How to Remove Bias from Job Ads: A Guide for Recruiters in Healthcare
Who is the best person for the job? You may already have an idea before writing your job ad, even if you’re unaware of it. This unconscious bias can unintentionally filter through and influence your potential candidates.
Bias refers to a disproportionate inclination for or against a person or idea, often unconscious, and rooted in stereotypes or assumptions we may not even realise we hold. As recruiters of medical professionals, it’s essential to ensure that your job ads promote inclusivity and reflect your commitment to a diverse workforce.
Here are five actionable tips to help remove bias from your job ads and attract a wider range of talented candidates.
1. Write for the Role, Not for the ‘Ideal’ Candidate
Job ads often cater to stereotypes—for example, healthcare roles are sometimes seen as more suited to women. To avoid this, focus on the actual requirements of the position rather than preconceived ideas about the candidate.
“Before writing your ad, get specific about what the role truly requires,” says Nicola Laver. For instance, if you’re hiring for a medical receptionist role, consider whether someone with a disability, such as being in a wheelchair, can perform the duties. Ensure the language in your ad doesn’t unintentionally exclude them.
2. Prioritise the Candidate’s Viewpoint
Research shows that job seekers prefer ads with clear, direct, and simple language. Avoid organisational jargon that may disadvantage candidates unfamiliar with your specific vocabulary.
Similarly, terms like ‘quirky’ or ‘fun’ can alienate neurodiverse candidates or those who are introverted. Instead, be specific about your organisation’s culture and workplace environment to resonate with a broader audience.
3. Keep It Concise
Overloading a job ad with selection criteria can deter potential candidates, particularly women, who are less likely to apply unless they meet all the criteria. Research shows that keeping the list of requirements to six or fewer increases the likelihood of attracting a diverse and qualified talent pool.
Focus on the essential skills and qualifications needed to succeed in the role, rather than listing every possible attribute.
4. Choose Your Language Thoughtfully
Certain words in job ads can subconsciously appeal more to men or women. For example, terms like ‘competitive’ or ‘assertive’ often attract men, while words like ‘support’ or ‘dedicated’ tend to resonate with women. Strive for a balance in your language or adjust it to attract underrepresented groups.
Examples of masculine words: independent, lead, competitive, analytical.
Examples of feminine words: responsible, connect, conscientious, sociable.
If addressing a gender imbalance in your team, consider leaning more heavily on feminine-coded words without sacrificing clarity about the role’s requirements.
5. Reassess Your ‘Wishlist’
Examine whether all criteria in your job ad are truly necessary. For example, does the role genuinely require a Master’s degree or local residency, or are these preferences rooted in convenience or assumptions?
“There is a tendency to write job ads for ‘people like us,’” says Laver. Reassessing your requirements ensures you’re not unintentionally excluding capable candidates who could excel in the role.
Final Thoughts
Writing an inclusive job ad is about considering the entire candidate marketplace, including Indigenous Australians, people with disabilities, and members of the LGBTIQ+ community. When you remove bias, you broaden your talent pool and signal that your organisation welcomes diverse perspectives and talents.
By focusing on the requirements of the role and crafting clear, inclusive ads, you can attract high-quality medical professionals who bring unique strengths to your team.
Tag
Job Ad Writing