The Psychology of Job Descriptions

Your job description is often the first interaction a candidate has with your company. It's not just a list of requirements; it's a marketing document. And like any marketing document, the words you choose matter.

Unconscious Bias in Language

Research shows that certain words can subtly discourage specific groups of people from applying.

• Masculine-coded words: "Ninja," "Rockstar," "Dominate," "Aggressive." These tend to appeal more to men and can alienate female candidates.
• Feminine-coded words: "Support," "Collaborate," "Nurture."

The goal isn't to ban these words entirely, but to be aware of the balance. A job description heavily skewed towards masculine language might signal a "bro culture" to potential applicants.

The Confidence Gap

You've probably heard the statistic: Men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them.

To combat this:

1. Separate "Must-Haves" from "Nice-to-Haves": Be ruthless. Do they really need 5 years of experience in a tool that was released 3 years ago?
2. Focus on Outcomes, Not Outputs: Instead of saying "Must write 100 lines of code a day," say "Responsible for shipping high-quality features that solve user problems."

Conclusion

Writing inclusive job descriptions isn't just about being "politically correct." It's about widening your funnel to attract the best talent, period. By being mindful of your language, you can build a more diverse and innovative team.