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I recently attended the HR Tech Expo in Seattle and came across this study from Zip Recruiter by way of one of the presenters, Prem Kumar (CEO of Humanly). Of many interesting findings, the study found that: "Job listings with gender-neutral wording get 42% more responses."
As Talent Optimization professionals, I believe we're involving ourselves in pre-hire conversations. For example, we are suggesting language to be used in job postings and role descriptions. From a diversity and inclusion (D&I) perspective, there's a lot to be learned about how to frame that copy, and findings like these lead me to believe that drafting a job post is not intuitive for most people. We're simply not used to speaking and writing in a gender-neutral fashion, in this case. However, we are being called to alter our default behavior in certain contexts, hiring especially. I wonder what else we're missing?
Often we're asked to extract the highest potential performance from our existing teams, but as roles and business models evolve, my question is what are we doing to bridge the gap between the design phase and hire phase of our future teams? How we hire ensures we're working with the best possible future teams. Let's work as a community to ensure we positioning our clients to hire from the best possible pool of candidates.
Are there other issues we should be aware of to ensure we're not inadvertently culling the pool of potential candidates before we even send the behavioral assessment?
Thanks in advance for your thoughts!