Bias free descriptions

How do you ensure that your job descriptions are bias free? These descriptions are the first introduction to your company for potential recruits. To attract the best talent, it is crucial to make the right first impression.

Be aware of language that creates bias. Specifically, this means using words favoring one group of people over another. This could be by race, religion, gender, or a different demographic.

Consider the other less overt points for bias. These will be other qualifiers you have listed in your job description. Each one has the potential to exclude the best candidates. Common factors such as years of listed experience, or the attended university.

A job description full of points of bias is steadily narrowing the talent pool with each qualifier. This first means lowering the overall number of candidates. However, it also means excluding what would be an almost perfect fit. These high-quality candidates will instead go to competitors, growing their organizations while you are still recruiting.

In addition to business setbacks, non-inclusive language could lead to legal repercussions. It will also help inform the public image of the organization.

Avoid excluding quality candidates

Use language that encompasses all the different manifestations of your ideal candidate. Base this only on the most important criteria. Keeping the focus on only the most critical skills and qualities that the job requires. The job description should clearly say that candidates from a wide range of backgrounds can apply.

Pay special attention to qualifiers and use them only when necessary. The best job descriptions match the largest number of the best candidates. It does this without alienating any individual section of them.

For example, a better alternative to an “aggressive closer” is an “effective salesperson.” The second term is broader and includes all the sellers who can do the job. The style of closing is unlikely to be critical.

A manager that spends their time collaborating might need to be “social and outgoing.” A better alternative is to write “strong people skills.”  The second term includes introverts that are strong at managing people. However, these introverts would not identify as social and outgoing. As a result, they would not apply.

Another example is to require a degree from an ivy league school, as opposed to requiring the degree in a specific field. A final example is the years of experience needed. Be sure to list the true smallest requirements.

Using specific words like “preferred” instead of “necessary” further keeps options open for good candidates to apply.

Emphasize how your organization tackles bias

Now more than ever potential recruits are seeking a culture into which they will fit. This means job descriptions must position organizations well. They should highlight a culture that deeply promotes and respects diversity and inclusivity.

Examples of how this could manifest are the growth opportunities. Make clear what potential there is for the role to develop. By being clear on your values, you give applicants an opportunity to align with them. They can imagine where they will fit. This improves the chance of hiring a qualified person that meshes with your organization.

An overview of competencies

Competencies are a way of understanding the core components of a job. They are the skills, understanding, and the work style. They are a framework of what makes hire successful.

The most common types of competencies are as follows:

• Technical: This relates to operation of equipment, hardware, and software.
• Soft skills: Crucial for management positions. Examples of this are conflict management and the ability to work under pressure.
• Business related: Communication, reporting, and industry knowledge.

Competencies will develop over a person’s career. They function to benchmark the trajectory of a career. They highlight what is necessary for promotion. Having a clear set of competencies helps the employee. They can better understand if they are right for the role. It also helps the employer, as it adds structure to job hierarchies.

The five steps in job analysis

1. Review your job descriptions. Compare them with similar jobs. This reduces the likelihood of missing any crucial detail.
2. Receive feedback from current employees. This gives you valuable information from a trusted source. Ask about the most critical components of a job description. What would they consider the minimum job qualifications? What level of education would be necessary? What are the unseen challenges of the role? How are they changing?

3. Observe employees. While direct feedback from employees is helpful, observation gives a different insight. There could be elements of the job that were unmentioned. Or the first questions may not have been fully comprehensive. Observation is an opportunity to note the techniques, strategies, and work styles associated with the role. These insights will make the final job description more precise.
4. Review the requirements of the job. This will be the experience, skills, and competencies of the applicant. What is crucial? What is preferable? Take note of the personality type and work style.
5. Create a comprehensive job analysis. This will consider all the gathered information. It will be a critical reference tool when creating bias free job descriptions.

Tips for writing a job description

Be concise

Assume the reader has little time. They will respond most favorably to clarity.

Use the right tone

Be friendly, professional, and enthusiastic. Keep it optimistic.

Start with a brief overview

Do not just list the job but mention the purpose. Let the reader understand the bigger picture. Explain the positive impact that the role can have.

List the key responsibilities

Focus on the few core components of the role. Use bullet points to convey information with minimal words.

List the necessary qualifications

Examples: skills, educational level, experience. Mention here the cultural qualifiers for the company.