Creative Careers | Writing an Inclusive and Enticing Job Listing
A comprehensive job listing not only can save you time but also broaden your pool of applicants.
Whether you run a small artist studio or you are a hiring manager for a large organization, listing an open position on NYFA Classifieds is the best way to find great talent in the creative sector. But before listing with us, be thoughtful about the language you use in your advertising. A well-written, comprehensive job post is both the key to attracting a wider pool of qualified applicants and a way to show a commitment to equity, diversity, and inclusion. Remember: the hiring process is a two-way street and applicants are also looking for the most thoughtful description of yourself as an employer; the same way you expect well-crafted applications from candidates. The tips below highlight the importance of being upfront with candidates, setting realistic expectations, and attracting the most qualified and diverse pool of applicants.
Describe in detail what the job entails, even if the title of the position is self-explanatory (like “salesperson” or “social media manager”). Think of what a day in the life of the employee would be like: what would their regular tasks be? Are there any projects, in particular, you’re seeking to implement? Use the text to set the tone of your expectations and show the personality of the organization. Provide context for their place within the organization by specifying if the applicant will need to supervise other staff and who they’ll report to. Break down the essential functions to be performed and what tools/expertise they may need to best perform these tasks. And don’t forget to specify what materials you will require from applicants, including file types and sizes.
Adding an Equal Employment Opportunity (EEO) statement is not enough to demonstrate your commitment to equity, diversity, and inclusion, but it’s an important first step. Go beyond and think about other ways you might be discouraging, even without meaning to, a diverse pool of applicants. Carefully consider the requirements for the job—some of them might not be as necessary as you think. Focus on skills instead of education; not because education is not important, but because access to higher-level degrees is not financially viable for many. Determine which are the marginal and the essential functions of the position. For example, if an employee will only need to lift 50 pounds on rare occasions, this is a marginal function that could be absorbed by somebody else in the organization.
The possibility of remote work can also be a matter of inclusion. And if the job has to be performed on location, specifying the public transportation available and the accessibility of the office space is also important. Last but not least, remind applicants of all the options you can offer to accommodate their accessibility needs or simply state that they’re welcome to reach out should they need anything.
A good match between an employer and an employee is often based on how their personalities fit with each other. Stating your mission and your work culture is a good way to start. You should also provide the organization’s website and social media handles so applicants can conduct their own research. If you’re looking to post anonymously, make sure to be even more descriptive about the work environment.
And while a healthy work ethic is important, so is money. A salary range and a list of benefits are some of the main things job seekers look for before dedicating time and resources to apply for a job. Do you also offer small perks (like summer Fridays, for example)? Spell them out. And for entry-level positions, the opportunity for growth within the organization is also an incentive for eager applicants. Another good idea is to be upfront about visa sponsorship or lack thereof, but remember: it’s illegal to discriminate based on national origin! If you cannot sponsor a work visa, you can state that only applicants legally eligible to work in the United States may apply. For more information about the various types of discrimination prohibited by the laws enforced by EEOC, please click here.
All of this makes for a lot of information, but that doesn’t mean your job listing has to be difficult to read. Break the text into smaller sections, avoiding long blocks of text, and take advantage of bullet points. An easy-to-read text is also a matter of accessibility.
– Luiza Teixeira-Vesey, Designer/Marketing Officer
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