Decision Toolbox acquired by leader in integrated employee engagement solutions, Engage2Excel.Read the full story.

Are You Limiting Candidates With Biased Job Ads? DT’s Tom Brennan to ZipRecruiter

image description

Decision Toolbox Master Writer Tom Brennan recently shared insights with ZipRecruiter on how employers may be created biased job ads without intending to, and even worse, how they might be missing out on great candidates because of it.

Excerpt from the article:

Your job ads may be biased. And they may be driving candidates away. And you may not even know it.

But when writing job ads, the issue is not which terms make you racist or sexist or otherwise discriminatory, says Tom Brennan, Master Writer at leading nationwide recruiting firm Decision Toolbox. And, the issue is not what you mean by a word or phrase, however innocent, he says.

“The issue is that making smart language choices can help you avoid driving good candidates away,” says Brennan. “Some have argued that there are upwards of 25,000 terms that can convey an unconscious bias toward men or women. You can’t avoid using all 25,000 problematic terms, but you can make sure your postings include a balance of both masculine and feminine terms.”

So what do you do? How do you avoid biased job ads that also drive candidates away?

Consider using a job posting service
Brennan points out there are services you can use to scan your postings for such biased, terms, such as Unitive and Textio.

Avoid trying to be gender neutral with everything
Brennan also recommends avoiding the use of terms like “he” or “him” as if they were gender neutral, but that can result in awkward writing like, “The Sales Manager will lead his/her team in exploring new markets.”

One way to avoid that is to use the second person, as if speaking directly to candidates: “As Sales Manager, you will lead your team in exploring new markets.”

Another way is to use the plural. Instead of “Each candidate will be judged on his/her individual merits,” you could write, “Candidates will be judged on their individual merits.”

For the full article, including additional tips on how to avoid biased job ads, click here.

Did You Enjoy This Article? Sign up for Decision Toolbox’s monthly newsletter: Inside the Box.

Inside the Box will share the secrets of life long happiness….not really, but we will provide you with some great talent acquisition articles and tips that will hopefully make your working life better. You’ll also get the inside scoop on DT.

See what our clients are saying…

Believe it or not, we don’t have giant heads. See More Client Quotes

  • " (DT Recruiter) is a true professional and excellent recruiting partner! She sought out the exact requirements we were looking for. Only one candidate was presented to the CEO and hired! He was skeptical of the process from the beginning and is now an advocate of DT stating that it "worked like clockwork"! Great job to the DT team! "
  • " I just wanted to take a moment to say how much I am enjoying working with (DT Recruiter). She is great at facilitating our discussion within the Board of Directors Executive Director search committee. I also love the company process and have referred you to several colleagues. "
  • " I appreciated (DT Recruiter's) enthusiasm, her approach-ability and can-do attitude. Great partner to us during our search... "
  • " (DT Recruiter) was great!!! Professional, knowledgeable, good communicator, easy to work with...would always want her for our account. "
DecisionToolbox 800-344-2026 info@dtoolbox.com