What not to say in your job ad

When creating a job ad, it’s important to strike a balance between being informative, inclusive, and respectful. Avoiding certain language and content can help ensure that your job ad is appealing to a wide range of candidates and doesn’t inadvertently discriminate or discourage potential applicants. Here are some things you should avoid saying in your job ad:

1. Age, Gender, and Other Protected Characteristics: Avoid any language that could be interpreted as discriminatory or exclusionary based on factors such as age, gender, race, religion, disability, or other protected characteristics. This includes avoiding terms like “young,” “recent graduate,” or specific gender-related pronouns.
2. Unrealistic Expectations: Be realistic about the qualifications and experience required for the role. Avoid using language that implies you’re seeking a “unicorn” candidate with an unrealistic combination of skills or experience.
3. Superlatives without Context: Using terms like “rockstar,” “ninja,” or “guru” can be off-putting and potentially alienate candidates who might feel that those descriptions don’t reflect their professional identity.
4. Overemphasis on Perks and Benefits: While it’s great to highlight the perks and benefits of the job, focusing solely on these aspects can make it seem like the work itself isn’t important. Candidates want to know about the role and responsibilities, not just the perks.
5. Vague Job Descriptions: Being overly vague about the responsibilities and expectations of the role can deter qualified candidates. Provide clear details about what the job entails and what skills are required.
6. Unprofessional Language: Maintain a professional tone throughout the ad. Avoid slang, jargon that might not be universally understood, and any language that could be interpreted as disrespectful or overly casual.
7. Negative Language: Avoid using negative language that might discourage potential candidates. Instead of focusing on what candidates shouldn’t do, emphasize the positive aspects of the role and the company.
8. Excessive Requirements: Listing too many requirements, qualifications, and skills can discourage potential applicants who might not meet every single criterion. Focus on the most essential qualifications.
9. Unrealistic Workload or Expectations: Avoid phrases that could convey a sense of unreasonably high workload or unrealistic expectations, as this might deter qualified candidates who are looking for a balanced work environment.
10. Exclusive Language: Use language that welcomes candidates from diverse backgrounds. Avoid using words that imply a specific type of person or candidate is preferred.
11. Salary Information (If Not Competitive): If the salary you’re offering is not competitive, it might be better to discuss this during the interview process rather than in the job ad itself. Candidates might be put off if the salary is mentioned without context.
12. Misleading Information: Provide accurate and honest information about the role, responsibilities, and company culture. Misleading candidates can lead to a negative candidate experience and potential legal issues.

By being mindful of these points and crafting a job ad that is clear, respectful, and appealing to a wide range of candidates, you can increase your chances of attracting the right talent for the position.

Follow this link for additional advice for recruiters.

About Us