Attract stellar candidates. Eliminate gender bias. Grow an inclusive remote team.

Talented candidates have a growing number of remote roles to choose from. If you’re looking to expand your team, your job posting plays a huge role in attracting great candidates and inspiring people to drive your organization forward.

Not only should your job posting accurately describe position requirements and responsibilities, but it also needs to sell your team and company. Why should people want to join your company? How do you support employees in their professional and personal development?

Along with promoting your team and vision, you also need to avoid certain unexpected pitfalls of job postings. Studies have revealed that gendered language permeates job postings and discourages women from applying.

As women continue to be underrepresented in the digital world, your inclusive job posting can go a long way toward closing this gap. So, how can you craft a thoughtful job description that appeals to an equal balance of male and female candidates?

Check out our remote job description template and tips here:

Job Title

First, provide a clear and straightforward title for the job. Use a common phrase or keyword (e.g. Director of Marketing, Software Engineer, etc.) that candidates will be looking for so your job shows up in search results.

If you get overly creative with a job title like “Word Wizard” or “Growth Guru,” your job might not get seen by the right people.

How to Avoid Gender Bias

Studies have shown that words like “badass” and “ninja” tend to skew male and turn away female job seekers. Avoid unconsciously gender biased words that could alienate female candidates.

Job Description

Now onto the meat of your job posting, the job description. Here, make sure to describe the function of this role within your organization. Make the job description readable by providing bullet points of key responsibilities.

You don’t have to list every duty under the sun, but make sure to touch on the main points. And don’t be shy about including the less exciting parts of the job, too.

If you hype up the position too much, a candidate might feel disappointed when the day-to-day doesn’t match their expectations. And you wouldn’t want someone to quit after you put all the time and effort into hiring them.

Pro tip: If you have other employees already performing this role within your business, interview them about their day to day. Ask them about major areas of responsibility, daily tasks, and what’s most fulfilling and challenging about the job. Then, use this feedback to craft an accurate job description. 

How to Avoid Gender Bias

Job descriptions with traditionally masculine words tend to get a lot more male applicants than female ones.

Some words traditionally associated with male stereotypes include competitive, dominant, and leader. Some words that tend to be more female-friendly include supportive, collaborative, and interpersonal.

Make sure to include both types in your job description to attract an equal balance of candidates.

Skills and Requirements

The skills and requirements section is where you can explain what you’re looking for in a candidate. Be specific about the experiences, education, skills and abilities you’re looking for in a job seeker.

Carefully consider what skills are your must-haves, and which ones are simply nice to have. You don’t want to demand 10 years in a sales position if five years would be just as good. While you want to attract qualified candidates, you also don’t want to make your requirements section so stringent that no one can fit the bill.

You might also mention some characteristics that are essential for someone to succeed in a remote role. For instance, you could say you’re looking for someone who is self-directed, independent and able to communicate with others across locations and time zones.

How to Avoid Gender Bias

According to a Hewlett Packard report, male candidates will apply if they meet 60% of a job’s stated requirements, whereas female candidates won’t apply unless they meet 100% of requirements.

If you’re including non-essential items on your list of skills and requirements, consider leaving them off so you don’t turn away female candidates who could excel in the role.

Location or Schedule Expectations

Even though you’re hiring for a remote role, you might have certain expectations around location or daily schedules. Make sure to state whether you expect a candidate to work in a specific time zone or country.

Let a candidate know whether they can set their own schedule or are expected to be available on Slack from 9-5 ET, to give an example. And explain any requirements around communication, as well, including what tools you use to stay in touch with the team and how many meetings you have on a weekly basis.

How to Avoid Gender Bias

Working parents might require additional flexibility in their schedules throughout the day. If you’re open to adjusting someone’s schedule based on childcare needs, state this commitment here.

Perks and Benefits

Now for the fun stuff — perks and benefits! Use this section to describe all the awesome benefits you provide for your employees. These could include,

  • Health insurance
  • A 401(k) with a matching benefit
  • Unlimited paid time off
  • A student loan matching benefit
  • A new laptop or a home office stipend
  • A health and wellness stipend
  • Support for continuing education,
  • Or whatever else your company provides.

If you’re a remote-first company, you might also explain how the freedom to telecommute is celebrated throughout your company culture. Many remote job seekers will appreciate that their remote work preferences are supported by their employer and shared among their team.

How to Avoid Gender Bias

This section is also a great place to note what you provide in terms of paid maternity or paternity leave. Showing that you understand many adults will be caretakers at some point in their lives will be appealing to many candidates.

About Our Company

Here’s your chance to describe your mission, core values, and company culture. Whatever role you’re hiring for, you want a candidate who will help your business make progress toward its goals.

Mention any major accomplishments, as well — perhaps your company doubled in size in the last year or just snagged major funding from an angel investor. Highlighting your successes can help attract high-performing individuals who want to be part of an ambitious team.

You might also sprinkle in some testimonials from employees. By featuring some firsthand experiences about what it’s like to work for your company, you can humanize your job posting and communicate even more about your culture.

How to Avoid Bias

Consider including an equal employment opportunity (EEO) statement at the end of your job posting to state your commitment to providing equal opportunities to job seekers and employees. Here’s an example of a standard EEO statement:

[Company] is proud to be an equal opportunity employer and does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.”

So there you have it, a tried-and-true template for a remote job description that weeds out gender bias — and will have talented candidates lining up for your job.

Once you’ve finished writing your job posting, share it with the Remote Bliss community here.