Writing Job Descriptions That Don’t Filter Out Great Talent (900 words)

For many candidates, the first time they will learn of your organization is when they see a job description for an open position. It is from there that they will—hopefully—research your company. If you want a diverse slate of candidates to respond to your “help wanted” advertisement, you need to be intentional about how you write and where you post your job descriptions. Too often, great talent filters itself out before you ever see a résumé.

Watch Your Language

There’s a lot of bias that creeps into job descriptions.

Usually, we don’t get into trouble with verbs and nouns. “Design user interfaces.” “Meet sales targets.” “Manage vendor relationships.” When you use clear descriptions of what the job requires—a verb and a noun—you’re usually on solid ground.

It’s the adjectives and adverbs that get us into trouble.

When we use words like aggressive, controlling, assertive, directive, or competitive, we tend to attract more male applicants. Words like collaborative and supportive tend to attract more female applicants.

None of those words are inherently bad. The issue is that they can unintentionally signal who “belongs” in the role.

Instead of using charged adjectives, determine what you really value for the position. What tasks, goals, or outcomes matter most? Focus less on the personality traits of the “ideal candidate” and more on what needs to be accomplished.

People can achieve the same goals in many different ways.

When you focus on the what instead of the how, you broaden your applicant pool.

Remove Unnecessary Barriers

Consider whether you are likely to attract candidates with transferable skills from other industries. Remove proprietary and industry-specific language whenever possible.

Pay close attention to acronyms, references to specific software packages, and other terms that qualified job seekers may not recognize or understand.

Of course, there are instances where certain technical skills are essential. But challenge your assumptions. Are you discouraging qualified candidates who could learn quickly on the job?

Many hiring managers unintentionally include “nice-to-have” qualifications that become perceived requirements. Over time, these unnecessary filters shrink your candidate pool and reduce diversity of thought and experience.

If a requirement is not absolutely essential on day one, consider removing it—or clearly labeling it as preferred rather than required.

Field Test Your Job Descriptions

Once you’ve drafted your job description, don’t assume it’s ready to go.

Take it to someone in your organization whom you believe would be a perfect candidate for the role. This may be someone already performing similar work.

If possible, ask a diverse group of employees to review it.

Would they apply for this job?

If people who are already successfully doing the work feel intimidated or excluded by your posting, you are probably off target.

This step alone can uncover hidden language, unrealistic expectations, or subtle barriers you didn’t notice.

Declare Your Commitment to Inclusion—and Mean It

Include your company’s non-discrimination language and links to your diversity initiatives in every posting.

Candidates from underrepresented racial and ethnic groups want to know they will not be expected to “integrate” into your company. LGBTQ candidates want assurance they will not be marginalized. Candidates with disabilities want to know they will be welcomed as equals. Women want to feel safe from harassment. And all candidates want to know they will have opportunities for development, advancement, and meaningful work.

If you cannot make these promises—and back them up—even the most carefully written job description cannot save you.

Your words must reflect your culture.

Go Where Your Candidates Are

Where you post is just as important as what you post.

The internet is a powerful tool, but it should not be your only distribution channel. People in rural areas, individuals over a certain age, and some minority candidates may not rely exclusively on online job boards.

Find where qualified people are and post there.

Are they active in professional associations? Attend conferences? Participate in affinity groups? Use specialized job boards? Engage in community networks?

Go where your candidates are—not where you expect them to be.

If you only recruit from the same platforms you’ve always used, you will likely attract the same types of applicants you’ve always hired.

Let’s Take This One Step at a Time

Before you post your next job description, grab a highlighter.

Highlight every adjective and adverb. Ask yourself whether each one is necessary—or whether it signals preference rather than performance.

Highlight words or acronyms that are specific to your company or industry. Could someone outside your immediate circle understand them?

Ask three to five people to review your revised posting. Include individuals with different backgrounds, roles, and perspectives.

Then look at where you plan to post the position. Identify at least one place you’ve never posted before.

These small steps can dramatically expand your talent pipeline.

The Opportunity

Job descriptions are not just administrative documents. They are invitations.

The language you choose communicates who belongs, who is valued, and who is likely to succeed.

If your job descriptions filter out great talent before you ever review a résumé, the problem is not the labor market.

It’s the message.

Write postings that focus on outcomes. Remove unnecessary barriers. Test your language. Back up your commitments.

And remember: people can accomplish the same goals in many different ways.

Your job description should make room for that.

Reprinted with permission.