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Used strategically, a jobdescription can be much more than a list of duties and qualifications. With some small but significant changes to your template, you can use jobdescriptions to attract higher quality and more diverse applicants. So, what does this mean for your jobdescriptions?
In a world where cultural, ethnic, racial, and gender diversity in the workplace is increasingly valued, a different type of demographic is rising to the forefront of the collective consciousness – the neurodiverse. . Danielle Pavliv, manager of diversity and inclusion for analytics software company SAS, tells us : “Nearly 62.6%
What are the top masculine-biased words used in jobdescriptions? Knowing if you have masculine vs. feminine jobdescriptions is a hot topic these days. This week, I used Ongig’s Text Analyzer software (the tool for gender bias in jobdescriptions) to find out. Most companies want to hire more women.
So just when you’ve mastered writing a jobdescription to attract millennials, it’s time to learn a new skill: writing a jobdescription that Generation Z will actually read — and then, hopefully, take the next step and apply to the job. Before we get into it, consider what you know about Gen Z, if anything.
Diversity language in jobdescriptions attracts talent from underrepresented groups. So, how do you describe diversity in your jobdescriptions? Here are 5 examples of “diversity language” I find in JDs. Diversity Statement. Age Inclusive Diversity Language.
Times change, and so have jobdescriptions. If you’re like most companies, updating jobdescriptions is a top priority. “36% of job seekers that use job sites search for a job using the title of the job they’re looking for.” ” source: Indeed. . ” source: Indeed.
Think about the last time you gave your candidate experience a jolt of energy. See if any duplicate company pages show up that could cause confusion or diversion from your key networks. Include searchable terms in your jobdescription that to give your copy an SEO boost. How did you do? What did you love? The Lifestyle.
“Who are the key stakeholders that need to be involved when rewriting jobdescriptions?” One first move they’ll have to decide is which jobdescriptions to rewrite first. 3) Head of Diversity. They may have energy around the EEO language as well as any promissory language.
For example, if your career page speaks of your emphasis on inclusion and diversity, make sure the images you share of your team members reflect that. Job Postings Should Sell the Company. Jobdescriptions should enhance the interest and energy you’ve built elsewhere in the page.
A few tips from my 20+ years of writing jobdescriptions: Put First Things First. The most important rule of the first sentence of a jobdescription (or anything you write) is to get the candidate to read the NEXT sentence! This is not to say that the content towards the end of the jobdescription is not important.
An executive jobdescription template summarizes the scope of work, expectations, and benefits change-makers in your company can expect when filling a role. An accurate and inclusive jobdescription helps you attract the best execs capable of driving your organizational goals. CFO JobDescription Template — vcfo.
Writing a jobdescription template is a great way to ensure consistency (and get more applies). Words matter, especially if you’re writing a jobdescription template. you might be turning off diverse, qualified talent. you might be turning off diverse, qualified talent. Eliminate Biased Words.
But where do you start when developing a recruitment process that considers the unique and diverse needs of talent with mental health challenges? Develop Inclusive JobDescriptions While you’re at it, take time to review your jobdescriptions to ensure they’re using inclusive language.
ease the hiring process with this jobdescription for a barista. We cover tips for every step of the process, from job post to interview to hire. To craft a killer jobdescription, think about the barista skills that are most important to your café and build the job posting out from there.
Knowing if you have masculine vs. feminine jobdescriptions is a hot topic these days. So, what are the top masculine-biased words used in jobdescriptions? This week, I used Ongig’s Text Analyzer software (the tool for gender bias in jobdescriptions) to find out. based companies of all sizes.
Here’s a wrap-up of the discussion including tools, tips and techniques that real companies use to minimize hiring bias and build a more diverse and inclusive workplace. Bias, diversity and inclusion. Tackling biased hiring ensures that you actually have more diverse people who can enter your company in the first place.
If you’re using the word “strong” in your jobdescriptions, you might be limiting your candidate pool. “Strong” and other masculine words like lead, expert, and aggressive are proven to deter women from applying for jobs. . dynamic energy). dynamic energy). Why I Wrote This?
Diversity & Inclusion (D&I) isn’t new. For years business functions have been working to ensure their teams are as diverse as possible, helping to bring together people with different ideas, viewpoints, and working styles to make teams up to 35% more effective. . Quick Links: What is Diversity & Inclusion?
This influences every aspect of your recruitment strategy, from jobdescription to how long and detailed your hiring process gets. Hiring without any sense of your employer brand and how that plays into everything from how you write a jobdescription to how you want to present yourself as a business in interviews.
She is spending very little money, time or energy on recruiting. In her book, Lee-Anne provides a thought-provoking analysis of the diverse needs of different generations and she highlights: The times have changed, what employees want has changed. Get creative with your jobdescriptions. The talent is coming to her.
Like any content on your job pages, it’s an opportunity to sell and attract the candidate! You should instead put your About Us towards the end of your job ad. specifics about the job) and penalize you for redundant content (e.g. About Us content identical across all your job pages).
Hiring practices often prioritize youthful attributes such as energy, flexibility, and technological proficiency, inadvertently marginalizing more experienced candidates. Embracing a diverse workforce, including individuals of different age groups, brings a wealth of perspectives, experiences, and ideas to the table.
