7 Signs Your Job Postings Exclude Top Candidates

Are Your Job Postings Accidentally Excluding Top Candidates?

If you’ve been wondering why your job postings aren’t attracting the diverse, high-quality talent you’re after, the problem might be hiding in plain sight.

Unintentionally, your job adverts could be sending the wrong message, subtly discouraging top candidates from applying.

It’s not obvious at first glance, but bias in job postings—whether related to gender, age, or experience—can significantly narrow your talent pool. And the scariest part? Most of this bias is unconscious.

Recognising the signs of bias in your job postings is the first step to fixing the problem. Let’s dive into seven common warning signs that your job adverts might be excluding the very candidates you want to attract.

1. Your Language is Gender-Coded

Did you know that the words you choose can unintentionally appeal more to one gender than another? Terms like “dominant,” “competitive,” or “ninja” often skew masculine, while phrases like “supportive” or “nurturing” might lean feminine.

When your advert tilts too far in either direction, it can discourage some candidates from applying. The result? Fewer diverse applications and a narrower talent pool.

Gender-coded language isn’t always obvious, but it can have a big impact on who feels encouraged to apply. Identifying and eliminating these subtle cues is crucial for inclusive hiring.

2. You’re Using Industry Buzzwords

While phrases like “rockstar developer” or “marketing guru” might sound trendy, they can actually alienate qualified candidates.

Buzzwords often come across as vague or even unprofessional, leaving candidates unsure about the role’s actual responsibilities. Worse, they can unintentionally signal that you’re looking for a very specific type of person, deterring others who might be equally qualified.

Avoiding buzzwords and sticking to clear, neutral language ensures your job postings appeal to a broader audience.

3. Your Requirements Exclude Non-Traditional Talent

Take a closer look at your “must-have” qualifications. Are they really essential, or are they just nice-to-haves?

Overly rigid requirements—like insisting on a specific degree or a certain number of years of experience—can exclude talented candidates who’ve taken non-traditional career paths.

For example, someone with 10 years of hands-on experience might be just as qualified (if not more so) as someone with a fancy degree.

By focusing on skills and potential rather than rigid qualifications, you’ll attract a wider range of applicants—including those who bring fresh perspectives and unique experiences.

4. The Tone of Your Adverts Feels Exclusive

Sometimes, it’s not what you say, but how you say it. If your job postings have a tone that feels overly formal, aggressive, or exclusive, candidates might feel like they won’t fit in.

Phrases like “only the best need apply” or “must thrive under pressure” can be intimidating, especially to candidates from under-represented backgrounds.

Instead, aim for a welcoming and inclusive tone. Your job postings should make every candidate feel like they belong, regardless of their background.

5. Your Adverts Don’t Reflect Diversity

Does your job advert talk about your client’s commitment to diversity, equity, and inclusion? If not, you could be missing a huge opportunity to attract diverse talent.

Candidates from under-represented groups often look for signs that an organisation values inclusivity. When job postings don’t mention diversity or highlight benefits like flexible working, they might assume the role isn’t for them.

Highlighting your client’s inclusive policies and practices can help you attract a broader and more diverse range of applicants.

6. You’re Not Considering Accessibility

Accessibility isn’t just about physical spaces—it applies to your job postings, too.

Overly complex language, jargon, or dense formatting can exclude candidates with different reading levels or those who use screen readers.

Accessible job adverts are clear, easy to read, and formatted for all candidates, including those with disabilities. By making your postings more accessible, you’ll open the door to a wider and more diverse talent pool.

7. You’re Not Updating Your Adverts with Feedback

When was the last time you reviewed your job postings based on real-world results? If you’re not getting the applications you expect, your adverts might need a refresh.

Feedback from candidates, hiring managers, and even your own recruitment team can help you identify potential biases or areas for improvement.

Regularly refining your job postings ensures they stay relevant, inclusive, and effective in attracting top talent.

How Bias in Job Postings Hurts Your Recruitment Outcomes

Unconscious bias in job postings doesn’t just affect who applies—it impacts the entire recruitment process.

When your adverts exclude certain candidates, you’re left with a less diverse applicant pool. This can lead to less innovative teams, lower employee engagement, and ultimately, dissatisfied clients.

In today’s competitive recruitment landscape, diversity isn’t just a “nice-to-have”—it’s a business necessity. Inclusive hiring practices lead to better outcomes for your clients and candidates alike.

The Solution: TalentKoala’s Inclusivity Tool

Writing bias-free job postings doesn’t have to be complicated. With TalentKoala’s Inclusivity Tool, you can easily identify and remove unconscious bias from your recruitment adverts.

Here’s how it works:

• Bias Detection: The tool scans your job adverts for biased language related to gender, age, experience, education, and ableism.
• Neutral Language Suggestions: It provides alternative phrases to make your adverts more inclusive and appealing to diverse candidates.
• Wider Appeal: By removing bias, your adverts attract a larger, more diverse talent pool.
• Time-Saving: The tool does the heavy lifting, so you can focus on building relationships with clients and candidates.

With TalentKoala, creating inclusive job postings is fast, simple, and effective.

What Inclusive Recruitment Looks Like

Imagine a recruitment process where your job postings attract a wide range of talented candidates.

Your clients receive diverse shortlists filled with qualified candidates who bring different perspectives and experiences to the table.

The result? Faster placements, happier clients, and a stronger reputation for your agency as a champion of diversity and inclusion.

Inclusive recruitment isn’t just better for candidates—it’s better for business.

Ready to Make Your Job Postings More Inclusive?

If you’re ready to eliminate bias in your recruitment adverts and attract top talent from all backgrounds, TalentKoala’s Inclusivity Tool is here to help.

Learn more about the Inclusivity Tool, or book a demo to see how it works in action.

Don’t let unconscious bias limit your talent pool. Start creating job postings that inspire, engage, and include today!