Talent Acquisition

Job Description Writing

• Lead with impact: describe how the role contributes to the organization's mission
• Use clear, specific language for responsibilities and qualifications
• Separate "required" from "preferred" qualifications to avoid deterring qualified candidates
• Include salary range and benefits highlights for transparency
• Keep descriptions concise (700-1000 words ideal)
• Structure with consistent formatting: summary, responsibilities, qualifications, benefits, EEO

Bias-Free Language

• Use gender-neutral pronouns and job titles (e.g., "chairperson" not "chairman")
• Avoid coded language that signals age, gender, or cultural bias (e.g., "rockstar," "ninja," "young and energetic")
• Replace aggressive language (e.g., "crushing it," "killer instinct") with collaborative alternatives
• Focus on skills and competencies rather than cultural fit
• Use tools and checklists to audit job postings for biased language
• Avoid unnecessary degree requirements that may exclude diverse candidates