Job postings have changed a lot over time. With increased awareness of diversity and the need to avoid discriminating against people, employers must take more care than ever when seeking to fill vacant posts. Things that might once have been seen as normal could now land them in hot water as well as discourage some potentially great candidates from applying.
The following can help you avoid problematic mistakes when hiring:
Avoid spelling out the image of the ideal person you have in your head
It’s difficult not to create a picture in your head of what your ideal candidate would look like. But you cannot necessarily put that down on paper.
Let’s say you are looking to fill the front-of-house position that Jennine who had been with you for five years just left. She was fantastic and you want someone just like her. But you cannot write, “Blond, female, good-looking, mid-20s” in your job posting. That would be discriminatory.
Instead, focus on the skills you want (and that she may have had). For example, “Highly organized, efficient, personable and able to use Excel, Gmail and Slack.” That allows anyone with the appropriate skills to apply, even if they are a rather plain 50-year-old man with no hair left.
Don’t ask for more personal details than you need or are allowed
You shouldn’t be asking people for their age or a photo. Both could influence how you view their application. Even if you manage to retain impartiality, it could leave you more open to accusations of discrimination if you reject them.
Check if you are unsure
Writing a job posting that is compliant with modern-day anti-discriminatory best practices can be challenging. Having appropriate legal guidance can help bring you up to date and act as a double-check for mistakes you might not overlook.
We help businesses dealing/facing/struggling with employment law. Contact us for a consultation today if you’re concerned about avoiding discrimination complaints with your job postings.
