Writing Job Descriptions to Attract the Candidates You Want

Inclusive job descriptions are crucial for attracting diverse talent and creating an inclusive workplace culture.  But even with ChatGPT, writing a job description can still be stressful.  Maybe it’s a little bit easier if your organization has job description models or super predictable hiring needs.  But for many of us, the drafting and posting of a job description is coming at the least opportune time for thoughtful reflection. 

It’s no wonder the prospect of introducing any more obligation - by way of inclusion considerations - on top of what is already an unenviable task might invite a “hard pass.”  It’s one of the reasons diversity and inclusion work can be at risk of deprioritization during stressful economic times - the mischaracterization that it makes things harder.  But what if it’s easier than you think?  What if the return far outweighs what is actually a minor lift?   While optimizing your job posts for inclusion can feel like another extra step, it can actually simplify your recruitment office, while increasing your access to excellent candidates.

Why it Matters

• 76% of job seekers prioritize workplace diversity (Glassdoor, 2021).
• Inclusive job postings increase application rates from underestimated groups.  Companies using inclusive language in job descriptions received 23% more qualified applicants and 30% more diverse candidates.  "Tech Research - Confluence." WilsonHCG, January 16, 2019. 

Inclusivity Checklist

• Are you sticking to essential skills?
• Differentiate between essential skills and those that can be learned on the job.  For example, do you need someone with five years of leadership experience or five years of leadership skills?
• Women are less likely to apply if they don't meet all listed qualifications (Mohr, 2014).
• Have you checked language and tone for obvious and not so obvious gendering?
• Gender-Neutral Job Titles, like “chairperson” instead of “chairman”, “team lead” instead of “foreman”, or “drafter” or “technical designer” instead of “draftsman”.
• Gender-Neutral Language: Use "they/them/their" pronouns to be inclusive of all genders.
• Avoid Gender Coding: Masculine-coded terms can deter female applicants (Gaucher et al., 2011).  Examples of masculine-coded language includes aggressive, headstrong, and dominant.  Feminine-coded examples include compassionate, sensitive, and community. (Sara Sanford’s book, Inclusion Inc., is basically AdaMarie’s bible and has an amazing chapter on this).  
• Gender coding in STEM jobs can be elusive and historical context is important.  For example, the term “computer programmer” carries a male-dominated connotation.  “Software developer" is considered more gender-neutral.  That small change can make the position more appealing to a broader range of candidates.
• Are you still drinking the Ivy-League Kool-Aid?
• Requiring graduates from “top schools” or Ivy-League universities is obviously exclusionary, but data also suggests those graduates do not perform better in an employment setting than graduates of universities with less historic prestige.  You’re better off specifying a degree in a particular field.  (Fairburn and Malcomson, 2001; Benson, Li, and Shui, 2018).
• Have you indicated your commitment to inclusion?
• Make sure to go beyond stating your commitment to diversity and inclusion, and state your “how”.  For example, instead of just stating 'We are committed to diversity and inclusion', list the steps you take.  Do you have flexible work offerings? State it. Do you mentor underrepresented groups for STEM roles? State it.
• Have you shouted your benefits from the rooftops?
• Include benefits like paid parental leave and flexible work options to attract diverse candidates.
• Consider flexible or remote work options unless essential for the role.
• Make your job description a group project.
• Give at least one colleague this list and ask them to spend fifteen minutes giving your job description a read.  This small step can mitigate unconscious bias (O’Meara et al., 2020).
• Have you enabled features to show how many people have applied?
• This may come as a surprise, but women and underestimated groups are more likely to apply for a job if they see that others have.  There are several reasons for this, but one that Sara discusses is that underestimated groups, and particularly women of color, report having less free time.  Seeing that others have “vetted” a job by applying encourages them to do the same with their limited spare time.

Make a few minor tweaks and see what happens.  We’ll talk about interviews next.

About The Author: Rebecca Tierney, Co-Founder and CEO of AdaMarie

Rebecca, Co-Founder and CEO of AdaMarie, is dedicated to transforming the landscape of gender equity in STEM through an innovative "ecosystem" approach. AdaMarie, named after pioneers Ada Lovelace and Marie Curie, combines job opportunities, community support, and evidence-based employer consulting to bridge the gap between women seeking STEM careers and employers striving for gender diversity.

Holding advanced degrees from the University of Southern California Gould School of Law and the Art Institute of Chicago, Rebecca transitioned from a successful career at Pillsbury Winthrop Shaw Pittman LLP, a top international law firm, to lead AdaMarie.

Rebecca’s legal career cemented her commitment to credible, evidence-based research and refined her skills in leadership, communication, and strategic problem-solving, making her a formidable advocate for women in STEM.