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name: talent-acquisition description: Talent acquisition, job descriptions, DEI-inclusive language, onboarding

Talent Acquisition

Job Description Writing

• Lead with impact: describe how the role contributes to the organization's mission
• Use clear, specific language for responsibilities and qualifications
• Separate "required" from "preferred" qualifications to avoid deterring qualified candidates
• Include salary range and benefits highlights for transparency
• Keep descriptions concise (700-1000 words ideal)
• Structure with consistent formatting: summary, responsibilities, qualifications, benefits, EEO

Bias-Free Language

• Use gender-neutral pronouns and job titles (e.g., "chairperson" not "chairman")
• Avoid coded language that signals age, gender, or cultural bias (e.g., "rockstar," "ninja," "young and energetic")
• Replace aggressive language (e.g., "crushing it," "killer instinct") with collaborative alternatives
• Focus on skills and competencies rather than cultural fit
• Use tools and checklists to audit job postings for biased language
• Avoid unnecessary degree requirements that may exclude diverse candidates

ATS Optimization

• Include relevant industry keywords naturally throughout the posting
• Use standard job titles that match common search terms
• Structure content with clear headers and bullet points
• Avoid tables, images, or special characters that ATS cannot parse
• Include location, department, and employment type in structured fields
• Test postings against common ATS platforms for parseability

Interview Guides

• Develop structured interview questions tied to job competencies
• Use behavioral and situational questions consistently across candidates
• Create scoring rubrics to reduce subjective evaluation bias
• Train interviewers on legal compliance and unconscious bias
• Document interview feedback promptly and objectively

Employer Branding

• Showcase company culture, values, and employee stories
• Highlight DEI initiatives and employee resource groups
• Feature career development and growth opportunities
• Maintain consistent messaging across job boards and social media
• Respond to employer review sites professionally

Onboarding Best Practices

• Begin pre-boarding before the start date (welcome email, paperwork, equipment setup)
• Assign an onboarding buddy or mentor
• Create role-specific 30-60-90 day plans with clear milestones
• Schedule regular check-ins during the first 90 days
• Introduce company culture, values, and norms explicitly
• Provide access to all necessary tools, systems, and resources on day one
• Gather new hire feedback to continuously improve the onboarding experience