Recruiting the best talent is no easy feat. Skill shortages, evolving employee expectations, and outdated hiring practices can leave many business leaders grappling with team gaps and decreased productivity. But fear not! Today, we’re diving into one major hiring challenge that may be hindering your success and how to conquer it – Job Descriptions.

Problem: Lackluster Job Descriptions

Your job description is a gateway for potential candidates, offering insights into the role, company culture, and benefits. Don’t make the mistake of having a lackluster one. Ensure your job descriptions are crystal clear, inclusive, and enticing. Avoid vague language and unrealistic expectations.

A recent study found that a whopping 60% of businesses unintentionally show significant bias in the wording of their job descriptions. This bias can manifest in a variety of ways, from using masculine terms to phrases that show a preference for candidates of a certain age or background.

The consequences of biased job descriptions can be significant. For one, they can discourage top talent from applying for your open positions. After all, why would someone want to work for a company that doesn’t seem to value diversity and inclusion?

How to Craft Inclusive and Engaging Job Descriptions

To craft inclusive and engaging job descriptions, follow these guidelines:

• Use gender-neutral language. Instead of using words like “he” or “she,” use “they” or “you.”
• Avoid using language that is exclusionary or discriminatory. This includes phrases like “recent college graduate” or “must be able to lift 50 pounds.” (unless this is a true requirement to doing the day to day tasks)
• Focus on the skills and experience that are actually required for the job. Don’t include unnecessary requirements that could discourage qualified candidates from applying.

By following these tips, you can help ensure that your job descriptions are fair and welcoming to all candidates. This will help you attract the best talent to your company and create a more diverse and inclusive workforce.

Clarity is Key: Unveil the Mysteries of the Job

Candidates aren’t mind readers, so don’t leave them guessing about what the job entails. Clearly outline the responsibilities, expectations, and challenges they’ll face. Be realistic in setting expectations, ensuring candidates know what they’re getting into. Remember, a job description is a two-way street – it’s about showcasing the exciting opportunities your company offers while also providing candidates with a clear understanding of the role and how they will be adding value.

Inclusivity Matters: Embrace Diversity, Ditch the Bias

In today’s globalized world, diversity is the cornerstone of a successful company. So, ditch the biased language and create job descriptions that are inclusive and welcoming to all. Avoid using language that favors specific races, genders, or ages. Instead, focus on the skills and experience that are truly essential for the job. Remember, diversity isn’t just a buzzword; it’s a driving force for innovation and growth.

For example:

Avoid: “We are looking for a candidate who is fluent in English.”

Why it’s biased: This language is biased because it excludes candidates who may be proficient in English but not native speakers.

Instead: “We are seeking a candidate with excellent communication skills and the ability to work effectively in a multicultural environment.”

 

Avoid: “We are looking for a candidate who is comfortable interacting with people from all walks of life.”

Why it’s biased: This language is biased because it suggests that certain races or ethnicities are more likely to be comfortable interacting with people from different backgrounds.

Instead: “We are seeking a candidate who is open-minded, respectful, and has a strong understanding of diversity and inclusion.”

 

Avoid: “We are looking for a candidate who is a team player and can work well with others.”

Why it’s biased: This language is biased because it suggests that certain races or ethnicities are more likely to be team players.

Instead: “We are seeking a candidate who is collaborative, supportive, and has a proven track record of working effectively in teams.”

In conclusion, crafting effective job descriptions is crucial for attracting top talent and building a thriving workforce. By eliminating biased language, providing clear expectations, and highlighting the benefits of working for your company, you can create job descriptions that are both inclusive and engaging. Embrace diversity, ditch the bias, and let your job descriptions shine as a reflection of your company’s values and commitment to creating a workplace where everyone can thrive. Remember, a well-crafted job description is the first step in building a high-performing team that will drive your company’s success.

 

As we are now living in a world that has been changed by the pandemic, your employee retention strategy must be better than ever.

A pre-pandemic Retention Report by the Work Institute (2019) found that “one in three workers would voluntarily leave their job by 2023”. And this has only increased due to significant shifts in the market due to Covid-19.

The effects of the pandemic are going to be felt in organizations for years to come, and so employee retention needs to be a key focus in order to ensure you are keeping your team engaged and satisfied in their roles.

