Write skills-focused, inclusive job descriptions by emphasizing essential and transferable skills over credentials, using clear language, distinguishing ‘must-haves’, and valuing diverse experiences. Highlight DEI, growth, and impact, and engage diverse staff in refining postings.
How Can Job Descriptions Be Reimagined to Attract Diverse Talent Through a Skills-First Lens?
AdminWrite skills-focused, inclusive job descriptions by emphasizing essential and transferable skills over credentials, using clear language, distinguishing ‘must-haves’, and valuing diverse experiences. Highlight DEI, growth, and impact, and engage diverse staff in refining postings.
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Focus Job Descriptions on Core Skills Not Credentials
Many conventional job descriptions center around degrees or specific years of experience, which can inadvertently exclude capable candidates from diverse backgrounds. By rewriting job descriptions to highlight the essential skills—such as communication, problem-solving, or technical abilities—you broaden the potential candidate pool. Explicitly stating that equivalent skills gained outside traditional settings are valued encourages applicants with non-linear careers or non-traditional education paths to apply.
Use Inclusive Language to Widen the Talent Pool
The words and tone of a job description can either welcome or deter applicants. Avoiding jargon, gender-coded terms, and corporate clichés ensures clarity and inclusivity. Clearly articulating the required skills in straightforward, neutral language helps attract candidates from a variety of backgrounds, including those for whom English may not be a first language.
Highlight Transferable and Soft Skills
Many diverse candidates, including career changers or those returning to the workforce, may not have industry-specific experience but possess valuable transferable or soft skills. Prioritizing attributes like adaptability, collaboration, leadership, or analytical thinking in your job descriptions allows you to appeal to a broader, more varied group of applicants.
Clearly Differentiate Between Must-Have and Nice-to-Have Skills
Job descriptions often list long sets of requirements that can discourage well-qualified but non-traditional applicants, particularly those from underrepresented groups. By separating essential skills from desirable ones, and keeping the 'must-have' list concise, you encourage candidates who might otherwise self-select out to see themselves as qualified.
Incorporate Skills Testing or Assessments Early in the Process
Announcing in the job description that your organization welcomes skills assessments as part of the hiring process reassures candidates that demonstrated ability—rather than résumé pedigree—is prioritized. Make it clear that everyone, regardless of previous roles or education, will have a chance to showcase their skills.
Emphasize Development and Growth Opportunities
A skills-first approach values learning and adaptability. Mention in your job descriptions that your company supports reskilling, upskilling, and on-the-job training. This signals to candidates from all backgrounds that you value potential and continuous growth, not just static credentials.
Describe the Impact and Purpose of the Role
Rather than focusing only on the traditional "task list," contextualize how the skills required for the role contribute to larger organizational goals or social impact. This helps attract purpose-driven candidates who may bring unique talents and perspectives, and underscores the value of different kinds of skills—technical and otherwise.
Showcase Commitment to Diversity Equity and Inclusion DEI
Include a statement describing your organization's dedication to DEI and specifically mention your skills-first approach. Candidates from historically excluded groups gain assurance that their skills and unique experiences will be respected and valued.
Welcome Non-Traditional Experiences
Explicitly invite applicants to share experiences from volunteering, freelance, military service, or community work that demonstrate relevant skills. By valuing these backgrounds in your job descriptions, you attract people who bring fresh problem-solving potential and new perspectives.
Collaborate with Diverse Employees to Audit Job Descriptions
Engage current team members from varied backgrounds to review and refine job descriptions. Their input can reveal unconscious biases or overlooked requirements, ensuring the language and listed skills resonate with—and do not inadvertently exclude—a broad spectrum of applicants.
What else to take into account
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