The Adverse Effects of Buzz Words on Hiring
Jargon is commonplace in the business world. Take job descriptions for example. Different companies and industries latch onto distinct phrases in their write-up of the environment, role, and requirements. Those “in the know” may interpret this word choice as validation that they are a good match for the position. Unfortunately, this means those with different backgrounds and experiences may be confused or even put off by the verbiage. Recruiters beware: as a result of this word selection, you may be discouraging diverse candidates from applying for a role where they, in fact, meet all the qualifications.
Complicated or vague words and phrases like “cloud-forward,” “bespoke” and “self-starter” clutter many job descriptions. Canva recently conducted a large-scale study of more than six million online job descriptions. Their results showed that jargon was widespread across the professional world. More than 35% of job postings contained corporate lingo that was difficult to understand or left room for interpretation. The biggest offenders? The tech industry and the state of Washington! In fact, more than half of all job descriptions in Washington were colored with unintelligible catch phrases.
Upon closer review, it appears there is a mismatch between employer intent and outcome. Most job description authors approach this process with the goal of using terms they think will be attractive and familiar to qualified candidates. Unfortunately, too much lingo may have the opposite effect on potential diverse hires. Applicants are put off by the complicated jargon and may assume they are not qualified for the job if they don’t understand the description. This response is seen to affect a range of potential respondents including those from disadvantaged backgrounds, non-native speakers, and younger applicants in the 16- to 24-year-old age group. Your word choice may also affect whether female applicants are drawn to the role. Using stereotypically masculine language such as “aggressive” or “hard-hitting” may send a subconscious message to women that they are not welcome to apply. Interestingly enough, the reverse is not true; men apply regardless of the frequency of traditionally feminine words.
The trend of using catchy terminology has an adverse impact on who does, and does not, apply. The solution involves taking a step back. Try using commonplace language that is easy to understand. Instead of saying “think outside of the box,” try “come up with new and interesting ideas related to xyz project.” Be specific! Vet your job requirements before putting pen to paper. Identify the actual needs and speak to the audience who may have these qualifications. Avoid using phrases that require interpretation or use of a business dictionary. Simple is better. It is fair to say we are all “on the same page” on this topic.
Originally featured in UBA’s October 2021 HR Elements Newsletter.
