In the quest to attract diverse talent, crafting inclusive job descriptions is crucial. We’ve gathered insights from CEOs, Founders, and recruitment experts to share their strategies. From acknowledging non-linear career paths to encouraging applications beyond checkboxes, explore the key insights that can transform your job listings and their impact on diversity.

Acknowledge Non-Linear Career Paths

If you want to appeal to a diverse array of candidates, make a point to acknowledge that our careers take twists and turns.

Candidates with marginalized identities don’t always have the luxury of linear careers. Sometimes they have to change roles, companies, or industries to find a job in an affirming organization.

SaaS company Greenhouse includes the following blurb in their job descriptions:

“Your background has given you a unique perspective and set of transferable skills that aren’t always in alignment with a given role – but those are qualities we value at Greenhouse. If you don’t meet 100% of the qualifications outlined above, we still strongly encourage you to apply.”

The last sentence is pretty common, but Greenhouse took the extra step to state they value unique perspectives and transferable skills. This ultimately encourages more people to apply rather than self-select out.

Alex Lahmeyer
Founder, DEI Consultant and Career Advisor, Boundless Arc

Incorporate Four Pillars of Attraction

A thoughtful and clear job description will go a long way to attract diverse candidates. At Peoplism, we recommend job descriptions contain these four pillars: (1) the competencies that you need and that the successful candidate will be evaluated on when in the role, (2) the bigger-picture impact that the successful candidate will have, (3) what success looks like in the first six months and beyond and (4) your company values. We also recommend keeping job descriptions as concise as possible.

Really stick to the top five competencies for the position rather than include a page-long list of competencies that really are not that important, but may deter diverse candidates from applying. Plus, when these competencies are those on which a candidate will be evaluated in their performance reviews, they can be confident that the job they are applying for is the job that they will actually do.

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