The Inclusive Hiring Digest - The Job Advertising Edition
Jennie Child
Inclusive, Accessible & Equitable Hiring through Audits, Training, E-Learning & Advisory | Founder of Balance & Co-Founder of Inclusive Recruitment Foundations | Mental Health First Aider | ADHD | Speaker |
Happy 2023 and welcome to the fifth edition of The Inclusive Hiring Digest, dedicated to Inclusive Job Advertising.
Job adverts are often old job descriptions posted online which will be littered with de-selection points
Length and structure are the foundations to an inclusive advert
Aim for 500 to 750 words and only include the critical must-have skills and experience required. Whilst it's tempting to add the entire wishlist of criteria to your advert to hit the top of the search listings, here are a few good reasons not to.
Your structure should be clear and succinct and make it as easy as possible for the reader to digest the information - especially if they are skim reading.
Gendered words, impersonal and uninclusive language and corporate jargon are all commonplace in job advertising and can result in a much smaller talent pool which lacks diversity
Language & Content used will be fundamental to attracting a non-homongenous range of applicants
Aim for Gender-neutral language and meaningful content, always imagining how your content may land with candidates from under-represented backgrounds.
Gendered words. Examples of masculine words; Strong, Lead, Determined, Driven, Competitive, Expert, and Assertive. Used alone, one or two words might not deter an applicant but combined with other elements, such as the imagery you use, an overall more masculine culture could be portrayed.
Impersonal Phrases: Examples; They will, The role, This company.
Discriminatory phrases: Examples; The candidate must have 10 years of experience in programme management. Whilst it's still commonplace to stipulate years of experience, its unadvisable for the following reasons
Jargon and Idioms: Examples; Self-Starter, Rock Star, Team-Player, Think outside the box, Blue Sky thinker, Dynamic, Proactive, Entrepreneurial mindset. Whilst these words or phrases might not seem out of place in a job advert, they could be confusing, intimidating or both. In most cases, they are open to interpretation and therefore lack real meaning and value.
Non-Inclusive Phrases: Examples; Hit-the-ground running, Fast-Paced, We're a family, Global Leader, Work Hard, Play Hard. These are probably the most popular and overused phrases in job advertising; here are a few reasons to stop using them.
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Referring to yourselves as an "Equal Opportunities Employer" in tiny small print at the end of the job advert sounds tokenistic. Candidates are looking for transparency and genuine commitment
Show your COMMITMENT to equity, diversity and inclusion with authenticity
It is no longer enough to have a generic statement at the end of the job advert which can read as an afterthought to candidates who care about ED&I.
Do
Don't
Most job adverts are inadvertently and unconsciously written for able-bodied, neurotypical, straight, cis-gendered and privileged white male candidates.
Accessibility is key
When creating your job advert, it's essential to remember that the playing field is not level, and candidates can experience disadvantages for a multitude of reasons, including but not limited to:
Include the following statement at the beginning of your job adverts
If you require any adjustments or additional support during the recruitment process for any reason whatsoever, please let me know at [email protected]
Remember that 36% of candidates aren't comfortable asking for adjustments for fear of discrimination, so you will need to remind them at various points throughout the recruitment process that adjustments and support are available.
Would you expect someone to put an offer on a house without knowing the asking price? Surely not, yet this scenario happens daily in recruitment.
Think about salary transparency
Ideally, you would always include a salary range in EVERY job advert. This will give candidates the confidence to apply and know they will be treated fairly.
However, in reality, many recruiters and employers are restricted from posting salary ranges, usually for reasons of internal confidentiality.
Therefore, if you're unable to post the salary or salary range, here's an alternative that will help promote inclusion and fairness.
Add the following statement to your job advert.
"Although we are unable to publish the salary range on this job advert, as part of our commitment to inclusive and equitable recruitment, we commit to never asking you for your current salary information or salary history as part of this recruitment process. In addition, we will share with you the salary range, in confidence, prior to the interview."
?? Just a dork, OBSESSED with social media trying to help others find their way??
1 年I have the sun shining in on my face through my office window today, ain't nothing getting me down! Ps this is one of the reasons we applied for a mortgage as the rates aren't as bad as they were things are looking up again!