7 Things to Remove From Your Job Postings to Be More Inclusive

A candidate’s perception of an organization begins forming even before an employment offer or the first interview. Technical recruiters have the opportunity to capture the attention of highly sought after candidates by showcasing their organization’s commitment to diversity and inclusion in job postings. To write more inclusive job postings and attract outstanding candidates, here are seven things companies can consider removing from future opportunity descriptions:

1. “We’re like a big family…”

In an attempt to showcase company culture, companies often use phrases such as “we’re like a big family.”  Though many companies mean well, phrases like this are often a red flag that boundaries around personal and professional life will be nonexistent. Setting realistic expectations around work relationships and showcasing benefits like PTO are great alternatives. 

2. “High energy multi-tasker…”

Underrepresented technologists  are more likely to be underpaid in their roles compared to their colleagues and have a more difficult time maintaining wellness and balance in the work environment. Expecting more from a candidate than what is outlined in the job description can also lead to burnout. If the job post is for a developer role, the job description should be specific to the developer role. Setting clear expectations and offering a job that enables growth within an appropriate workload will increase applicants and retention. 

3. “Work in a quiet place with no distractions…”

Remote work has helped to evolve the ways we interact with one another and engage in our work. The reality is that distractions during the work day are inevitable. Removing this expectation shows flexibility. Respecting the diversity in home and family dynamics can foster increased productivity and commitment.

4. “Unrealistic experience qualifications…” 

Many entry level job postings have required a significant amount of experience or education requirements that discourage applicants from applying. For example, multiple (3+) required stack items for a junior/mid-level engineer is an unrealistic expectation. Some candidates may have the required work experience but no degree or vice versa. Being specific about the technical skill required to do the job without alienating nontraditional applicants is key. Post realistic qualifications with matching compensation, so that the right candidates (such as those that use the WWCode job board) will be motivated to apply.

5. “Fast-paced environment…”

Everyone needs space and time to grow in their roles. An environment that provides adequate time and space to learn and grow is crucial to cultivating a successful workplace. Job descriptions should reflect this sentiment. Saying “fast paced environment” can scare off prospective employees who might be intimidated by the concept of an overwhelming workplace. By combining a stimulating environment with a supportive culture, you can create an optimal work atmosphere that allows individuals to flourish. Focus instead on encouragement and career development with space to grow.

6. “Fun-loving…” 

There are many reasons someone may not participate in the “fun” at work. This doesn’t mean someone isn’t a great candidate for the role or not a team player. Fostering an overall culture that celebrates difference and autonomy will elevate your organization to the right candidates.Foster a stimulating and supportive workplace; it is important to value candidates' cultural background, sexuality, and life decisions, while also remaining mindful of their respective limitations. Create an atmosphere that promotes an inclusive environment that respects diversity.

7. “Salary based on experience…” 

Salary transparency is important! When a job offer includes a pay range, candidates can choose a position with an appropriate rate of compensation that meets their expectations. It is disappointing  to go through the interview process, only to find out that the salary is far lower than expected. Providing the salary range also prevents candidates from lowballing themselves when asked about salary expectations, and reinforces the company culture including fair hiring practices. 

Creating inclusive and accessible job postings is essential in recruiting top technical talent in today’s market. In a recent report on organizational barriers, nearly 40% of people said they would avoid pursuing an organization due to a perceived lack of inclusion. Research shows diverse and inclusive work environments consistently results in broadened perspectives, more meaningful relationships between colleagues,  increased productivity, and company growth. 

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