An inclusive hiring process begins with crafting a job description that reduces unnecessary barriers to entry. Here’s our checklist with best practices for drafting your job description:
✔ Build a job description that can provide the widest possible funnel of qualified candidates based on the needs of the role. Look at titles, qualifications, and compensation for similar roles to vet your own for a standardized profile.
✔ Always include location and salary range, and clarify if remote is possible.
✔ Include a paragraph that is the pitch for why it is exciting to work at your organization right now.
✔ Include a thoughtful statement demonstrating your organization’s commitment to not only hiring but also retaining talent with diverse perspectives and backgrounds.
✔ Use “the ideal candidate will have” language instead of “requirements” with knowledge that the candidate does not necessarily need 100% of the qualifications to be a good fit.
✔ Be clear about which qualifications are must-haves and nice-to-haves per role
✔ Build each bullet point with the understanding that the qualification will be a scorecard criteria which interviewers can vote on whether that person fulfills that qualification. This helps with standardizing the interview process and being transparent with applicants about what is needed.
✔ Avoid acronyms, insider terminology, or terms that are biased (e.g., “ninja,” “rockstar,” etc. Use Textio to identify these in your copy).
✔ Avoid descriptors that lack specificity (e.g., avoid “intermediate SQL skills” — instead say “can JOIN several tables”).
✔ Prioritize qualifications that demonstrate aptitude to learn or demonstration of accomplishments rather than arbitrary qualifications (# of years experience / graduated with X degree).
✔ Include responsibilities that can also be used for performance reviews. This will help to clarify how a person will be evaluated if hired for the role, and set expectations from day one.
✔ Collect EEOC data through your applicant tracking system to enable applicants to self-identify and to assess the diversity of your pool. Note that the standardized EEOC form that comes with most applicant tracking systems does not capture the full spectrum of identities, but it’s a good place to start if you haven’t had capacity to create your own form.
✔ Provide information on other benefits or perks that create a more inclusive workplace (e.g. parental leave, tuition assistance, flexible hours, etc.).