For People and HR teams, writing a job description might seem like a chore鈥攋ust one more task on an overflowing to-do list. This might be why job postings are often full of uninspired language and corporate clich茅s.
However, this seemingly banal document is actually the first touchpoint in the candidate experience鈥攚hich means it鈥檚 important to write it in a way that speaks to and attracts the right people to your organization. If you鈥檙e a remote or distributed company that hires across geographies, it鈥檚 especially crucial to craft job descriptions that will appeal to diverse candidates from around the world.
To learn more about making job descriptions compelling and inclusive, we sat down with Carmen Amador Barreiro, an organizational and business psychologist, 香港世博鈥檚 People Builders Community Lead. Carmen is passionate about helping company leaders and People professionals build thriving and inclusive workplace cultures, so we asked her about the challenges and best practices around crafting inclusive job descriptions in the context of remote and distributed organizations.
The challenges of crafting inclusive job descriptions
In her work with People Builders, Carmen interacts regularly with people and culture leaders, learning and development professionals, and company executives who are on the frontlines of the evolving world of work. Regarding job descriptions, Carmen has observed similar challenges across companies and across countries.聽
Balancing specificity, inclusivity, and constant change
One challenge is balancing the need for specific skills with the desire to attract a diverse applicant pool, especially if certain skills are more developed in some areas or among certain demographics. But even the required skills, and hence the job requirements, are changing rapidly due to advances in technology and shifting business priorities, so that the goalpost is always moving. Our understanding of inclusivity and bias has also evolved over time, so it鈥檚 no longer only gender and race, but also age, ability, neurodivergence, and the intersectionality of all these categories.
Adapting for remote and hybrid settings
Remote and hybrid work environments pose another challenge. How do you define job roles that can be performed effectively outside of traditional office settings while ensuring that these descriptions don鈥檛 inadvertently exclude individuals who may have limited access to work-from-home setups?
Ensuring compliance across borders
Job descriptions also need to be legally compliant, but the legal requirements related to employment are constantly changing, as are anti-discrimination laws. In a global setting, that means ensuring compliance with a variety of laws across countries, which adds another layer of complexity. Companies hiring globally need to craft job descriptions that will appeal to candidates across cultural boundaries while also adhering to the diverse legal frameworks of each country.
Making job descriptions clear and inclusive
With the above challenges in mind, what are the best practices for writing job descriptions? According to Carmen, the starting point is to understand the importance of language, and how the language we use can either include or alienate people. Ideally, job descriptions should be free of biased language and should clearly communicate the specific tasks, responsibilities, and requirements for the role.聽
Avoid biased language
鈥淭he language used in a job posting can absolutely bias who will apply and who won鈥檛,鈥 says Carmen, so it鈥檚 important to recognize common clich茅s that may unwittingly discourage certain candidates from applying.
For instance, consider how 鈥渢ech wizard鈥 or 鈥渢ech ninja鈥 might deter women and nonbinary individuals who may perceive these roles as geared toward men. 鈥淒igital native鈥 can alienate older applicants by implying that only young people are suited for the role. Terms like 鈥渆nergetic鈥 that implicitly evoke physical ability might discourage candidates with disabilities who might be perfectly capable of fulfilling the job responsibilities through accommodations or alternative means. Emphasizing a 鈥渇ast-paced environment鈥 or the need for 鈥渆xcellent multitasking skills鈥 might put off neurodivergent candidates by implying an environment that doesn鈥檛 support people who thrive in more structured or predictable settings.
By becoming aware of the potential bias introduced by the language of job postings, People and HR teams can start to intentionally use inclusive language. Carmen also recommends using AI software tools like Textio or HireVue to check the language for bias, and to create standardized templates to ensure consistent and inclusive messaging across job descriptions.
