The hiring process most of us are using these days is built on the premise that, in order to quickly hire the best candidate, we need to narrow down our pool of applicants as much as possible. And it assumes that the best way to do that is to put up barriers for applicants at the very beginning, which often leads to us writing wish lists longer than a kid’s Christmas list and calling them “requirements” for the job.
I understand why—we’re all busy,; we’re all sick of wading through applications from spammy candidates who didn’t even read the posting,; and we all need help RIGHT NOW OMG. And the truth is, we can sometimes hire some good people this way. But if we keep doing what we’ve always done, we’ll continue getting what we’ve always gotten: a toxic industry with a real diversity problem. We can and should do better, and the good news is that our job postings are an easy place to start.
A job posting is often a candidate’s first touchpoint with your company, and the gatekeeper that decides who will be in your candidate pool. So, you should make sure your job posting isn’t throwing up unnecessary roadblocks that deter good candidates from applying.
Those roadblocks might look something like this:
- 5-7 years of experience required
- Bachelor’s degree in x or y required
If you aren’t hiring a doctor, lawyer, architect, or another professional required by your jurisdiction to have a degree, I urge you to think about whether or not requirements like these should make it into your job description. Especially if you work in tech.