Job Advert Wording and Bias Review
Check adverts for exclusionary language and clarity.
The Open buttons send the prompt text as currently shown below to that site only when you click. Fill in the placeholders first.
[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Review a job advert. Advert text: [JOB_ADVERT]. Role and requirements as the hiring manager sees them: [REQUIREMENTS]. Where it will be posted: [CHANNELS]. Flag unnecessary requirements, gendered or age-coded wording, jargon, unclear pay or location, long lists of must-haves, and missing information about flexibility and adjustments. Separate essential from desirable requirements. Return a table with Phrase, Concern and Suggested wording, a rewritten advert of 250 words, and a checklist. Equality and pay transparency rules vary [VERIFY] for [JURISDICTION]; legal review is advisable. Add a worked rewrite with invented text. Original: We are looking for a young, energetic rock star with 10 years of experience who can hit the ground running and thrives in a fast-paced environment. Concerns: age-coded words (young, energetic), jargon (rock star), an unexplained and possibly unnecessary ten years, and no information about pay or flexibility. Rewrite: We are looking for an operations coordinator to plan schedules and keep projects on track. You will need experience coordinating work across teams, clear written communication and confidence with spreadsheets. Salary range placeholder, location and flexible working options placeholder, and a line inviting requests for adjustments in the application process. Separate essential requirements (three) from desirable (two). Add a checklist: pay range stated where required or customary, application steps explained, accessibility of the application form, equal opportunity statement that is meaningful and not boilerplate. Provide the rewritten advert in about 250 words. Count the reduction in the number of requirements from nine to five and note that shorter lists tend to encourage a wider range of applicants, a pattern I should verify against my own data. Remind me that discrimination and pay disclosure rules need checking with HR or a lawyer [VERIFY]. Add a section on the application process itself: how long the form takes, whether it needs an account, whether adjustments can be requested, and whether the process works on a phone. Provide a checklist for the person writing adverts and a plan to compare applicant mix before and after the rewrite, with caution about small numbers.
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Invented original: "We need a young, energetic rock star with 10 years' experience who thrives in a fast-paced environment." Concerns: age-coded words (young, energetic); jargon (rock star); ten years may not be essential; no pay, location or flexibility. Rewrite: "We are looking for an operations coordinator to plan schedules and keep projects on track. You will need experience coordinating work across teams, clear writing and confidence with spreadsheets. Salary range, location and flexible working options are listed below. Tell us if you need any adjustment to apply." Requirements cut from nine to five (three essential, two desirable).
Illustrative only, made-up data. Your results will differ and must be reviewed.