That diversity enriches organizationsIt is something that nowadays no one questions. In fact, the last international surveys show that up to 50% of employees want their company to carry out actions that promote greater labor diversity.
The best way to get a staff made up of people of different genders, nationalities, cultures, etc. is that the company takes inclusion very seriously. That this value is present in all the processes that are carried out, especially in the selection processes.
However, it may be that a company has built diversity and inclusion into its corporate culture and still doesn't have the diverse teams it would like to have. In most cases this is because something is wrong in the published job offers. One or several events are causing certain groups of people not to be interested in working on it.
The key to solving the problem is do a good job description. Today this is the most effective way to attract valuable candidates. But how should it be worded to fulfill its purpose?
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What is a job description?
A good job offer must have a content in which we can find the Description of the job, the requirements to be met by candidates and what the company offers.
If many organizations continue to have problems today in finding the most suitable candidates for the vacancies to be filled, this is mainly due to the fact that in the advertisements they publish to search for candidates some of the elements that we have seen are missing, or only briefly mention.
All three parts of the job offer are important, but in this case we are especially interested in the job description, because of its influence on whether or not the company achieves its goal of having a diverse workforce. How is a person going to be interested in a job if they are barely given information about it, or if the information provided is not sufficient, or if they are asked think that you will not fit in the template due to some personal condition of your own (being a woman, young, over 45 years old, a foreigner, etc.)?
The job description is a summary of the main and related tasks that must be carried out in a given job. All companies should have a job description. In other words, it would not be necessary to write it from scratch to publish a job offer, it would be enough to make some small adjustments.
Proper wording and presentation not only affects the company's ability to attract talented employees, but also the success of the hiring process.
If after going through the recruitment process, the candidate joins the staff and finds that the job is not what he expected, it is likely that end up voluntarily resigning. And, in case you choose to stay, surely you will never feel completely comfortable and will not unfold your full potential. In both situations, both the worker and the company lose out.
We conclude then that the job description is much more important than it seems. If done poorly, it can lead to inefficiencies in the selection process. On the contrary, if it has been prepared correctly, it is the perfect tool for the company to assemble a diverse workforce with highly efficient work teams. Let's look at seven ways to do it right.
1. Use inclusive language
In Spain, the legislation prohibits job offers that may involve some type of discrimination. Despite this, anyone who has ever looked for a job has come across advertisements that include references to the age of the candidates, their gender and even their nationality.
If the company's objective is to increase diversity in its workforce, the job description must be written in such a way that anyone who reads it and meets the required professional requirements, considers that they can aspire to the position.
It is not just about ignoring references to the person's gender, but also about eliminating certain words or expressions that can lead candidates to think that the offer is not for them. For example, terms such as "guru" or "ninja" are often used. Although they are neutral, it is clear that socially they identify more with men, and more specifically with young men. Which can make both older women and men feel like they're not what the company is looking for.
2. Reduce the essential requirements
The more demanding the company is regarding the requirements that must be met by someone who is going to fill a vacant position, the fewer applications it will receive. And, surely, you will be missing the opportunity to hire a valuable employee.
If job offers are too demanding, candidates self-exclude. The ones who do it the most are women. As published by forbes magazine, most women only apply to an offer if they meet 100% of the required requirements. In the case of men, that percentage drops to 60%. Consequently, the more essential requirements the job description includes, the more male candidates will be received.
So that this does not happen, it is advisable to limit as much as possible the requirements that are considered essential for the position.
All those that the company would like its new employee to have can be included under a category of desirable requirements.
3. Orient the search to the results
Another way to attract more talent is to not focus so much on specific requirements and emphasize the importance of results. Whoever occupies the position will be required to be able to achieve certain objectives within a period of three, six or 12 months.
The talented candidates are aware that they are and that the combination of their skills can lead them to achieve certain goals. Consequently, they will see job offers that use this system as much more accessible to them.
4. Eliminate socioeconomic bias
To perform certain jobs it is necessary to have a specific degree. Although it is not important if this has been achieved in a certain center or another, or if the final average grade has been higher or lower.
Despite this, some job offers they emphasize the need for the candidate to have studied at prestigious universities, or to have a brilliant record. This, of course, makes many talented workers do not feel up to the demands and decide not to apply.
5. Use blind hiring
Candidates with a tendency to self-exclude are more motivated not to do so when they know that in a first filter they cannot be discarded for reasons such as their sex, their age, their race, or similar.
The use of the blind hiring technique in the selection process implies that the Resumes will be blank for basic personal information such as name and photo. The recruiter will focus solely on the skills, without assessing anything else.
The company can take advantage of its job description to point out its inclusive nature and its commitment to diversity. Demonstrating that what really interests him is talent, which is why he uses this technique.
6. Avoid using too technical language
When a job description constantly refers to technical terms, even concepts that are only used within the company, all those who come from another sector are being left out.
For example, a manager who has been working in logistics may not feel qualified to move to finance if they see the ad as too technical. Although, in reality, his experience and skills are more than enough to be able to perform the job.
7. Indicate the salary range in the job description
Many companies are reluctant to indicate the salary in their job offers. Nevertheless, Indicating the salary range can work in your favor when it comes to attracting talent, especially female talent.
The pay gap still exists in many sectors, so it is important for women to know that, if they are selected, they will be paid the same as men who have the same position as them within the company.
A diverse and inclusive job description requires a constant review to adapt to the new social reality and be truly effective. In this sense, the importance of feedback from both human resources staff and employees, and even from the candidates themselves, should never be overlooked. It is worth investing time and effort in continuous improvement, because only in this way will the company achieve its goal of having a workforce of the highest quality.
Increase diversity in your company by focusing on the soft skills of the candidates, with Hirint you can evaluate the competencies in any part of the selection process, allowing you to learn more about your candidates and make decisions backed by data. Book a meeting with us HERE