The Power of Inclusive Job Postings: Making Diversity a Priority
In the world of HR and recruitment, many professionals ask themselves the same question: why does diversity remain limited, both in terms of applications and hiring? This issue brings to mind the saying, "If you don't catch a fish, you don't blame the fish. You change your technique." It's time to change the technique and recognize that our potential candidates are not playing hide-and-seek. One important aspect that is often overlooked is whether the people you want to attract actually know that you exist, not just as a product or service, but also as an employer. Additionally, the way your organization searches for talent plays a crucial role. Increasing diversity in your workforce requires a conscious effort in your recruitment and selection processes. Let's delve deeper into how job postings and recruitment channels can be an explanation for the apparent lack of diversity.
Tip 1: Limit Your Selection Criteria (ideally to five)
One of the key steps to promoting inclusion starts with rewriting your job postings. Having rewritten numerous job postings, I often come across the same issues. Job postings often include unnecessary information. It's also important to note that studies show that women only apply when they feel 100% qualified, while men apply with 60% qualifications. So, by including too many requirements, you indirectly exclude certain groups. This doesn't mean you should lower the requirements. No! It means taking a closer look at your job posting and considering what the actual requirements are for the position. Here are some tips:
- Remove any requirements that are not absolutely necessary for the role. Ask yourself, "If a perfect candidate applies without certain requirements, would we still hire them?" If the answer is yes, remove the requirement. Limit the requirements to a maximum of five.
- Leave out the 'nice-to-have' and 'preferred' requirements unless they are absolutely essential.
- Combine similar or duplicate requirements to keep the list concise.
Tip 2: Male vs. Female Associations
Research has shown that certain words and associations can come across as male or female. For a balanced and inclusive job posting, consider the following:
- Avoid using words traditionally seen as masculine, such as 'leadership', 'ambitious', and 'assertive', unless they are essential to the role.
- Use words that appeal to a broader audience, such as 'collaboration', 'responsibility', and 'connectedness'.
- Formulate job requirements in terms of behaviors rather than traits. This encourages learning and development.
Tip 3: Highlight Your D&I Statement upfront & go beyond a statement
Inclusion starts with communication. Place your Diversity & Inclusion (D&I) statement at the beginning of your job posting. Candidates spend only a few seconds reading a job posting, so by showcasing your commitment to diversity upfront, you increase the likelihood that it will be noticed.
D&I statements are a good starting point, but to stand out and promote diversity, explain why diversity is important to your organization and what steps you have already taken to foster it. Show candidates that you are not just talking, but also taking action.
It's Part of a Bigger Picture
Adapting your job postings is just one step towards increasing diversity in your organization. However, it is a crucial step that demonstrates your seriousness about inclusion. It's time to take responsibility and proactively work towards attracting a wide range of talents. It starts with the right words and ends with an inclusive company culture where all employees thrive, regardless of their background, gender, or other characteristics. Diversity is not just a goal, but a force that can propel organizations to new heights.
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