -Simplified Format: Enhance readability with a clean, organized layout. Utilize headings, bullet points for qualifications and responsibilities, and ample white space to prevent text overload. -Essential Qualifications: Prioritize key qualifications for the position. Clearly distinguish "must-have" from "nice-to-have" skills. This aids quick candidate assessment and attracts a diverse applicant pool by avoiding overly strict criteria.

Something else to consider: Emoji skin tones can play a role in promoting inclusion and making people feel welcome. Here are some tips for using them effectively in job postings: - Use a range of skin tones in your emojis to reflect the diversity of your candidate pool. - Use skin tone modifiers for emojis that represent people, such as ?????,?????, or ?????. - Avoid using emojis that represent negative stereotypes or perpetuate cultural biases. - Keep the use of emojis balanced and tasteful, and avoid overusing them, as it can come across as unprofessional. - Always keep in mind that words are still the most powerful tool in conveying your message and promoting inclusion.

A job description should be a conversation starter, an invitation to dialogue. It's not just about who fits the role, but about what the role can become with the right person. Expectations meet possibilities, inviting candidates to envision their growth and impact within the company. This narrative approach welcomes a wider, more diverse range of applicants.