Image by Thad Allen
We know our people are what make 2A special—so we take hiring seriously. For the marketing agency, we need folks who can understand complex technology AND craft beautiful prose or designs. For our Embedded Consultants, our clients are often seeking a specific skillset that takes some serious 2A elbow-grease to find. On top of that, we’re always looking to build a stronger and more diverse team by hiring individuals who bring new perspectives and come from different backgrounds.
Last year we decided to research the latest and greatest strategies for writing job descriptions that attract a diverse talent pool—and see how we could take our own job postings to the next level. Read on for our top 3 tips. You may discover something new!
Use growth mindset language
Fascinating research shows job descriptions that use growth mindset language instead of fixed mindset language are twice as likely to result in a woman being hired. What’s a growth mindset? It’s a term coined by Carol Dweck that describes the belief that if you work hard, you can grow your talents. Language like “hard-working,” “curiosity” or “thoughtful” reflects that.
The opposite of a growth mindset is a fixed mindset—the perspective that talent is something you’re born with (or not). Examples of fixed mindset language would be “genius” or “super star.” Words like this can make candidates decide not to apply for the role at all, because they don’t feel like they’ve got it all figured out yet (who does?).
At 2A, we hold growth mindset ideals close to our hearts but realized our job descriptions had plenty of fixed mindset words. We combed through our job descriptions and changed phrases like “expert” to “passionate.” We love that our job descriptions better reflect our values.
Cool it on the requirements
You need someone who can write a 500-word blog article in under 20 minutes—while juggling a litter of kittens? We’ve all read job descriptions with requirements that seem to target someone who doesn’t really exist (we’ve got a phrase for that in recruiting, unicorn candidates.) Not only are these job descriptions unrealistic, but they can also scare people off from applying who don’t meet every single bullet. We know from research that women are less likely to apply if they don’t meet all the requirements in a job description.
Instead of wish list of every attribute, we culled our requirements to a concise list of skills and experiences that are essential for getting the job done.
If you’ve got it, flaunt it (great benefits, that is)
Benefits like parental leave and health insurance are an important way that companies care for their employees. Including your benefits in a job description is a great way to help candidates from different backgrounds see themselves thriving personally and professionally at your company.
We have pretty sweet benefits here at 2A. In addition to great health, dental, and vision insurance, plus a generous PTO plan, we also have an enrichment stipend, donation matching, and more. Where were these benefits in our job descriptions? Nowhere, and candidates needed to click a few times to find any information about them. Now our benefits are easy to find along with the role’s salary range.
So, are you ready to see what it looks like when growth mindset language, concise requirements, and show-stopping benefits come together? Check out our careers page!