Job seekers are in charge in today’s tight labor market. And they’ve spoken loud and clear: today’s job hunters are searching for a diverse, inclusive employer with a strong positive work culture. To attract and retain top talent, then, you’ll need to show off your company’s inclusivity. That starts at the very beginning, with your job descriptions. Here are a few tips to make them more inclusive.
Remove Discriminatory Language
Are you looking for a “ninja” or a “rock star”? Unfortunately, this type of language can make women and minority candidates less likely to apply. These terms can suggest a “bro culture” dominated by white men, even if that’s not at all what your company is actually like. Use straightforward, gender-neutral language instead. Describe the position and the daily tasks.
Focus on Essential Requirements
The longer the list of job requirements, the fewer diverse candidates are likely to apply. Women in particular are far less likely than men to take a chance on a position for which they don’t meet every single qualification. So narrow down the list to the “must-haves.” If you really want to include some “dream requirements,” list them as “nice to have” or “bonus points.”
Cut the Jargon
Jargon can make job seekers feel like outsiders, especially if they are new to the field. State the job duties and requirements simply, in plain language. Be sure to highlight some soft skills that would be useful, such as organization or communication. These easily transferrable skills can help people who are transitioning into your field feel more included.
Call Out Inclusive Benefits
Do you offer flexible scheduling? On-site childcare? Workers with families have been struggling the past couple of years as schools go in and out of quarantine procedures and many daycares are still closed. Highlight any benefits you offer that can help working parents balance their work and personal lives.
Make a Statement
You can always add garden-variety “equal opportunity employer” language at the bottom of your job descriptions, but don’t be surprised if it doesn’t get much traction. To attract a diverse set of candidates, make a more personalized statement that describes your commitment to inclusivity and appreciation.
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