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You’ve probably written these phrases in your job descriptions. “Our ideal candidates are “Recent college graduates” or “This job is ideal for candidates over 40 years”. You may not have known it at the time, but those are examples of discriminatory language in job descriptions.
While your intentions for your organization were good, your job description could prevent candidates from applying. The above examples are considered age bias in job descriptions. And can prevent either older or younger candidates from applying to your job advertisements.
So to prevent these unconscious biases, we’ve discussed 8 best practices we found to avoid using