Is your enterprise embarrassed by old and outdated job descriptions? Do they sound "clinical," "legal," or "prescriptive"?

Are your bullets too long?

• Is your JD too long?
• Are you job ads full of inside jargon and abbreviations?
• The modern candidate expects a succinct and clear job ad with a "single voice"

Are your job postings poorly formatted and inconsistent?

• Do your fonts vary from position to position?
• Do some jobs have missing bullets or responsibilities?
• Do you have an EEO statement in every job required?
• Do you have salary info in the U.S. states and other entities that require it by law?

Are you still using MS Word, Excel and Shared Drives for your job descriptions?

• To write effective job ads, you can't rely on technology like MS Word and Excel that came out in the 1980's.
• If you write your job descriptions in an applicant tracking system, keep in mind that ATS's are designed to track (not attract) candidates.
• Your job descriptions should be accessed by any relevant recruiter, hiring manager, or HR pro in an easy-to-find location.

Recruiters Aren't Copywriters (nor should they be!)

• To recruit at scale, your recruiters need to be free to recruit, not to wordsmith your job ads.
• Save your recruiters time by eliminating "re-work" (that software can do) so they are free to source your candidates.
• And speed up the time from when your Req is approved to posted.

Gender Bias is Most Common When You're Hiring at Scale (but you can remove it!)

• A study of 473,742 job ads finds that 63% of ads use male/female-coded words.¹
• Did you know that you can boost your applications by 29% by removing these "male/female" coded words.²
• For predominantly male job functions (jobs with 60%+ male workers), gender-neutral language receives 145% more applications per job at a 16% lower cost per application.³

Is your enterprise turning off the BIPOC community?

• Did you know that everyday "gotcha" words ("brown bag", "Latino", "tribe") can immediately turn off candidates from the Black, Indigenous, Person of Color communities?
• If you want to hire more women of color, the 3 benefits that are most important to them are Flex work/remote work (58%); Financial Benefits (47%); and PTO/vacation policy (35%).
• The most important factors to a Black woman are Salary/Compensation package, Clear growth trajectory, and Title and Responsibilities.

Is your enterprise turning off the BIPOC community?

• Did you know that everyday "gotcha" words ("brown bag", "Latino", "tribe") can immediately turn off candidates from the Black, Indigenous, Person of Color communities?
• If you want to hire more women of color, the 3 benefits that are most important to them are Flex work/remote work (58%); Financial Benefits (47%); and PTO/vacation policy (35%).
• The most important factors to a Black woman are Salary/Compensation package, Clear growth trajectory, and Title and Responsibilities.

There is a Solution: A Single, Centralized Job Description Management System in the Cloud!

You need to be super-automated to get 100's or 1,000's of effective, bias-free job ads out the door on time.

• Ongig consolidates your job descriptions in a single repository accessible by multiple users.
• Easily create Job Description templates to write and post jobs quickly.
• All jobs are scanned for bias and ineffective language.
• And data shows that applications can increase up to 29% while cost per hire can go down 41%.⁴