To attract diverse, qualified candidates, use clear, common job titles and avoid jargon, gender-biased, or negative language. Differentiate must-have vs. nice-to-have skills, provide clear salary info, write concise duties, use active voice, ensure inclusivity, avoid exaggerated claims, and maintain accessible, positive job ads.
What Common Language Pitfalls Should Recruiters Avoid in Job Ads?
AdminTo attract diverse, qualified candidates, use clear, common job titles and avoid jargon, gender-biased, or negative language. Differentiate must-have vs. nice-to-have skills, provide clear salary info, write concise duties, use active voice, ensure inclusivity, avoid exaggerated claims, and maintain accessible, positive job ads.
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Inclusive Language Do’s and Don’ts for Job Ads
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Avoiding Ambiguous Job Titles
Using vague or overly creative job titles can confuse candidates. Instead, stick to commonly recognized titles that accurately represent the role to attract the right applicants and improve searchability.
Steering Clear of Jargon and Buzzwords
Excessive use of industry jargon and buzzwords can alienate potential candidates, especially those new to the field. Use clear, straightforward language that everyone can understand.
Eliminating Gender-Biased Language
Words with gender connotations can unintentionally discourage applicants. Use gender-neutral terms like "they" or "candidate" and avoid words like “ninja” or “rockstar” that may not appeal to a diverse audience.
Being Careful with Requirements vs Preferences
Don’t list every skill or qualification as a strict requirement. Clearly differentiate between essential skills and nice-to-haves to avoid deterring otherwise qualified candidates.
Avoiding Negative or Overly Demanding Language
Phrases like "must work under pressure" or "no exceptions" can come off as harsh. Frame demands positively to maintain candidate interest and promote a healthy work culture.
Writing Clear and Concise Responsibilities
Overloading job ads with long, complex sentences can confuse readers. Use bullet points and straightforward language to clearly outline duties.
Clarifying Salary and Benefits Information
Avoid vague statements like “competitive salary” that leave candidates guessing. Provide clear information on compensation and benefits to build trust and attract serious applicants.
Ensuring Inclusive and Accessible Language
Use language that welcomes candidates of all backgrounds and abilities. Avoid phrases that may exclude certain groups and ensure the ad adheres to accessibility standards.
Preventing Overpromising
Steer clear of exaggerated claims or promises that the role cannot fulfill, such as “fast-track to CEO.” Be realistic to set proper expectations.
Using Active Instead of Passive Voice
Active voice makes job ads more engaging and dynamic. For example, say “You will manage projects” instead of “Projects will be managed by you” to create a more direct and appealing message.
What else to take into account
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