Job descriptions are crucial for attracting and hiring the right talent for your organization. However, they can also be a source of bias that can undermine your diversity, inclusion, and fairness goals. In this article, you will learn what biases you need to avoid when evaluating job descriptions and how to write more effective and inclusive ones.
One of the most common biases in job descriptions is the use of gendered language, which can subtly or overtly signal a preference for a certain gender or discourage applicants from the opposite gender. For example, using words like "aggressive", "competitive", or "dominant" can imply a masculine culture, while using words like "supportive", "collaborative", or "nurturing" can imply a feminine one. To avoid this bias, use gender-neutral terms that describe the skills, behaviors, and outcomes you are looking for, such as "driven", "results-oriented", or "team-player".
Years of experience. I just saw a job description that showed, "5-20 years of experience only." If somebody has 3 years or 25+ years and is amazing, isn't that somebody you want to hire?
When evaluating job descriptions, avoid biases related to gender, age, ethnicity, disability, and socio-economic background. Use inclusive language, focus on essential skills and qualifications, avoid gendered terms, and ensure descriptions are appealing to diverse candidates.
1. Gender bias: Avoid language that is traditionally associated with a specific gender. 2. Age bias: Ensure requirements are based on job-related skills and not age. 3. Cultural bias: Use inclusive language that respects diverse backgrounds and experiences. 4. Disability bias: Avoid language that may unintentionally exclude individuals with disabilities. 5. Educational bias: Focus on required skills and experiences rather than specific degrees or institutions.
AVOID THIS FAST! ?? ??Avoid language that may unintentionally favor one gender over another. ??Ensure job descriptions do not contain language that may discourage or exclude candidates based on age. ??Steer clear of language that may perpetuate stereotypes or exclude certain racial or ethnic groups, such as specifying "native English speakers only."
Some common biases to watch out for include: Gender Bias: Avoid language that may unintentionally favor one gender over another. For example, using masculine-coded language like "strong" or "competitive" can deter female applicants. Instead, strive for gender-neutral language to attract diverse candidates. Age Bias: Refrain from including age-specific requirements or preferences in job descriptions, such as "recent college graduates" or "digital natives." These criteria may exclude older candidates who are equally qualified for the role. Racial Bias: Be mindful of language that may perpetuate racial stereotypes or preferences. Avoid terms or phrases that implicitly or explicitly indicate a preference for candidates of a specific race.
Another source of bias in job descriptions is the use of jargon and acronyms that can exclude or confuse potential candidates who are not familiar with them. For example, using terms like "KPIs", "SQL", or "CRM" can make sense to insiders, but can alienate outsiders who may have relevant experience but different terminology. To avoid this bias, explain any jargon or acronyms you use, or better yet, replace them with plain language that describes what they mean and why they are important.
Some roles DO require specific skillsets e.g. SalesForce, Python, C++, Tableau, Power BI etc. It is okay to do so if they are required skills for the role.
if I need experts in SQL, DBA or AWS it would be starange to replace acronyms with plain language, they should know terminology anyway )))
A third source of bias in job descriptions is the use of requirements and preferences that can limit or deter qualified candidates who do not meet them exactly. For example, requiring a specific degree, certification, or number of years of experience can exclude candidates who have equivalent or alternative qualifications, or who have transferable skills from other domains. To avoid this bias, focus on the essential skills and competencies that are necessary for the role, and indicate which ones are flexible or desirable but not mandatory.
When I am meeting with my hiring team to discuss a new position, we go over what's a requirement vs. what's preferred. Would someone be unable to perform the duties of the job without X,Y,Z? That should be a requirement. Would it be nice if they have A,B,C? Those are preferred. Also referred to as must haves vs. nice to haves. I appreciate if a job description states, "please apply even if you don't meet 100% of the qualifications". It makes the team and role seem more inviting and welcoming to someone who may not be perfect, but is excited and a good fit for the role anyway.
