There was a time when the best way to find a job was to pound the pavement. It worked like this: Someone looking for a position walked into a business to ask for a paper application to be completed with a pen or pencil. Some sought employment by asking people they knew for a job. Believe it or not, these were successful strategies at the time, but this methodology passed its prime long ago.
Fast-forward to the current job market, where people search for jobs on a computer or scroll through an app. They might even have an alert set so they can be the first to know about an opening when it gets posted. Applicants spend a lot of time completing electronic or digital applications to ensure their résumé allows them to make it to the round of interviews. All of these facets together can make it a massively time-consuming process.
The same time and care must also go into your job postings. As an employer, careful consideration and planning are necessary to ensure your job postings garner the attention needed to build a qualified and diverse applicant pool. Among salary and job-specific skills, you must also consider how to make job postings more inclusive and what reasonable accommodation requirements are needed.
Remember, diversity, equity, and inclusion (DEI) initiatives are essential for your employees, your business, and your position. You must have a solid understanding of your obligations when it comes to digital job postings and ensure you’re meeting all of the EEOC-mandated job posting requirements for employers.
An electronic posting of the EEO statement must be used by a contractor or employer to notify job applicants of their rights if they use an electronic application process. The regulations require contractors to conspicuously store the “Know Your Rights” poster and keep any supplements with that poster or include them as part of an electronic application. Contractors must also display the Pay Transparency Nondiscrimination Provision by posting copies in conspicuous places physically or electronically.
In addition, the affirmative action narrative for protected veterans and individuals with disabilities programs should be made available to any employee or applicant requesting this information. You must follow these requirements carefully to ensure your business remains compliant with the law.
How to Structure Effective Job Postings
When creating an effective job posting, the most important thing to know is that all elements should work together. Accommodation, equal opportunity, and the language used in a job posting should each garner the same level of attention. Let’s dig into each of those areas in more depth:
If you list your job opening on an electronic job board or if applications are collected electronically, your job posting should include an accommodation statement as required by law. Ensure your human resources and support teams are trained to speak with individuals about accommodation. These types of requests should be handled in a timely manner. Your company should also have a process to document both the request and the outcome.
Additionally, every job has both mental and physical job demands. Your job postings should include the physical or mental demand, description, and frequency. Without all three, the listing might be considered inaccurate or incomplete.
Finally, avoid unclear equivalents with statements that say “bachelor’s degree in business or equivalent experience.” Rather, include an actual number of years that constitute experience. Remember: Basic qualifications include years of experience, education, and skills. A second language, an advanced degree, professional certifications, additional years of experience, and experience in a particular industry are typically preferred, not basic qualifications.
2. Equal opportunity
Consider that in the U.S., the STEM workforce (science, technology, engineering, and math) has grown rapidly over the past 10 years, yet Black and Hispanic workers remain underrepresented in STEM jobs, according to Pew Research Center.
To attract underrepresented applicants, it’s essential to take a closer look at where your job postings are listed and contrast this with where underrepresented applicants search. Keep in mind that it is a competitive job market, but every individual seeking a job should have the opportunity to apply regardless of ethnicity, age, or ability.
The language you use in a job posting plays a vital role in building a diverse and inclusive applicant pool. You can start by determining whether your job titles are gender-neutral. For example, use salesperson rather than salesman and businessperson rather than businessman. There are many terms to avoid related to gender, ethnicity, and disability, as well as male-coded and female-coded words.
Consider job ads that seek a compassionate educator, for example. Compassionate would be considered a female-coded word. Instead, work to include words in your job postings that speak to a diverse range of applicants and promote equality to any prospective applicant.
How Biddle Can Help Your DEI Initiatives Succeed
If your company is ready to excel at hiring a diverse and inclusive workforce, Biddle Consulting Group is here to help. Our consulting firm aims to ensure your organization complies with affirmative action programs and analyzes diversity metrics to provide employers with ways to implement DEI initiatives effectively. We specialize in helping clients find the balance between what compliance professionals want and what they can do.
Biddle Consulting Group Institute (BCGi) provides HR professionals with educational resources and training. Our goal is to help those in the HR space better understand EEO, affirmative action, compliance, pay equity analytics, diversity metrics, employment law and discrimination statistics, and test development/validation. Reach out to our team of HR professionals and get on track to achieve your workforce goals today.