5 Trigger Words in Your Outdated Job Description that Dissuade a Diverse Representation of Talent from Applying
When it comes to the job search, everyone talks about cover letters. But you know what’s just as important? The job description. After all, the hiring process is a two-way street. Just as candidates need a strong cover letter to make a good first impression, companies also need compelling, well-written job descriptions to appeal to candidates.
But if your job description is outdated, you’re likely not attracting the level of talent you want and need.
Diverse and qualified teams are at the heart of every successful nonprofit. But certain words and phrases can turn people—especially those from historically excluded groups—away your company and its mission. Here are some of the most common trigger words, along with tips for rethinking your job description so it attracts a strong pool of diverse candidates who can help your organization meet its goals.
Word #1: Digital Native
We live in a digital world now. That’s a simple truth. So it’s understandable why you might be inclined to ask for a “digital native” in your job posting. But those born after roughly 1980 might not consider themselves part of this category, which means you’d be leaving an incredible amount of talent on the table during the hiring process. You can rewrite this phrase to emphasize the level of skill you seek, without appearing biased toward a candidate’s age.
Similar words to avoid: “rock stars,” “ninjas,” and “recent college graduates.” These all could discourage Gen Xers and Boomers from applying.
Word #2: Expert
At Bonsai, we work hard to interrupt bias in the hiring process, which is why we prefer not to use “expert” in job descriptions. Here’s why it’s problematic: when career seekers from a historically marginalized group see that in a listing, they may choose not to apply if they feel they don’t check every qualification box in the posting. I know I’ve seen first-hand what happens when talented candidates pass on job opportunities that are truly meant for them: Everyone misses out. Try using “skilled” or “excels in” instead.
Similar phrase to avoid: “Culture fit.” It’s highly subjective and makes it easy for an organization to hire someone who looks, sounds, and thinks like the rest of the current team. The problem with this approach is that you’re missing out on candidates with diverse skills and backgrounds, who could bring revolutionary new ideas to your mission.
Word #3: His/Her
Ok, so this is technically a pronoun—a very important one. If you look at job descriptions of years past, many used gendered pronouns to describe the ideal candidate, leaning on phrases such as “his/her role,” “his/her responsibilities, or “his/her qualifications.” This could dissuade non-binary or folks who identify in other ways from applying. An easy fix for this is to replace “his/her” with “they/their.”
Similar words to avoid: “maternity leave,” “paternity leave,” “wives,” and “husbands,” which often pop up in the benefits section of a job description. Easy fixes include: “parental leave,” “spouses,” or “domestic partners.”
Word #4: Work Hard, Play Hard
I get it: Every company and recruiter wants to emphasize how an organization stacks up within the industry. But emphasizing competition over collaboration can make your workplace sound uninviting, high-stress, or even downright hostile. Strong, driven candidates who are juggling caregiver responsibilities, need flexibility in their schedule, or value work-life balance might pass right over your listing. Try “resilient,” “collaborative,” or “nimble” instead.
Similar words to avoid: “Thick-skinned,” “dominate,” “aggressive.”
Word #5: Native English Speaker
I’ve been working on several international placements at Bonsai Leadership Group. I’m excited about this - and not just because I’m an avid traveler! Hiring global team members helps organizations build the strongest team possible. As nonprofits and government agencies see the need to think beyond the U.S. and build a global presence, it’s important to think carefully about how you word your job description. Instead of saying you’re looking for a native English speaker—which could discourage candidates from diverse backgrounds from applying—inquire about proficiency level.
Similar phrases to avoid: Those that refer to country of origin and specific kinds of post-secondary education.
Additional Job Description Guidelines
At Bonsai, it’s our mission to cultivate a strong pool of racially diverse candidates, so organizations can be confident that they have the bold and authentic leadership necessary to achieve their mission. Here are some of the other guidelines we follow when we’re helping craft a job description:
Always capitalize the “B” in Black when referring to Black people
Black is an adjective (Black community; Black man; Black women; Black-owned, etc.) and it is frowned upon to use it as a singular noun
Use Black, Indigenous, and people of color (BIPOC) when referring to non-white people
Do not use “minorities” or “people of color”
Use the term “historically excluded’ or “historically marginalized” when referring to any group of people that has been historically excluded from full rights, privilege, and opportunities in a society or organization
Use “building racially diverse candidate pools” vs “diverse hire”
Use “interrupting bias” or “disrupting bias” instead of using “unconscious bias”
Use “diversity of representation”
As you look toward ways to increase your team's diversity, rethinking your job descriptions is one of many ways you can attract a range of candidates who, in turn, can help you become the organization you want to be.