Focus on skills and responsibilities
The best way to avoid bias and ensure inclusivity is to make the job description 鈥渃lear and specific,鈥 says Carmen. This means identifying the day-to-day tasks and responsibilities, the key job duties that will take up most of the person鈥檚 time, the specific types of decision-making they鈥檒l have authority over (such as hiring or budget approvals), and the number of direct reports they鈥檒l manage. The job description should also include the minimum qualifications required for the role, such as educational requirements, the number of years of experience, or the specific type of experience.
In terms of language, use clear and simple language that all potential applicants can understand. Whenever possible, avoid jargon or technical language that might make the job seem inaccessible to people from different industries or backgrounds. The language should also be gender-neutral, avoid age-specific terms, and be welcoming of applicants from diverse backgrounds.
Clarify your commitment to diversity
Beyond communicating the details of the role itself鈥攊n clear, specific, and bias-free language鈥攖he job description should also clarify the company鈥檚 commitment to diversity and inclusivity. Provide details on the work environment, such as options for remote work or flexible hours. Mention any accessibility accommodations that are available for employees as well as for candidates during the hiring process. By putting forward the details of inclusive work practices and policies, the job description is more likely to attract a wider range of candidates.
From inclusive job descriptions to an inclusive culture
Writing clear and inclusive job descriptions will help ensure a diverse talent pipeline, but their impact goes far beyond that. As the first touchpoint encountered by a candidate who might become a future employee, it鈥檚 an opportunity to set expectations and offer insights into your company鈥檚 core values, culture, and ethos.
Setting expectations
As the first touchpoint, the job description sets the tone for what the candidate might expect later as an employee. For instance, a clear and comprehensive job description will not only set expectations for the role鈥檚 responsibilities, but also support fairness in hiring and performance evaluations, contributing to a culture of transparency and trust.
Similarly, using inclusive language and explicitly stating your company鈥檚 commitment to diversity and inclusion sends a strong message that inclusivity is not just a goal, but a fundamental part of your organizational culture. If the job description highlights accommodations for disabilities, an openness to flexible work arrangements, and support for work-life balance, candidates will get a good sense of the working environment your company offers.
Attracting the right talent
By setting those expectations for candidates, you鈥檒l ensure not just a diverse range of applicants, but also that you鈥檙e attracting people who resonate with your organization鈥檚 values. In other words, the work of building culture actually starts with the job description, long before someone becomes an employee.
鈥淛ob descriptions set the tone for your organization鈥檚 culture by signaling your company values and priorities to potential candidates,鈥 Carmen explains. 鈥淭his could be commitments to diversity, teamwork, innovation, or continuous learning. When these values are clearly communicated, candidates who share those values are more likely to apply.鈥
In other words, inclusive job descriptions ultimately help you build a diverse team as well as ensure a unified, values-driven company culture. However, Carmen cautions that emphasizing DEI in a job description shouldn鈥檛 be like checking a box. 鈥淢ake sure what you鈥檙e writing in the job description is actually aligned with how you operate as a company,鈥 she says.
Ensuring an inclusive culture
The work of building culture in a remote or distributed setting is always ongoing, and it starts with the hiring process. Provide ongoing training for your team on the importance of bias-free language and inclusive hiring practices. Encourage a collaborative approach to writing and reviewing job descriptions, involving team members from diverse backgrounds. Perform regular audits to check for biased language, and ask for feedback from candidates during the hiring process.
Monitor the effectiveness of your job descriptions and be willing to make adjustments based on feedback and the diversity metrics you track. What works well today may need to be revised as societal norms and expectations evolve.
Adapt and evolve
The new world of work is not only new, but evolving very fast. That鈥檚 why Carmen emphasizes measuring outcomes, getting feedback, and improving continuously. 鈥淎dapt and evolve鈥 is how she sums up her advice to People leaders.
Carmen acknowledges that it鈥檚 challenging to keep up with new trends and emerging practices, but that鈥檚 also where communities like People Builders can provide crucial support鈥攂y providing a space for People leaders, professionals, and managers to connect, co-create solutions, and prepare together for the future of work as it unfolds.
