Craft better job descriptions
There are a number of components to recruiting, but it all starts with a job description. While we usually focus on its intended purpose to attract candidates, it can also have the opposite effect. There's a perception that if a woman or a professional of color has not been hired previously, it's because of some failing on their part. Obviously, they weren't qualified enough, or smart enough, or savvy enough to make it through the interview process. As a smart, savvy, and highly qualified woman and professional of color, I have to tell you, that line of thinking is not only inaccurate, but it's insulting.
Studies have shown that what often occurs is candidates are turned off by the language in the job description, the culture of the organization, or its reputation in the marketplace. So, let's focus on the language that you'll be using in your job descriptions. There was a study published in the Journal of Personality and Social Psychology, which you have access to in the Exercise Files, that found that job descriptions with a lot of feminine.https://www.linkedin.com/learning/human-resources-diversity-recruiting/craft-better-job-descriptions