Create Inclusive Job Listings to Attract Diverse Talent

Introduction

Creating inclusive job listings is essential for attracting a diverse range of candidates and reducing bias in recruitment. Inclusive hiring practices not only broaden your talent pool but also foster a work environment that values diversity and inclusivity. In this article, we will explore actionable steps for HR professionals and recruiters to create inclusive job listings. We will cover language considerations, accommodation statements, and transparency in job listings, all of which can help in attracting diverse talent.

Language Considerations

Avoid Gendered or Loaded Terms

Language is powerful, and the words we choose in job listings can significantly impact who applies. Terms like 'rockstar', 'ninja', or 'dominant' may deter some candidates, particularly women. Instead, opt for neutral, skill-focused wording that emphasises outcomes and collaboration. For example, replace 'rockstar' with 'expert in X' or 'proficient in Y'. This approach not only attracts a wider range of applicants but also focuses on the skills and experiences that truly matter.

Avoid Age-Related Phrasing

Phrases such as 'young team', 'digital native', or 'recent graduate' can discourage experienced candidates from applying. It's important to focus on the skills required rather than implying a preferred age group. Remove unnecessary age markers and, if necessary, add alternatives like 'or equivalent experience' to ensure inclusivity.

Avoid Disability-Excluding Language

Job listings should be accessible to everyone, including those with disabilities. Avoid terms that unnecessarily exclude candidates, such as 'able-bodied'. Instead, confirm that physical requirements are essential and state that reasonable accommodations are available. This signals your commitment to inclusivity and can encourage applications from individuals who may otherwise feel deterred.

Transparency and Clarity

Clarify Visa Sponsorship and Work Authorisation

It's critical to state clearly whether visa sponsorship is available. Phrases like 'citizens only' can exclude qualified candidates unnecessarily. Instead, specify the actual work authorisation requirement and, if applicable, mention that sponsorship is available. Also, avoid the term 'native speaker'; instead, specify the required proficiency level.

Offer Flexible or Hybrid Hours

Flexibility in working hours is an attractive feature for many candidates. Mentioning options such as hybrid or remote-friendly working can widen your talent pool. Clearly state any available flexible working arrangements and ensure these align with company policies.

State Availability of Reasonable Adjustments

Include a statement in your job listings that reasonable adjustments are available during the hiring process and on the job. This simple action can reduce barriers for people with disabilities and demonstrate your organisation's commitment to inclusivity.

Add an Accessibility Statement

An accessibility statement on your careers page can demonstrate your dedication to inclusive hiring. It shows candidates that you prioritise inclusive design and are committed to providing accommodations. Ensure this statement is current and includes contact information for accessibility inquiries.

Simplicity and Readability

Simplify Language and Improve Readability

Complex language and long sentences can deter candidates, especially those with cognitive disabilities or non-native speakers. Aim for an average sentence length of fewer than 22 words and use plain language where possible. Breaking down complex terms and replacing acronyms with full terms on first use can significantly improve readability. Use bullet points and short paragraphs to make the posting more digestible.

Add Salary or Compensation Range

Transparency in salary ranges can improve trust and reduce perceived bias. Where legal, include a salary band in the job posting. This helps candidates self-select and provides a sense of fairness, as they can better understand what the role entails financially.

Avoid Strict Degree-Only Requirements

Requiring specific degrees can unnecessarily exclude capable candidates. Instead, use language like 'BA/BSc or equivalent experience' and focus on the actual skills needed for the role. This practice recognises diverse educational backgrounds and aligns with inclusive hiring practices.

Conclusion

By implementing these inclusive hiring practices, you can create job listings that attract a diverse range of candidates. Removing biased language, ensuring transparency, and simplifying job descriptions are key steps in fostering an inclusive recruitment process. These strategies not only enhance your company's reputation but also contribute to building a diverse and innovative workforce. For more insights on improving job posting visibility, explore our additional resources.