OWIC Logo
6061d51480be1ea6f5fc732d_logo_1_primary-color-positive.png

ADVERTISING VACANCIES

JUMP TO...

Ethnicity Data Gathering
Advertising Vacancies
Picture1.jpg

Consider using a language decoder to ensure language is gender neutral

 

Disclose salary information & ranges  - saying “competitive” can put off candidates, range depending on skill level and experience

De-bias selection criteria (e.g. Textion or Totaljobs gender bias decoders)

Reduce the number of skills requirements to 3-5 bullets

Mention the company’s approach and support of diversity & inclusion

Include any family friendly benefits, part-time, job share & flexible working

Rather than “years of experience”, measure competencies i.e. in what will the employee need to demonstrate knowledge or what will they need to be able to do.

Equally level of language required (advanced written and oral) and not “native speaker”

Consider strength based recruiting rather than qualifications e.g. enthusiastic, problem solver etc versus GCSEs at 4 and above

BEST PRACTICE GUIDE 2021 - INTERACTIVE

“Culture add” rather than “culture fit” i.e. value those that bring a different perspective rather than will fit within the existing team