Write inclusive job descriptions by focusing on core skills (not just credentials), using neutral language, and highlighting DEI, flexible benefits, growth opportunities, and purpose. List only true must-haves, show diverse role models, ensure accessibility, and partner with diverse networks.
How Can Organizations Craft TPM Job Descriptions That Truly Attract Diverse Candidates?
AdminWrite inclusive job descriptions by focusing on core skills (not just credentials), using neutral language, and highlighting DEI, flexible benefits, growth opportunities, and purpose. List only true must-haves, show diverse role models, ensure accessibility, and partner with diverse networks.
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Focus on Skills and Competencies Not Just Credentials
Many traditional job descriptions overemphasize years of experience, degrees, or niche technical tools that may not be essential. Instead, prioritize the core skills and competencies—like stakeholder management, problem-solving, and adaptability—that effective TPMs need. This encourages candidates from a wider array of backgrounds to apply, not just those who followed a linear career path.
Use Inclusive and Neutral Language
Audit your job descriptions for gender-coded words, jargon, or phrases that may deter underrepresented groups. Tools like Textio or Gender Decoder can help. Phrases like “rockstar” or “ninja” are often associated with masculine cultures. Instead, opt for language that highlights collaboration and learning.
Highlight Commitment to DEI Diversity Equity Inclusion
Demonstrate your organization’s dedication to diversity by explicitly stating it in the job description. For example, mention support for employee resource groups or DEI initiatives. A statement like, “We welcome candidates from all backgrounds and value the diversity of perspectives,” signals genuine openness.
Be Transparent About Flexibility and Benefits
Diverse candidates often seek roles that accommodate a variety of needs, whether that’s flexible hours, remote options, or strong parental leave policies. Include information about flexible work arrangements and supportive benefits to make your role accessible and appealing.
Emphasize Growth and Learning Opportunities
Showcase pathways for professional development or mentorship within your organization. Candidates who may not check every box are more likely to apply if they know there’s support for growth, training, and upskilling.
List Only True Must-Have Requirements
Be critical of which qualifications are labeled “required” versus “preferred.” Too many must-haves discourage talented candidates who might not meet every criterion but can learn quickly. Researchers have found this especially affects women and people from underrepresented groups.
Describe Impact and Purpose Not Just Tasks
People from diverse backgrounds are often motivated by purpose-driven work. Instead of just listing duties, explain how the TPM role contributes to meaningful company goals and positive societal outcomes.
Showcase Diverse Role Models and Teams
If possible, include quotes or stories from current TPMs representing different backgrounds, or mention diverse team compositions. This assures candidates they’ll be joining an inclusive and supportive environment.
Make Application Processes Accessible
Clearly communicate accessible application formats, like alternative ways to apply or accommodations for disabilities. This shows you’re committed to reducing barriers from the very first touchpoint.
Partner with Diverse Recruiting Channels
Signal in the job description your partnerships with diverse professional networks and communities. Add a line encouraging candidates to mention if they found the job via a diversity-focused partner, which further signals your reach and commitment.
What else to take into account
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