Review job posts for inclusive, bias-free language, concise requirements, and highlight your DEI commitment. Focus on growth over strict skills, flexible work, transparent salary/benefits, diverse visuals, non-traditional paths, plain language, and invite underrepresented groups to apply.
How Can Organizations Write Job Descriptions That Attract More Diverse DevOps and Infrastructure Talent?
AdminReview job posts for inclusive, bias-free language, concise requirements, and highlight your DEI commitment. Focus on growth over strict skills, flexible work, transparent salary/benefits, diverse visuals, non-traditional paths, plain language, and invite underrepresented groups to apply.
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How to Attract Diverse Candidates in DevOps & Infrastructure
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Focus on Inclusive Language
Carefully review job descriptions for gendered or exclusionary terms. Instead of phrases like “ninja,” “rockstar,” or “guru,” use neutral titles such as “engineer” or “specialist.” Employ tools or checklists to help eliminate unintentional bias in the wording and encourage applications from a broader set of candidates.
List Only Essential Requirements
Avoid long lists of qualifications or "nice-to-haves" that can deter underrepresented groups, especially women, who statistically only apply when meeting all listed requirements. Distinguish clearly between must-have and preferred qualifications to make the opportunity feel more accessible.
Highlight Commitment to Diversity and Inclusion
Explicitly state your organization’s dedication to creating an inclusive environment. Mentioning employee resource groups, mentorship programs, diverse leadership, or ongoing DEI initiatives signals to candidates that their identity and experience will be valued.
Emphasize Growth and Learning Over Existing Skills
Prioritize a willingness to learn and grow in your requirements, rather than just seeking mastery of a long list of specific tools or platforms. This gives candidates from unconventional backgrounds or those making lateral moves into DevOps and infrastructure a chance to see themselves in the role.
Showcase Flexible Work Arrangements
DevOps and infrastructure roles often attract candidates looking for remote, hybrid, or flexible working options. Clearly state your policies regarding remote work, flexible hours, or part-time opportunities to widen the applicant pool.
Provide Salary Ranges and Benefits Upfront
Transparency in compensation demonstrates fairness and can reduce inequities in initial offers. Including benefits—such as parental leave, mental health support, and healthcare—signals support for candidates with diverse needs and backgrounds.
Use Visual Diversity in Branding
Incorporate images and testimonials from a variety of employees in job postings and on career pages. Seeing diverse representation helps candidates envision themselves at your organization and signals a welcoming culture.
Highlight Non-Traditional Paths and Transferable Skills
Acknowledge that valuable DevOps and infrastructure skills can come from many fields, such as systems administration, software development, QA, or even self-taught/hands-on experience. Welcome candidates with bootcamp, community college, or self-directed learning backgrounds.
Avoid Jargon and Acronyms
Use plain English rather than company-specific acronyms or deep technical jargon that may discourage candidates from outside the traditional tech talent pool. If certain tools or methodologies are required, briefly describe them to lower the barrier to entry.
Encourage Applications from Underrepresented Groups
Add a statement inviting applicants from underrepresented or marginalized backgrounds in tech, such as: “We especially encourage applications from women, BIPOC, LGBTQ+ individuals, veterans, and people with disabilities.” This signals that you genuinely welcome diversity and are working to close opportunity gaps.
What else to take into account
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