Understanding The Impact Of Language In Job Ads

Generic diversity statements in job ads often backfire. Research shows they can actually decrease applications from candidates of color. Instead, use concrete commitments. A craigslist experiment tested this by adding one sentence to a standard diversity blurb: "We've set a goal of hiring at least one woman or racial minority for every white man we hire." The result was striking: applications from women and people of color increased significantly. And, importantly, it didn't deter white men or lower the quality of applicants. This works because specific goals signal real commitment. Today's job seekers are looking for evidence that your dedication to equity goes beyond platitudes. To attract diverse talent, go beyond boilerplate language: 📊 Set and share specific diversity goals 👥 Be transparent about your current workforce demographics 📣 Highlight concrete actions you're taking to promote inclusion By being clear and specific in your job ads, you can create a more diverse and qualified applicant pool. It's a simple change that can make a big difference! #DiversityInHiring #InclusiveRecruitment #MakeWorkFairBook PS - Stay tuned for this paper from Erika Kirgios, Edward Chang, and Ike Silver - currently under review.

Your recruitment language is costing you top candidates. How you attract and engage talent matters - at every touchpoint of your recruitment process. Here's how to transform your messaging to attract the right candidates: 𝗜𝗻 𝗝𝗼𝗯 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀: Instead of: "We're looking for someone with 10+ years of experience" (focuses on requirements) Say this: "You bring 10+ years of engineering leadership scaling mission-critical [specific technology] systems at global enterprises. As our Principal Engineer, you'll define our technical vision, mentor architects, and drive $100M+ initiatives” (focuses on impact and influence) 𝗜𝗻 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗢𝘂𝘁𝗿𝗲𝗮𝗰𝗵: Instead of: "We have an open position that matches your background" (generic and company-centric) Say this: "Your work transforming global operations at [Company] caught my attention - I'd love to share how you could drive similar impact here" (specific and candidate-centric) 𝗜𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗠𝗲𝘀𝘀𝗮𝗴𝗲𝘀: Instead of: "We're a fast-growing company hiring top talent" (overused buzzwords) Say this: "Your expertise in [specific achievement] aligns with a strategic initiative we're launching" (shows you've done your homework) 𝗜𝗻 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗕𝗿𝗶𝗲𝗳𝘀: Instead of: "The role reports to the VP of Marketing" (hierarchical focus) Say this: "You'll collaborate directly with our leadership team to shape our global brand strategy" (emphasizes opportunity and impact) 𝗜𝗻 𝗙𝗼𝗹𝗹𝗼𝘄-𝘂𝗽 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀: Instead of: "Following up on our conversation" (passive) Say this: "Your insights about [specific discussion point] resonated strongly - let's explore how we could bring that vision to life here" (shows active listening and engagement) 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: Every interaction is an opportunity to showcase your company culture and the meaningful work you offer. Frame conversations around impact, growth, and shared success rather than just requirements and processes. Your next hire is searching for meaning, not just a job. Which of these messaging approaches will you test first to capture their attention?

I used to think the hardest part of hiring was sourcing candidates. Turns out, most firms lose the best talent before interviews even begin, because of subtle bias in job descriptions and unstructured interviews. Here’s what I learned: 1. Unbiased Job Descriptions Matter Gender-neutral language: Replace “he/she” with “they/their,” and swap masculine/feminine-coded words for neutral alternatives like “goal-oriented” or “team-player.” Clear, accessible language: Avoid jargon, acronyms, and long lists of “must-haves” that unintentionally filter out qualified candidates. Inclusive titles: Use “software engineer” instead of “rockstar coder,” “firefighter” instead of “fireman.” 2. Structured Interviews Reduce Bias Standardized questions: Ask every candidate the same questions in the same order to avoid “likability bias.” Scoring rubrics: Grade answers objectively on merit, not gut feeling. Behavioral + situational questions: Focus on skills and past performance, not shared backgrounds. Diverse panels & limited chit-chat: Multiple perspectives + minimal small talk reduce affinity bias. Here’s the kicker: these simple practices don’t just make hiring fairer, they make it smarter. Firms using inclusive, structured approaches attract more qualified, diverse candidates, shorten time-to-hire, and build teams that actually perform. If you’re still relying on old-school job posts and free-flow interviews, you’re leaving talent and revenue on the table.

Diversity and inclusion matter in job descriptions. It's more than just words. It's about creating opportunities for everyone. Done right, it attracts talent, innovation & growth. ☑ Use gender-neutral language Avoid gender-coded words like "aggressive" or "nurturing." Use neutral terms that focus on skills and qualifications. ☑ Minimize requirements List only essential qualifications and skills. Women often apply only if they meet 100% of the requirements, while men apply at about 60%. Limiting requirements to 3-5 key ones can encourage a more diverse applicant pool. ☑ Highlight inclusive benefits Showcase employee resource groups (ERGs), flexible work options, and other benefits that may appeal to diverse candidates. ☑ Include a Diversity Statement Express your commitment to diversity and encourage applications from underrepresented groups with a thoughtful statement. ☑ Use inclusive job titles Replace gendered titles like "salesman" with neutral alternatives like "sales representative." ☑ Showcase diverse employee Stories include quotes or brief profiles of diverse employees to help candidates envision themselves at your company. ☑ Address potential barriers Explicitly state accommodations available for disabilities or flexibility for caregivers to encourage applications from these groups. ☑ Focus on skills over experience Emphasize the skills needed for success in the role rather than specific years of experience, which can limit your candidate pool. Master inclusive job descriptions. Transform your hiring process. Boost your diversity.

As we consider what can be done to advance our aims of diverse and inclusive workplaces, I’ve seen two key strategies consistently touted: 1️⃣ Block bias--continue tactics that seek to mitigate bias in all people decisions, from hiring to performance management and promotions 2️⃣ Cast a wide net--continue to recruit from a diversity of places and sources In addition to casting a wide net, try making your job descriptions appealing to as wide a group of candidates as possible. One strategy is to shift the language of job ads. In this recently published PNAS post, researchers learned that replacing stereotypically masculine words with synonymous gender-neutral words—can increase application rates. Not only did more women apply, but also men who did not match traditional masculine norms. The researchers, Joyce He and Sonia Kang, concluded: “We find evidence for these predictions across the lab and field, suggesting that efforts to make job advertisements more inclusive can benefit a broader range of individuals than initially anticipated.” Need an example of masculine and gender-neutral words? In general, masculine words tend to be about individual traits, as opposed to collaborative traits. Take for example, the word “assertive” -- it is considered more stereotypically masculine and is also an individual trait. On the other hand, “collaborative” or “collaborates” is more relational--about how one works with others. Many resources are available to improve the quality of your job ads. There is no silver bullet, but a thoughtful experimental approach can help drive interest and improve your candidate pool. The article is linked in the comments below (Debiasing job ads by replacing masculine language increases gender diversity of applicant pools). #recruiting #debias

Are women not applying for the same jobs as men because of the language used in job descriptions? Research from the University of Pittsburgh indicates that word choices in job descriptions may be deterring women from applying for certain positions from the start. For example, women report less interest in applying for jobs described in stereotypical masculine words, like ‘’competitive’’, ‘’force’’ and ‘’independent’’. Word choices matter, and I think we need to make it a priority to ensure that the language we use – including in job descriptions – does not become another source for widening the gender gap. What I find fascinating is the conclusion in this article that AI – artificial intelligence – can serve as a powerful technological tool to write job listings in ways to ensure both the words and context are more inclusive of everyone. This can help incentivize more women to apply for a range of positions.   https://lnkd.in/dj_BJbpP