Writing Inclusive Job Descriptions to Attract Diverse Talent

ByEsther Low Skills-Based Hiring, Diversity & Inclusion, Hiring Tips, Recruitment Programs

Let’s be honest, when you’re racing to build a high-growth company, finding the right people – and finding them fast – feels like half the battle. You’re not just looking to fill open positions; you need talent that will drive your business forward. But what if the way you’re writing your job description is unintentionally shrinking your talent pool, making it harder to find the right people? It’s a common blind spot, but one that can seriously impact your ability to scale, innovate, and boost your bottom line. This isn’t just about a single job posting; it’s about your overall hiring strategy.

Crafting inclusive job descriptions isn’t just about being “nice”; it’s a smart talent pool expansion strategy. By using inclusive language and creating accessible job postings, you open the door to a wider range of qualified candidates. This means more innovation, better problem solving, and a direct impact on your company’s growth and increased productivity. Think of it as an investment: better job descriptions lead to better hires, which means a stronger return on your talent investment and the creation of truly diverse teams.

Why Bother with Inclusive Job Descriptions?

You might be thinking, “I just need to hire someone good, quickly. Does the wording in a job posting really matter that much?” Absolutely. The language you use in every job description has a direct impact on who applies.

  • Wider Talent Pool & Better Hires: When your job postings appeal to a broader audience, you naturally attract more applicants. More choice means a higher chance of finding that perfect fit – the candidate who can truly drive results. This is about accessing diverse perspectives and skills that can fuel innovation and revenue growth. You’ll find more talented candidates this way.
  • Reduced Cost-Per-Hire & Faster Time-to-Fill: Clear, inclusive language in your job description can reduce the time it takes to find the right person because you’re attracting more relevant candidates from the get-go. This means less money spent on prolonged searches and a quicker path to getting new team members productive, directly impacting your operational efficiency.
  • Improved Employee Retention & Job Satisfaction: When people feel genuinely inclusive and valued from the very first interaction (like reading your job posting), they’re more likely to thrive, contribute to a positive team environment, and stay long-term. Reducing turnover is a massive cost saving and boosts overall job satisfaction.
  • Enhanced Employer Brand: Companies known for their inclusive hiring practices become magnets for top talent. Your job descriptions are often the first glimpse potential candidates get into your company culture. Make every job posting count.

The Shift to Skills & How Kabel Redefines the Job Description

One of the most powerful ways to make your job descriptions more inclusive is by focusing on skills and potential rather than a rigid list of traditional qualifications. This is the heart of skills-based hiring.

You don’t need another employee who looks good on paper. You need someone who’s smart, adaptable, eager to learn, and a right fit for your company culture. This is why at Kabel, we encourage employers to move beyond the traditional job description with its 10 bullet points of tasks and requirements. Instead, we guide you to define the job by answering three core questions, often framed using a SMART (Specific, Measurable, Achievable, Relevant, Time-bound) approach to define outcomes:

  1. What is the major objective or biggest challenge of this position?
    (e.g., For an intern: “Successfully support the marketing team in launching our new social media campaign by contributing to content creation and community engagement for the next 3 months.”)
  2. What does the person in this job need to do to be successful?
    (e.g., Instead of “Must be a Marketing major,” think: “Create engaging social media posts, research industry trends, assist with event coordination, and demonstrate a willingness to learn new digital tools.”) This focuses on demonstrable skills and actions.
  3. What is a major milestone this candidate should achieve in the first 3-6 months?
    (e.g., For a fresh grad in a support role: “Achieve a 90% positive feedback score from users assisted and independently resolve 50 support tickets within the first 3 months.”)

Why is this outcome-oriented approach to a job description so important? Because it forces clarity on what success actually looks like in the job. It shifts the focus from a checklist of qualifications (which can introduce hiring bias) to the actual performance and skills needed. This method naturally leads to more inclusive job descriptions because you’re defining the work, not just a preconceived notion of the person. This is a fundamental part of a fair hiring process.

For a deeper dive, our Skills-Based Hiring Guide offers a comprehensive look at this approach to hiring. But the journey to a better candidate experience often starts with how you create job postings.

Practical Tips for Crafting Diversity-Friendly Job Ads & Inclusive Job Descriptions

So, how do you actually put writing inclusive job descriptions into practice? It’s about being mindful and intentional with every job posting.

1. Watch Your Language – It Speaks Volumes for Every Job

  • Gendered Words & Gender Neutral Language: Ditch terms like “rockstar,” “ninja,” or “guru” in your job description. Studies show these gendered words can deter women. Opt for gender neutral language like “expert,” “skilled,” or “dedicated.” Similarly, avoid overly masculine or feminine pronouns; use “you” or “they/them.”
  • Corporate Jargon & Complex Language: Not everyone will understand internal lingo or colloquialisms, especially if English isn’t their first language or they come from different diverse backgrounds. Keep your job posting clear, simple, and direct. Use plain language and avoid complex language. This ensures your neutral hiring communication is truly understood by all candidates.
  • Superlatives & Absolutes: Words like “expert,” “world-class,” or even overly demanding academic achievements in a job description can discourage qualified candidates (even bright fresh grads or interns!) who are strong but might not see themselves fitting that exact (and often arbitrary) mold. Focus on desired outcomes, potential, and transferable skills.
    • Before (for a general intern job posting): “Seeking only top-tier university students with a 3.8 CGPA and above to join our elite program.”
    • After: “We’re looking for enthusiastic and proactive students eager to learn and contribute to real-world projects. If you have a passion for [industry/area], strong problem-solving abilities, and a collaborative mindset, we encourage you to apply.”

