Why Language in Job Descriptions Matters

Job descriptions are often the first touchpoint a candidate has with your company. The language you use can either invite a wide range of qualified applicants or unintentionally discourage top talent from applying. Subtle biases in word choice can reinforce stereotypes, signal exclusion, or misrepresent company values—creating barriers before the interview process even begins.

Creating inclusive job descriptions is one of the most powerful, immediate actions a company can take to support equitable hiring.

1. Identify and Remove Gender-Coded Language

Certain words are culturally associated with masculine or feminine traits and can influence who feels encouraged to apply.

• Examples of masculine-coded words: aggressive, competitive, rockstar, assertive, ninja, driven
• Examples of feminine-coded words: supportive, nurturing, loyal, understanding
• Inclusive alternatives: collaborative, motivated, results-oriented, team player, strong communicator

Use inclusive language tools or software to scan postings and ensure neutrality in tone.

2. Avoid Unnecessary Jargon and Insider Terms

Overly technical or internal language can alienate candidates who may be highly qualified but unfamiliar with your organization’s lingo.

Tips:

• Replace internal acronyms or team-specific phrases with clear, universal language.
• Use accessible terms to describe responsibilities and expectations.
• Aim for clarity over cleverness—avoid job titles like “data wizard” or “sales ninja.”

Simplifying language opens the door to candidates from different industries or backgrounds.

3. Focus on Must-Haves vs. Nice-to-Haves

Job postings that list an exhaustive number of requirements can discourage candidates—particularly women and underrepresented groups—from applying.

Best practices:

• Clearly separate required qualifications from preferred ones.
• Limit requirements to essential skills, not an idealized candidate.
• Emphasize the ability to learn and grow on the job.

This signals that you value potential and development, not just pedigree.

4. Highlight Inclusion and Flexibility

Your job description should reflect your organization’s commitment to belonging, inclusion, and work-life balance.

Include statements like:

• “We welcome candidates of all backgrounds and experiences.”
• “We’re committed to creating a workplace where everyone feels valued and supported.”
• “Flexible scheduling and remote options are available.”

These cues show that your culture is inclusive, modern, and responsive to real-life needs.

5. Standardize the Review Process

Even the best intentions can miss the mark. Building inclusivity into your job descriptions means embedding it in your workflows.

Steps to take:

• Create a checklist for inclusive language during job description reviews.
• Involve diverse reviewers in the approval process.
• Train hiring managers on inclusive writing practices.

This ensures accountability and consistency across your talent acquisition efforts.

Inclusion Starts Before the Interview

A truly inclusive hiring process begins long before the resume review—it starts with the words you choose in your job postings. By auditing your language, removing barriers, and signaling your values, you can attract a broader, more diverse pool of qualified candidates.

Want to access a more inclusive talent pool? Contact SGA, Inc. today for expert support in attracting top professionals with varied experiences.