Today I’ve put together a list of 10 attractive job posting examples that should give you some fresh and creative ideas. Note: I’ve made this table of contents/shortcut below for you to get to specific job postings faster. Job Posting Examples: Elastic. Dominion Energy. Dominion Energy. Whole Foods.
For example, do you put on any events (including an annual one) that you’re proud of…where there’s great energy? Ongig’s mission is to transform your job pages to attract you the best and most diverse talent. If yes, perhaps you invite your top candidate prospects to that event. Recruiting is like dating.
Employers look for a few key personality traits when they search for their next team member, including professionalism, high energy levels, and confidence. Energy levels are contagious, for better or for worse, so you want someone in your office who’s going to motivate other employees to get out there and make a difference.
” source: The Diversity & Inclusion Glossary [a List of 200+ Terms] by Ongig. business and finance, crypto, social media marketing, hospitality, healthcare, and energy.). Is age used in a company’s diversity recruiting strategy as an aspect of diverse hiring? What Causes Unconscious Age Bias?
If you want to attract more female candidates, a good place to start is to eliminate your jobdescription bias. Jobdescription gender bias is the easiest lever for you to pull to hire more women. You can remove about 70% of jobdescription gender bias by changing just 7 of the most commonly used masculine words.
If you want to attract more female candidates, a good place to start is to eliminate your jobdescription bias. Jobdescription gender bias is the easiest lever for you to pull to hire more women. You can remove about 70% of jobdescription gender bias by changing just 7 of the most commonly used masculine words.
It’s hard to outline a day-to-day of the work I do in an agile environment as it tends to be very diverse and priority-focused among a very long list of things I could and should be doing. Another field that I think could be improved is the information itself that is being sent out along with jobdescriptions.
You’ve identified the right strategies to drive your organization’s diversity, equity, inclusion, and belonging (DEIB) efforts. generating jobdescriptions, advertising, applicant screening, and interviewing ). generating jobdescriptions, advertising, applicant screening, and interviewing ).
The city is known for its vibrant job market and competitive business landscape. With an abundance of industries ranging from energy to healthcare and technology, there is a constant need for skilled professionals in various fields, including accounting.
Why not give them that information right on your job ads? Diversity and Inclusion Content — Whether highlighting your diversity statement and/or diversity and inclusion initiatives “64% of candidates say that diversity and inclusion is an important factor in their decision.” Uniper EnergyJob Ad.
Here are 5 best practices we found to avoid using discriminatory words in your jobdescriptions, during interviews, and more: 1. Using people-first language is one way to avoid derogatory language in jobdescriptions. Discriminatory language is often found in the workplace, even if it’s used unconsciously.
“Culture fit” might mean looking for someone who’s high-energy and fun to be around. Free to use image from Unsplash Build an interview panel from various backgrounds A diverse hiring team is one quick way to protect against unconscious bias. It’s OK to look for certain qualities in a candidate.
These are the basic knowledge, skills, abilities, and other attributes a person needs in order to be considered as a candidate for a job. Contradictions like a jobdescription for an entry-level role combined with a qualification for “3+ years of experience” or with a list of hard skills that no entry-level person would have accumulated.
The energy industry is booming as demand rises, especially for renewable or clean energy. Investments in clean energy projects recently reached a record $133 billion thanks to the Inflation Reduction Act (IRA). job growth outpaced overall employment growth, led by 3.9% growth in the renewable energy sector.
These include carbon accounting, energy engineering, and sustainability education. Were the earth an employer, it might post a jobdescription like this right now. The resulting skills gap is so serious that the Boston Consulting Group calculates it could lead to a shortage of 7 million green energy workers by 2030.
Failing to Craft An Accurate JobDescription Imagine working hard on every marketing aspect of your hiring plan and failing to create a proper jobdescription, the main material which is supposed to attract candidates towards you! You avoid the following mistakes.
Failing To Craft An Accurate JobDescription Imagine working hard on every marketing aspect of your hiring plan and failing to create a proper jobdescription, the main material which is supposed to attract candidates towards you! You avoid the following mistakes.
They indicate the direction and source of our energy. Reflecting On The Actual Duties Performed In Job Roles: It’s important to start with the jobdescription of the position available, so we can be sure there is no inherent bias in the personal requirements. Furthermore, diversity fires up innovation.”.
An About Us statement is a critical piece job posting or web site. Like any content on your job pages, it’s an opportunity to sell the candidate! You should instead put your About Us towards the end of your job ad. specifics about the job) and penalize you for redundant content (e.g. We are PepsiCo. www.ge.com.
These are the basic knowledge, skills, abilities, and other attributes a person needs in order to be considered as a candidate for a job. Contradictions like a jobdescription for an entry-level role combined with a qualification for “3+ years of experience” or with a list of hard skills that no entry-level person would have accumulated.
While we’ll look at some statistics later, blind hiring has been proven to improve workplace diversity and, for many organizations, their general recruitment success. But, why is blind hiring so important in the modern, diverse workplace? Fundamentally, it all boils down to improving diversity and reducing bias.
Organizations like New York Life , Prudential , and National Life Group , are proud of the stories they can tell about their first female agents, hired in the late 1800s and early 1900s—an era when only a tiny fraction of women had jobs outside the home at all. That’s good news for gender diversity in insurance, but the work isn’t done.
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