2. Distinguish “Must-Haves” from “Nice-to-Haves” in Your Job Description

Be ruthless here for every job posting, especially for interns and fresh grads. Does a candidate really need a specific major for an entry-level role, or do they need the aptitude and skills often associated with that major (which could be gained elsewhere)?

  • Before (for a Marketing Intern job description): “Must have a Bachelor’s degree in Marketing, specializing in digital.”
    • Problem: This excludes talented candidates from other fields who might have developed strong digital marketing skills through online courses, personal projects, or student organizations, but don’t have that specific degree.
  • After: “We’re looking for someone passionate about digital marketing. Key skills we value include an understanding of social media platforms, an ability to create engaging content (show us your blog, portfolio, or class projects!), and an eagerness to learn about SEO and analytics. A background in Marketing, Communications, or a related field is a plus, but we’re most interested in your demonstrated interest and foundational skills.”
    • Why it’s better for this job posting: Focuses on demonstrable interest, foundational skills, and potential, opening the door wider to a more diverse pool of applicants who might not fit a rigid academic mold but have the drive and capability. This is key for an inclusive job description for early talent.

3. Focus on What the Job Actually Requires

This is crucial for making accessible job postings and a fair hiring process.

  • Example: Language Requirements in a Job Description
    • Instead of (and please, never do this!): “Chinese applicants only.” (This is discriminatory and illegal in many places.)
    • Say: “Proficiency in Mandarin (spoken and written) is required for this job to effectively liaise with our Mandarin-speaking clients/partners.”
    • Why it works for this job posting: You’re specifying a genuine job requirement (skills in language) rather than a demographic. This opens the role to anyone who possesses that skill, regardless of their background, ensuring your job description is inclusive.

4. Keep Accessibility in Mind for All Job Postings

Your job postings need to be accessible to everyone, including people with disabilities.

  • Use clear fonts and formatting in your job description.
  • Avoid relying solely on images or colors to convey information. If a job posting includes images, always add alternative text (alt text) so screen readers can describe them.
  • Ensure your application process is straightforward and works well on accessible online platforms and different devices.
  • Mention that you offer accommodations during the hiring process for candidates with disabilities.
  • Ensure compatibility with assistive technologies. Your goal is to create job postings that are truly accessible.

5. Showcase Your Organization’s Commitment to Inclusion

  • Include a brief, genuine diversity and inclusion statement in your job description or on your careers page. Show your organization’s commitment.
  • Highlight any employee resource groups or inclusive benefits.
  • Use images on your careers page that reflect diverse teams.
  • Be mindful of language that could exclude individuals based on factors like sexual orientation or other personal attributes irrelevant to the job.

Quick Language Review Checklist Before You Post Your Job Description:

Before you hit “publish” on that next diversity-friendly job ad or job listing, run through this quick checklist. These are important points:

  • Is the language in my job description gender-neutral?
  • Have I removed unnecessary jargon or idioms from this job posting?
  • Are the “requirements” truly essential for the job, or are they just “nice-to-haves”?
  • Does this inclusive job description focus on skills and abilities rather than specific degrees or years of experience (where possible)?
  • Is the language welcoming and encouraging to people from all backgrounds, including those with disabilities?
  • If there’s a specific language requirement, is it framed as a necessary skill for the job?
  • Is it clear what a candidate will do in the position and what success looks like?
  • Is this job posting accessible (e.g., considered screen readers, provided alt text for images)?

A man in a suit interacts with a futuristic transparent touchscreen displaying digital data and profiles in a modern office environment.

Beyond the JD: The Broader Inclusive Hiring Process & Kabel’s Role

Writing an inclusive job description is a fantastic first step. But what happens next? How do you ensure your entire hiring process, from screening applicants to the interview process, doesn’t reintroduce unconscious bias or hiring bias?

That’s where platforms like Kabel come in. We’re built on the principle of skills-based hiring. We help you connect with early-career talent – interns and fresh graduates – based on their verified hard and soft skills, interests, and motivations. This data-driven approach means every candidate gets an equal opportunity, regardless of their background, helping you avoid unconscious bias in your selection. We facilitate a more objective hiring process and can support elements like structured interviews.

While we allow filters for essential criteria for a job (like language proficiency or specific academic achievements if truly necessary for the position), our core matching focuses on what truly predicts job success. This means you get a diverse pool of highly relevant candidates, up to 8x faster, allowing your hiring managers to focus on strategic engagement rather than sifting through mismatched resumes. This speed and precision directly contribute to your team’s productivity and your company’s ability to seize growth opportunities. We believe in providing benefits that make the hiring journey smoother for companies and fairer for candidates. Some training may also be required to fully leverage these inclusive hiring practices.

It’s More Than Just Words; It’s a Growth Strategy for Your Job Openings

Ultimately, writing inclusive job descriptions isn’t just an HR task; it’s a core component of your talent pool expansion strategy and a driver of business success. By being more thoughtful about your language in every job posting and focusing on skills and outcomes (like we encourage at Kabel with our 3-question approach to define a job), you’ll attract a wider, more diverse range of applicants. This leads to better hires, stronger teams, increased innovation, and a healthier bottom line. This approach helps you create a truly inclusive hiring environment.

So, take another look at your current job descriptions and overall hiring process. Are they truly opening the door to all the amazing talent out there? A few small changes to how you create and manage your job postings could make a big difference in fueling your company’s growth engine.

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