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Are your job ads attracting underrepresented talent?

Subtle changes to job advertisements can dramatically increase or decrease engagement from diverse talent groups. Research from Openreach shows women were 50% less likely to consider roles containing language with coded gender bias - words or phrases perceived as oriented to men. In contrast, when presented with gender-inclusive job advertisements, interest increased by more than 200%. 

For this SearchHR article, Carolyn Heinze interviewed me on ways to develop more inclusive job advertisements that encourage talent from the broadest range of backgrounds to apply.

Many organizations fill job ads with qualifications that are nice-to-haves rather than concrete skills that directly apply to the position, Ellis said. For example, if a job doesn't require someone to have 10 years of experience in the field, then that attribute should not appear in the job ad.

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inclusive recruiting, diversity equity & inclusion

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