Composing the Job Posting

State the University of Michigan and Michigan Medicine’s commitment to diversity prominently in all posting(s)

1. Language: Steer clear of masculine/female adjectives that alienate or discourage candidates (see gender based words tab; consider using on-line tools such as Textio
2. Eliminate unnecessary criteria that can promote bias (years of experience; specific degrees)
3. Determine the essential functions of the position (and whether previous experience necessary for all of them). Could a candidate be trained in some skills on the job?) What are the specific skills, knowledge, level of ability, experience, etc., needed by the applicant to fulfill each function? Prioritize the skills needed — and ditch the laundry list.
4. Modify the “requirements” section and checklists that keep women and minorities from applying broadens access to talent. Be wary of using the term “preferred” and listing unnecessary credentials.
   • Studies suggest that males apply for jobs when they meet only 60 percent of the outlined qualifications, but women don’t feel confident to apply unless they meet 100 percent.
5. Above all, determine what the “non-negotiables” (e.g., specialized skill, certificate) are in this specific position before posting. Understand the difference between critical (must-have) requirements and desirable ones.
6. Lastly, if there are absolute non-negotiable skills needed in the position, consider using pre-employment tests that assess skills critical to the job.

Disseminate posting/candidate sourcing for maximum diversity

Seek innovative ways to expand networks and develop new “pipelines” to diversify and maximize the pool of applicants