Most employers know they can wind up with a bias lawsuit on their hands if they’re not careful about the language they use when placing a help-wanted ad in the newspaper or online. Here’s a quick checklist you can use to evaluate your ad to help ensure it won’t be a ticking time bomb. A “no” answer to any of the questions indicates that you should rethink the ad before placing it.
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- Is the ad based on an updated job description?
- Have you already posted the job internally?
- Does the ad include a statement that “We are an equal opportunity employer”?
- Does the ad avoid any language that might indicate a preference for applicants of a certain age, race, national origin, or gender?
- Does the ad avoid any language that might discourage someone from applying because of their marital status or plans to get pregnant?
- Does the ad describe only skill requirements that are essential to the job description?
- Does the ad focus on describing the demands of the job, rather than the type of person you’re looking for?
- Does the ad use gender-neutral terms like “server” instead of “waiter” or “waitress”?
- Does the ad accurately state how much experience the candidate must have in order to perform the job successfully?
- If the ad includes a photo of people who work for your company, does it give the impression that you employ a diverse workforce?