Recruitment starts when the hiring manager, with help from the recruiter, develops the job description for the position.
Choosing a Job Title
The job title is the very first impression prospective applicants will have from your job posting, therefore a clear, concise title that accurately reflects the position and corresponding responsibilities is essential. You may have seen titles for tech roles that use flashy terms like ‘ninja’ or ‘guru’, but these can potentially discourage a broad array of applicants. A title such as ‘Data Science and Programming Specialist’ maintains professional clarity and is more likely to resonate with a wide range of candidates, regardless of their gender, age, or cultural background.
The job summary provides a snapshot of the role, and its relevance within your group. It should be succinct yet comprehensive enough to give potential applicants an understanding of the role. A brief welcoming statement that signals your organization’s commitment to inclusivity can also be included here. For instance: ‘As a team advancing scientific research, we welcome the applications of candidates from diverse backgrounds and disciplines, acknowledging the unique perspectives they bring.’
This section should include a detailed overview of the core duties and responsibilities associated with the role. This can include tasks such as developing algorithms, constructing data models, implementing code, etc. Language used in this section should remain gender-neutral and welcoming, making it clear that anyone with the requisite skills and experience is encouraged to apply. Avoid the use of extreme modifiers or superlatives that might discourage applicants who do not meet every single requirement. Remember, potential and willingness to learn can be just as valuable as existing knowledge.
Qualifications and Skills
The qualifications and skills section needs to clearly differentiate between required and preferred skills. An applicant with a strong foundation in Python and SQL, for instance, might be ideal, but familiarity with machine learning algorithms could be listed as a bonus rather than a necessity. This distinction invites a broader range of applicants, including those who might not yet have acquired all the preferred skills but show strong potential and enthusiasm for learning.
Language plays an important role in conveying your willing to support any qualified candidate. Avoid gendered pronouns or terminology that could exclude certain groups. Utilize inclusive pronouns such as ‘they’ and ‘their’ rather than ‘he’ or ‘she’ and ‘his’ or ‘her’. This helps to ensure that all potential candidates feel welcomed to apply.
Group Culture and Values
This section offers an opportunity to showcase your team’s culture, mission, and values. An honest articulation of these aspects helps potential applicants understand the kind of environment they will be stepping into. For example, you might say: ‘We are a diverse team of researchers committed to fostering an inclusive environment, where everyone’s voice is heard, respected, and valued. Our mission is to advance scientific research by harnessing the power of our collective expertise.’
Updated: August 18, 2023Edit this Page via GitHub Comment by Filing an Issue Have Questions? Ask them here.