10 Ways to Create More Inclusive Job Postings

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How can companies be more inclusive in their job postings?

To help you create job postings that are more inclusive, we asked chief human resources officers and business leaders for their best advice. From being flexible with degree requirements to leveraging video content within the posting, there are several tips that may help you create more inclusive job postings to attract candidates of diverse backgrounds to your company.

Here are 10 ways to create more inclusive job postings:

1. Be Flexible with Degree Requirements

Too many employers are still hooked on the notion that a college degree is a relevant gating factor for job performance. Yes. For some jobs, degrees matter. I want my accountant, lawyer, and doctor to have a top-notch, accredited education. But the idea that a graphic designer with a degree in Elizabethan poetry is somehow more valuable than a candidate with a robust portfolio is laughable. Want inclusiveness? Unlock such nonsensical educational gates. Hire skill. Cultivate performance.

Tim Toterhi, Plotline Leadership

2. Include Salary Range with Job Postings

Include the salary range. Inclusive hiring isn’t just about the way you phrase the listing — it’s also about the opportunities you give to applicants. Over the years, studies have shown that wage gaps for most jobs disappear when pay transparency is part of the application process. This can help close historical pay disparities that people of color and women typically grapple with and will establish more equity between employees of similar level experience. By being upfront about your salary range in a job posting, you help build inclusivity into the fiber of your business.

Lisa Odenweller, Kroma Wellness

3. List Transferable Skills

Oftentimes, people applying for jobs are coming from a nontraditional background or looking to switch up their career paths. While qualifications for these roles are important, transferable skills can make a candidate just as qualified as someone who has direct experience in a similar position. Listing transferable skills on a job posting make it much more inclusive for candidates from different backgrounds to have a shot at the job. For instance, someone applying for a sales job with no selling experience might have other experiences that gave them skills in communication, active listening, and negotiation — all important skills for the job! A posting that requires experience in a similar role would deter someone who otherwise would be a great candidate for the role.

Jeffrey Pitrak, Transient Specialists

4. Avoid Heavy Corporate Speak

One solid tip for being more inclusive in job postings is to avoid too much corporate speak. Technical jargon and insider slang can quickly make an applicant feel like an outsider. When you use too much jargon, qualified candidates may feel too intimidated to apply. When in doubt, err on the side of assuming the candidate does not know every single in-and-out of your company.


5. Expand the Reach of Your Job Ads

One way to be more inclusive in job openings is to expand where you advertise them. You can develop connections with various at-risk non-profit groups and send them advertisements so their clients can apply. There are many that help young people, minorities, immigrants, and other specific demographics. Many of these people have skills but don’t have ways to look for a job. They may not know how to use a computer for job seeking. Connecting with a non-profit official and letting them know of available jobs will ensure they spread the word and help people apply.

Fadi Swaida, Halton Village Dental

6. Use Unbiased Language

Making sure your job postings are inclusive helps you advertise your workplace as a safe space for everyone to work and become part of the community. One tip you can use to show your inclusivity is using unbiased language. Whether it’s to do with gender or race, avoid any bias-coded language within your listing. Also, non-biased language allows other minorities, like the disabled community, to apply and feel confident.

Wendy Makinson, Joloda Hydraroll

7. Outline Your Diversity and Inclusive Stance in the Job Posting

List your company’s stance on diversity, equality, and inclusion (DEI) within the job posting. A job candidate who sees that DEI is important enough to your organization to list it in the posting will understand that inclusion is something they can look forward to and count on as part of the employee experience. It’s a reassuring, positive, and simple way to communicate to prospective employees that your organization takes DEI seriously.

Asker Ahmed, iProcess

8. Avoid Unnecessary Job Requirements

People naturally measure their worth and can decide whether they will be a good fit for a job or not. However, having a rigid checklist of qualifications can trigger imposter syndrome and keep the best talents from applying. Having ‘must have’ skills is great for every job application, but ensure that unnecessary skills are eliminated from the ‘must have’ skills list. You can create another checklist like ‘additional but not necessary’ requirements, or ‘nice to have’ requirements. Doing this will allow potential applicants to have more confidence in applying for the job. Also, try to stay clear from segregating qualification requirements like: must be a US citizen; native English speaker only; outstanding man, and so on. Instead, you can go for: all nationalities are welcome; should be fluent in English; outstanding candidate/person.

Simon Bacher, Simya Solutions

9. Define Your Flexible Work Options

One way your company can be more inclusive in job postings is by clearly defining your flexible work options. For those with disabilities or caretaker responsibilities, knowing how your company accommodates them is crucial in deciding if they can even apply. If the position allows for remote work or hybrid work, mention this right away in the job description. This simple move can make all the difference in attracting top-quality candidates.

Sheila Busheri, Universal Diagnostic Laboratories

10. Leverage Video Content Within the Posting

One tip that is fairly easy to implement is interviewing diverse candidates who are already doing the job and asking them: what does the job entail, why they enjoy doing it, and why they enjoy working for the company. Displaying a video of these staff member interviews within the job posting (typically 30 seconds to one minute) shows that the organization is inclusive without saying their inclusive. The imagery is very powerful if used frequently and with intention.

Rollis Fontenot III, HR Maximizer

How JobsInTheUS Can Help

Since 1999, JobsInTheUS has helped employers find the top local talent they need to grow their business — through our network of state-specific job sites, including JobsInME, JobsInNH, JobsInVT, JobsInMA, JobsInRI, JobsInCT, and more.

With our popular Career Fairs, we also provide employers the opportunity to meet face-to-face with job seekers, present a company overview, discuss available positions, and respond to questions.

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