How Technology Helps Diversity Recruiting Efforts

Job Descriptions

  • Use inclusive language in job descriptions. That means avoiding gender-specific pronouns (e.g. she, her, him, etc.) and gender-coded words, like ‘ninja,’ ‘rockstar,’ ‘competitive,’ ‘nurturing,’ etc. Your job descriptions should also be easy to read and free of jargon. Be sure to get feedback on job descriptions from current employees to reduce and prevent unconscious bias. You can also use a software solution like Textio to examine job descriptions for biased language.
  • Be intentional about the job requirements. There are some skills your candidate will need to have in order to do the job proficiently, but job ads with a long list of nice-to-have requirements can deter applications. This is especially true for women, who will generally not apply for a job unless they meet 100% of the requirements. Men, on the other hand, will usually apply if they meet at least 60% of the job requirements. Be sure to include those basic needs for the job, but leave out more superficial requirements. Save those bonus features for making assessment and interview process decisions.
  • Clearly communicate that diversity, equity, and inclusion are important values at your company. 76% of employees and job seekers said that a diverse workforce was a top factor in their job search and offer evaluation. Making a commitment to DEI is about more than just diversity recruitment strategies. It’s about taking an honest look at how your company’s policies and processes affect its employees. It’s about truly creating equal opportunity at your organization for candidates and employees whose identities are underrepresented.
  • Work to recognize and reduce bias. Our unconscious biases tend to draw us toward people who are similar to ourselves. In order to avoid being influenced by those biases, every individual at your organization should be equipped with tools to help them recognize and reduce those biases. That’s even more important when it comes to talent acquisition and hiring teams. Training and feedback from others can help those involved in the hiring process gain awareness of bias and improve inclusivity.

Collect and Analyze Demographics

  • Are the job description and application inclusive and accessible to all?
  • Are jobs being posted to a wide variety of job boards to reach the most diverse group of candidates possible?
  • Could recruiters and hiring teams be choosing candidates based on personal bias rather than best-fit?

Introduce Internal Diversity and Inclusion Training



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Meredith Wholley

Meredith Wholley

As a Digital Marketing and Events Manager for ClearCompany, Meredith coordinates best-practice content and brand-awareness events with HR practitioners.