The 5 Secret Strategies For Inclusive Job Postings

Introduction

As an HR Consultant with 25 years of experience, I've seen firsthand how inclusive job postings can transform a workplace. Inclusive job postings attract a diverse pool of candidates and demonstrate your commitment to fostering an inclusive work environment.

Here, I’ll share five secret strategies to help you craft job postings that resonate with a wide range of applicants. Ready? Let's go.

Use Inclusive Language

The Power of Words

Language is incredibly powerful. The words and phrases you use in your job postings can either open the door to a diverse group of candidates or unintentionally exclude them.

For example, I once worked with a client who struggled to attract female candidates for technical roles. When we reviewed their job postings, we found they were full of phrases like "rockstar programmer" and "ninja coder." These terms, while trendy, tended to appeal more to male candidates. By simply changing the language to "skilled programmer" and "experienced coder," we saw a significant increase in female applicants.

Tips for Using Inclusive Language

1. Avoid Gendered Language: Use gender-neutral terms like "they" instead of "he" or "she." Phrases like "salesperson" instead of "salesman" can make a big difference.
2. Stay Away from Jargon: Industry-specific jargon can be off-putting to candidates who may not be familiar with it. Keep your language clear and straightforward.
3. Use Inclusive Tools: Tools like Textio and Gender Decoder can help you analyze your job descriptions and suggest more inclusive language.

Inclusive job descriptions and job advertisements communicate to potential candidates your business's values. With the right language, your job listings can attract a wide range of qualified candidates and diverse talent.

Highlight Your Commitment to Diversity

Showcasing Your Values

Candidates today are not just looking for a paycheck; they want to work for companies that align with their values. Highlighting your commitment to diversity and inclusion can make your job postings more attractive to a wide range of applicants. When I helped a small tech startup revamp their hiring process, we included a diversity statement in their job postings. This not only showed their commitment to creating an inclusive workplace but also helped them attract a more diverse candidate pool.

Crafting an Effective Diversity Statement

1. Be Genuine: Your diversity statement should reflect your company’s genuine commitment to diversity and inclusion. Avoid generic statements and focus on what makes your company unique.
2. Include Specific Initiatives: Mention any diversity initiatives or programs your company has in place. This could be employee resource groups, diversity training programs, or community outreach efforts.
3. Keep It Visible: Place your diversity statement prominently in your job postings and on your careers page.
   

Focus on Essential Qualifications

Streamlining Job Requirements

It’s easy to fall into the trap of listing every possible qualification you can think of for a job. However, this can discourage diverse candidates from applying, especially women and minorities, who are less likely to apply if they don't meet every single qualification. I remember working with a client who had a laundry list of qualifications for an entry-level position. We trimmed it down to the essential skills and experience needed for the job, and suddenly, the candidate pool became much more diverse.

Tips for Writing Inclusive Job Requirements

1. Separate Must-Haves from Nice-to-Haves: Clearly distinguish between essential and preferred qualifications. This encourages more candidates to apply, even if they don’t meet every single requirement.
2. Focus on Skills: Emphasize skills and experience over specific degrees or years of experience. This opens the door to candidates with diverse backgrounds and non-traditional career paths.
3. Be Clear and Concise: Use bullet points and keep your list of qualifications concise and easy to read.
   

Expand Your Outreach

Broadening Your Candidate Pool

Where you post your job ads can have a significant impact on the diversity of your candidate pool. Posting on the same job boards you’ve always used will likely yield the same type of candidates. To reach a more diverse audience, you need to expand your outreach.

Effective Strategies for Expanding Outreach

1. Use Diverse Job Boards: There are many job boards that cater specifically to diverse candidates. Websites like DiversityJobs, BlackJobs, and Women For Hire can help you reach a wider audience.
2. Leverage Social Media: Platforms like LinkedIn, Twitter, and Facebook can help you reach a broader audience. Join groups and communities that focus on diversity in your industry and share your job postings there.
3. Partner with Organizations: Build relationships with organizations that support diversity and inclusion. These partnerships can help you reach candidates who might not otherwise see your job postings.
   

Example Job Posting

Imagine you’re looking to hire software engineers. To avoid compliance risks and promote diversity, your company posts the open role on:

• General job boards like Indeed and LinkedIn.
• Tech-specific job boards like Stack Overflow and GitHub Jobs.
• Diversity-focused job boards such as DiversityJobs and Women Who Code.
• Accessibility-compliant job boards to ensure candidates with disabilities can apply.
• Local job boards in multiple regions and remote job boards to attract candidates from various geographic locations.
  

Create an Inclusive Application Process

Removing Barriers

An inclusive job posting is just the first step. The application process itself can be a barrier to diverse candidates if it’s overly complex or inflexible. A few years ago, I worked with a company that required applicants to fill out a lengthy, cumbersome online application. By simplifying the process and making it more user-friendly, we saw a significant increase in the number of applications from diverse candidates.

Tips for an Inclusive Application Process

1. Simplify the Process: Keep the application process as straightforward as possible. Avoid asking for unnecessary information and keep the number of steps to a minimum.
2. Offer Accommodations: Be clear about your willingness to provide accommodations for candidates with disabilities. This can be as simple as stating in your job posting that accommodations are available upon request.
3. Provide Support: Offer clear instructions and support throughout the application process. Make sure candidates know who to contact if they have questions or need assistance.
   

Conclusion

Creating inclusive job postings is more than just checking a box; it’s about building a workplace where everyone feels valued and respected. By using inclusive language, highlighting your commitment to diversity, focusing on essential qualifications, expanding your outreach, and creating an inclusive application process, you can attract a diverse pool of talented candidates who will help your business thrive.

Remember, these strategies are not just for large corporations with dedicated HR departments. As a small to medium-sized business owner, you have the power to make meaningful changes that will benefit your company and your employees. So, take these strategies to heart, and start transforming your job postings today.

If you need more help or have any questions, feel free to schedule a consultation. Together, we can create a more inclusive and equitable workplace for everyone.