Writing a detailed yet still digestible and desirable job description is critical for HR pros, especially these days. You obviously want to be clear in what the role is all about, so you attract the right type of candidates, but you also want to make sure you actually stand out to these candidates in what is still a challenging job market for employers.
The same is true for any postings or recruitment efforts in general related to relocation or assignment opportunities, both externally and internally. You want to be sure to include all the necessary information and get people interested enough to say “yes.”
Another key element is to make sure postings are inclusive. Arthur Woods, author of “Hiring for Diversity: The Guide to Building an Inclusive and Equitable Organization,” said in a recent interview that job descriptions often get glossed over but are actually a key element in developing a stronger and more diverse workforce. You can find the full interview below, and I think many of the points he makes about job postings can be applied to any language used to describe relocation or assignment opportunities.
Take a step back and look at how these opportunities get described. Are they written or discussed in such a way that would attract a diverse pool of candidates? Is it made clear that people from different backgrounds are invited to inquire, and that support will be provided to meet unique needs? (On a related note, the language you use in mobility policies is also critical from an inclusivity standpoint.)
I’ve written before about how implicit (aka unconscious) bias can seep into a mobility program. This is one of the first chances for that to happen, because how you describe or talk about an opportunity may unknowingly turn some people away if you’re not careful.
If possible, solicit feedback from a range of internal leaders, including your chief diversity officer (CDO) or other similar positions. Doing so can help ensure that relocation or assignment opportunities are inclusive and also attractive to a wide range of candidates. This is a great first step in developing more diverse leaders for your company as well.
A job description may seem like a small part of your hiring process, but it influences nearly everything else to follow. Many employers gloss over the process of drafting a job description, often copying the first template they can find online without any consideration of what they are signaling, requiring, and how it will impact the diversity of their applicants. But your job description cements the essential requirements for a role and what determines how wide of a net you can cast. It is the first signal you send to candidates about how they will feel and whether they will be included in working for you. The more inclusive, inviting, and accessible your job description, the stronger the foundation for a diverse workforce.