Did you know that you may be missing out on excellent candidates due to subtle “turn offs” in job descriptions? Use the following checklist to help you write descriptions that attract a broader pool of highly qualified talent.
- Are all of the criteria listed necessary for doing this job well? For example, do you list as “required” certain programming languages or certain skills that could actually be learned on the job? If some criteria are really preferred, delete or move them to a “preferred” section.
- Does the description avoid extreme modifiers, such as “world-class,” “unparalleled,” or “rock star?” This kind of language can subtly turn off candidates who are highly skilled but prefer to not “toot their own horn.” It can also attract overly confident candidates that are more show than substance.
- Do any of the criteria reflect typical assumptions about the “kind of person” you think usually does this job? For example, do you say that you want an assertive, hard-driving leader when other leadership styles would also work? If so, ask whether characteristics or criteria are truly necessary for the job or whether they reflect subtle assumptions about who traditionally does this job.
- Could additional criteria be included that would open up possibilities for a wider range of candidates who might still do an excellent job?
- Do you list “perks” about your workplace that might subtly indicate this is an environment where some candidates might feel out of place (e.g., free beer, foosball friendly or nerf-filled). If so, expand or modify these descriptions to include a range of preferences.
- Do you include and value criteria related to communication and teamwork, such as “ability to work collaboratively on a team or with a diverse range of people?” These are important but sometimes overlooked skills to value and consider.
- Does the description contain an imbalance of language that invokes masculine or feminine stereotypes (e.g., “high-powered,” “aggressive leader,” “people person”)? Research shows that this kind of language can deter candidates from applying.
See also: Tips for Writing Better Job Ads
