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Get the most out of your Job Descriptions


LAST UPDATED: 14 July, 2021

Just 12 months ago, it seemed unthinkable that right now the contingent and job market would be booming the way it is right now. We are truly in a “Post-Covid” boom. I cannot remember the last time we at Aquent, had this number of new job briefs, even going back pre-covid. 

This is great news for businesses, employees and contractors alike. But as this shift will move the market ever more candidate lead, for clients to be able to access the market as widely and as effectively as possible it is key to make sure that job descriptions are written in a way that demonstrates your business’s inclusive culture. 

Writing your job description with inclusion in mind will give you access to a much wider & diverse talent pool. 


Many people will be advertising jobs online and across social platforms. In order to attract the best people for your job and make sure you are accessing and engaging a diverse talent pool, it is key that your postings are inclusive. 


Here are some tips when writing job posts to be able to reach a vast, talented & diverse pool.

  • Make sure language is not exclusionary in terms of gender, race, age & sexual orientation. Examples of this can include: “Strong”, “Competitive”, “Rock-star & Ninja” I am afraid are also big No no’s.
  • Be careful to show awareness of pronouns, making sure all language is gender neutral
  • Avoid long lists of “demands”.  Rather, make sure the essential skills are covered, but show that you are open to considering applicants from a range of backgrounds. Hard skills are of course important, but people from a range of backgrounds have the competency to deliver on these. Consider also what it shows about the working environment when your deliverables are too extensive, this will put a number of people off applying.
  • Stop using the word “Native” for language skills. “Fluent” or “Full working competency” are more accurate.
  • Instead of highlighting statutory rights like: “25 days leave” or Pension contributions, focus on real benefits such as: Inclusive work environment, flexibility, supporting education & and show applicants what is so great about your working culture.
  • A TV Screen or Foosball table are really not workplace benefits and often target specifically male audiences. Real benefits pertain to how you as leaders will value and engage your employees and provide an environment for them where they feel appreciated. 


Writing inclusive job descriptions should be a critical way of how all hiring managers and recruiters are approaching the candidate market, particularly as it is becoming more and more candidate led. With a few tweaks which will undoubtedly significantly reduce unconscious bias in your job descriptions can really make the world of difference in how many new candidates you are able to attract.