Hiring for replacement team members is not something any company wants to be doing right now, and so an excellent employee retention strategy is essential.

The following 6 strategies will help.

1. Discover Who You’re Overlooking

To ensure you are providing excellent leadership for your entire team and making them feel valued, first, it is essential that you find out if you are overlooking anyone in your team.

Teams will naturally include individuals with a variety of skills, experience and personality types.

But in most teams, there will also be team members who shine brighter than others – extroverts tend to get noticed more than introverts, some team members are more likely to speak up if they have a problem whereas others will try to work through challenges on their own.

As a leader, it is essential that everyone is getting the right amount of support that they need and that you are not overlooking anyone.

Leaders will naturally look to middle managers and other higher-profile employees, but to be a great leader, you must ensure the highest level of employee retention – remember that each and every team member must feel valued and supported.

2. Create Unlimited Opportunities for Growth

According to this LinkedIn Workforce Learning Report, 93% of employees would stay longer with their employer if they invested more in developing their careers.

Many employers will get to the point where they have a great team in place and think that their job is ‘done’.

But continual training and development is a key part of every employee retention strategy, and we find that talented candidates who look for new roles often cite a desire to develop themselves and their career further as a reason for leaving.

No-one wants to be stuck in a role where they feel as though progression is an unlikely possibility. So, invest in robust training and development for your team – it can be anything from personal development training to allowing them time to learn new skills.

3. Demonstrate Excellent Values and Ethics

The most desirable employees are looking for employers with meaningful values and ethics. And this has been accelerated by the pandemic. We are all thinking much more about what is really important to us, and working for a company they believe in is high on every employee’s list of priorities.

Employees are more empowered than ever, with social media and online review culture creating an environment where the need to be honest and transparent is more crucial than ever. How active is your company at demonstrating your values and ethics? Do you champion diversity and inclusion? Are you financially transparent?

Fail to demonstrate excellent values, and you risk losing your employees to a more ethical company.

4. Give Employees a Purpose

It is not enough to give employees a fair remuneration package – employees are increasingly looking for a greater sense of purpose in their work.

The best way to find out if your employees feel a sense of meaning and purpose in their work is to talk to them. Ask them what is important to them in their roles and make any alterations you can to help them feel a greater sense of purpose. This could involve introducing tools to make their jobs easier, and thus, more valued, or working together to identify stretch assignments or projects they can work on to continue growing in their career.

Also, create a mission statement which helps employees to understand how their work positively impacts the world.

5. Enhance Your Employer Brand

Your employer brand is the thread that links employees to the organization – all employees want to work for a company which they feel aligned to.

Look closely at what your competitors are doing – if you slip in terms of promoting and maintaining an excellent employer brand, this gives employees the opportunity to look elsewhere and to be tempted to leave to work for a brand with a better reputation and culture.

Your digital footprint is key in creating a strong employer brand which your employees will feel proud to be a part of. Think about what you post and how often. Employees like to see that their employer is actively engaged in current topics, is invested in the wellbeing of the team and is a transparent and communicative employer.

Get your employees involved in team strengthening events, use your social media to champion your current employees – celebrate birthdays, life events and little wins within the organization.

And finally, let’s look at how a great recruitment strategy is always essential when it comes to employee retention.

6. Get Your Recruitment Strategy Right

Employee retention all starts with your recruitment process. When you start your employees off on the right foot with an excellent recruitment and onboarding process, this sets the tone for a mutually beneficial employer-employee relationship.

Studies reveal that the better the onboarding process, the lower the turnover.

A shocking 20% of employee turnover happens within the first 45 days, and this is mostly due to a poor onboarding process.

Onboarding is part of the recruitment process, and yet many employers believe that recruitment stops the moment the candidate accepts the job offer. Invest in your recruitment and onboarding process, and you will start to see a higher rate of employee retention.

Finally

A certain amount of staff turnover is unavoidable. But follow the steps in this guide to improve unnecessary employee turnover in your organization.

It’s never easy to lose a great employee, but when you work with a specialized recruiter, they can help you create the right recruitment and onboarding process to ensure your retention rates remain high, increasing employee engagement and lowering your overall costs of recruitment.

To find out how we can help you find your next talented team member, get in touch with us at 919-813-2454 or email us at Info@TheBlackDiamondAgency.com.