With Applied's Job Description Tool, you can write engaging ads that help attract the best talent and, build the best teams and create a fair and unbiased candidate experience.Sign up for a free trial
Women are 50% less likely to consider roles that have a coded gender bias.
The words you use in your job descriptions convey subconscious meaning. By asking for characteristics typically attributed to males, you’re signalling that a male would be a better fit.
Examples of masculine-coded language include common words such as 'ambitious' and 'competitive' and industry buzzwords like 'rockstar' or 'hacker'. These implicit biases have been proven to reduce the number of female candidates, creating a gender gap in your talent pool.
A feminine-coded job advert could increase female candidates’ interest by 200%.
Our gender decoder tool for job ads will identify examples of biased language and suggest alternative wording. We also provide clear scores on your use of masculine or feminine language, so you know where you need to improve for your job ad to be truly gender-neutral.
By removing gender-coded language and creating inclusive and effective job descriptions, you'll attract vital talent that would have otherwise been missed from the candidate pool.
7-8 seconds: The length of time it takes to make a first impression on candidates.
You may be a well-regarded organization with a fantastic company culture and excellent progression but if that isn't clear in your job descriptions, you won't attract the best of the best.
Language in job descriptions should be clear and accessible to ensure a wide applicant pool. If you don't need a PhD to do the job, you shouldn't need one to decypher the job description!
Today's job seekers have a world of opportunities at their fingertips, and they don't want to spend their time deciphering overly complex language in job descriptions. Our writing platform analyzes and rates job descriptions based on the well-known Flesch reading standards. This way, your job ad won't exclude talent who could be the ideal candidate for the role.
Acronyms, buzzwords and overemphasis on education.
These are just some examples of common language bias that can introduce ambiguity, signal belonging (or not) and exclude people who are older, younger or from different socioeconomic backgrounds.
Applied wants to ensure that your approach to hiring remains purely skills-based. By using inclusive language, you can attract job candidates from a wide range of backgrounds for a fair and unbiased hiring process.
The Job Description Tool uses innovative language analysis, highlighting and removing unconscious biases to craft inclusive job posts, creating a fair and level playing field for all potential candidates.
Craft high-quality, inclusive job descriptions to discover your ideal candidates straight away.
Get your first week of unlimited use for free.