Writing Effective and Bias-Free Job Descriptions at Scale
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.
Is your enterprise embarrassed by old and outdated job descriptions?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.
There is a Solution: A Single, Centralized Job Description Management System in the Cloud!
- 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
1-4Appcast White Paper on The Impact of Gendered Wording on Candidate Attraction (473,742 jobs advertised from Aug. 1, 2020 to Aug. 31, 2020)
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