Job descriptions form the basis of Brown’s recruitment advertising and directly shape a candidate’s understanding of the position. Hiring managers should intentionally design job descriptions to attract a wide array of applicants and ensure they match the job for which you are hiring. A well-written job description should describe major responsibilities and essential functions, but it is not merely a list of job requirements. Consider a focus on how a potential candidate will contribute to the overall mission of your department.
best practices in writing inclusive job descriptions
Job description contain the qualifications and criteria for the role and standardize expectations for job performance. Review the following guidelines to create inclusive job descriptions:
- Ensure minimum qualifications are aligned with the responsibilities. Be selective about identifying minimum required qualifications as this may influence the diversity of the applicant pool.
- Separate essential from non-essential qualifications.
- Carefully consider whether preferred qualifications are justified (e.g., consider whether candidates need to have an advanced degree for success in the position).
- Use inclusive, flexible language conveying that candidates with comparable transferable skills or knowledge can be considered (e.g., associate’s degree or equivalent education and experience).
- Carefully review language to eliminate unintentional bias. Avoid using his/her pronouns; instead, use “the incumbent.”
- Avoid modifiers or criteria with gender-associated qualities (e.g., dominant, assertive).
- Focus on desired ability or skill instead of personal trait (e.g., instead of mature, cooperative person, ask for ability to work effective as a team member).
- Write clearly, using common words and avoiding jargon and technical language