In job descriptions, it's crucial to strike a balance between necessary requirements and flexible preferences to avoid bias. Strict requirements can inadvertently exclude qualified candidates, limiting diversity and talent. Emphasizing essential skills and competencies while indicating flexibility in other areas encourages a wider pool of applicants. This approach not only promotes inclusivity but also allows for the recognition of diverse talents and experiences, ultimately enhancing the quality and diversity of your candidate selection.
Preferences are qualifications or attributes that are desired but not mandatory for the job. These can include specific skills, experiences, or traits that would be advantageous for the role but are not essential. It's important for recruiters to clearly distinguish between requirements and preferences to avoid unintentionally excluding qualified candidates who may not possess all preferred qualifications. Preferences should be clearly labeled as such to set realistic expectations for applicants.
Bring to the table candidates that you think may fit the role, and discuss the good and the 'what's missing' with the hiring managers. Sharing candidates' profiles sets a good benchmark and further refines your search process moving forward. Consider AB testing candidates with your hiring managers. An example would be: "Mr Client, if candidate X has a, b, c skillets but is missing d, e, f, is that someone you would still consider interviewing?"
When establishing job requirements, prioritizing skills, knowledge, and achievements over years of experience or specific certifications is essential. While credentials can be beneficial, they may not directly correlate with a candidate's quality. Emphasizing relevant skills and accomplishments ensures a more accurate assessment of a candidate's suitability for the role.
A fourth source of bias in job descriptions is the use of culture fit and values that can reflect or reinforce a homogeneous or exclusive culture. For example, using phrases like "we are like a family", "we work hard and play hard", or "we are looking for someone who shares our passion" can suggest a narrow or subjective definition of what it means to belong or succeed in your organization. To avoid this bias, use culture add and values that highlight how you value and embrace diversity, inclusion, and belonging, and how you are looking for someone who can contribute to and learn from your culture.
Avoid using overly complex language or industry jargon that may alienate qualified candidates who may not be familiar with specific terms or terminology. Be aware of cultural references or norms that may not be universal. Ensure that job descriptions are written in a way that is accessible and understandable to candidates from different cultural backgrounds.
Especially for this generation, many young individuals are seeking an open and collaborative culture. Seek to understand what that means to them on a day-to-day basis, who are the personnel who could be of that impact to the culture.
A fifth source of bias in job descriptions is the use of tone and style that can communicate or create a positive or negative impression of your organization. For example, using a formal, impersonal, or vague tone can make your organization seem cold, distant, or unclear, while using a casual, personal, or specific tone can make your organization seem warm, friendly, or transparent. To avoid this bias, use a tone and style that match your brand identity and voice, and that convey your enthusiasm, respect, and professionalism.
By avoiding these biases, you can write more effective and inclusive job descriptions that can attract and engage a wider and more diverse pool of candidates for your organization. You can also use tools and resources that can help you analyze and improve your job descriptions, such as Textio, Gender Decoder, or Joblint.
Tone and style can subconsciously influence who applies. Avoid overly aggressive or competitive language, and focus on positive, collaborative wording. This creates a more welcoming environment. Additionally, be mindful of humor or slang - what lands with one group might alienate another. Lastly, proofread for hidden biases - ensure the language emphasises the skills needed, not stereotypical personality traits.
Have multiple individuals from diverse backgrounds review the job description to identify any biases or potential areas for improvement. Incorporate their feedback to ensure the language is inclusive and free from bias. By using tone and style that prioritize inclusivity and neutrality, organizations can create job descriptions that appeal to a diverse range of candidates and foster a more equitable hiring process.
Avoid gendered language that implies a specific gender is better suited for the role. Replace words like "aggressive" or "dominant" with neutral terms like "driven" or "results-oriented." Use gender-neutral examples in the description and avoid using he/she pronouns to describe the ideal candidate Don't set overly rigid experience requirements that might exclude qualified candidates with transferable skills Avoid language that implies the role requires a specific educational background or socioeconomic status Use a thesaurus to find neutral alternatives for potentially biased words
Be aware of your own biases and how they may influence your interpretation of job descriptions. Take steps to mitigate biases through structured evaluation processes and seeking input from diverse perspectives.