Job descriptions are among the first touchpoints an applicant will see and will be used in part to determine whether or not a candidate feels excited about moving forward with your process. It's critical to establish your commitment to diversity and inclusion at the outset. For this reason, we recommend that you:
Be careful of gender coded use in your job descriptions — terms like "rockstar" "ninja" and "hacker" code as male, which can deter female applicants from applying. Also consider whether the description of your company culture - "fast-paced," "scrappy" - might deter applicants from certain groups from applying.
Be mindful of the pronouns you're using — some organizations opt to drop s/he pronouns from JDs altogether in favor of the "they" pronoun.
Reiterate your commitment to diversity and inclusion in your job descriptions. This can be done by calling out a commitment to fair hiring practices explicitly in your job posts (see example below), or by inviting applicants who do not meet 100% of the criteria listed in the JD to apply anyway. Better yet, invite opportunistic hires for roles not yet included on the jobs page (via email or through a "Create Your Own Job" post) to share their experience and interest for the company.
💡 {{COMPANY NAME}} is proud to be an equal opportunity employer. We actively seek applicants from underrepresented communities. Even if you are not 100% sure you are right for the role, please apply and we will be happy to consider your application. All employment is based on merit and business need, and we respond to each application we receive.