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Attracting the right candidate begins with having an engaging job description. Make sure you collaborate with the team this employee will be working with to include not only all the job responsibilities, but a good look at the kind of skills and passion that will help someone succeed in the position.

A typical job description includes the following:

• An overview of the organization mission and the function of the department the employee will be working in.
• A description of the day-to-day responsibilities and activities expected in this role.
• A list of skills and qualifications required for the job.

Typical lists of responsibilities and/or qualifications will use bullet points to concisely outline responsibilities and qualities of the successful candidate. Best practices suggest beginning those bullets with strong, unique action verbs:

But how do you make your posting stand out?

Here are some quick tips for attracting new talent to show just how awesome your company is:

• Include a fun picture of your staff in the workplace
• Preview employee benefits and company culture, specifically how the organization invests in employee achievements and growth
• Try and keep the tone less dry if possible. For instance, try beginning the posting with a prompting question: "Do you love finding creative business solutions and making a difference in your community? Look no further!"

Recruiting and supporting a diverse workforce is essential for equitable work spaces, and can help your organization benefit from the strengths of many different perspectives. Consider the following when you are looking to open opportunities to a more diverse talent pool.

1. List a diversity and inclusion statement for your organization in the posting, and invite candidates with disabilities to reach out to HR if they require accommodations in the interviewing process.
2. Think about what is truly necessary for job qualifications. If you say that a certificate or degree is "strongly preferred" but not a requirement, you may be scaring off candidates in marginalized groups who may not have had the opportunity to pursue that specific qualification. If it's not a requirement, maybe consider focusing instead on a requirement for a passion about different aspects of the work or a drive to learn new things.
3. Assess the supports you have for diverse staff members once they've been hired. Do you have a mentoring program to help new hires transition into a workplace? Does your organization offer parental leave, tuition remission? Benefits that help empower individual employees in their path are inclusive, and should be proudly stated on your materials.
4. Post the wage on your job posting. We know that individuals with marginalized identities may not feel confident in salary negotiations, so being transparent about the salary range empowers candidates to know their worth based on the range you give and their respective work experience.

Take a look at your initial application. What is required to apply for the position? Are all of these forms and documents required at the first stage of hiring? It's possible you may be losing candidates by setting up hurdles in the initial application. Qualified candidates who are only casually looking, or candidates who may have anxiety about their applications, may not finish a very lengthy application.

Typical applications ask for a resume and cover letter for the position, and based on that many managers can select candidates to interview. If there is also a skills assessment or reference check, keeping that to later in the hiring process may help you get candidates in the door.

Every interviewer will have biases that influence perception of candidates. That's why it's essential that there are processes for consistent interview questions, assessment rubrics, and even panel-style interviews so more than one interviewer is assessing the candidate.

Also consider being transparent about your expectations for application materials and the interview. If you are hoping to hire a diverse talent pool, there may be candidates that have never been instructed in typical norms for American "business professional" attire for interviews​, for instance.

Consider identifying expectations ahead of the interview and linking to resources that explain these expectations, since they are more culturally influenced than objective standards for businesses internationally. Feel free to share The Exchange's Prepare to Apply page with candidates if you would like to reference a resource about resumes, cover letters, and interview expectations in the United States.

• Tell us about yourself?
• Why do you want to work at our organization?
• Tell us about an achievement you're proud of.
• What do you think the most challenging part of this job will be for you, based on the posting.
• Tell us about a time when you were faced with an upset customer or coworker. How did you navigate that?
• How do you stay organized when you have a lot of responsibilities at a time?
• What would you say is your greatest strength for this position? Weakness?
• What questions do you have for the hiring manager?

Employers may not discriminate based on certain identities that are protected by law in the United States, and therefore shouldn't ask questions that ask candidates about their:

• Age
• Disability
• Genetic information
• National origin
• Sex (including pregnancy, sexual orientation, ​or gender identity)
• Race/color
• Religion

​You may ask is if the candidate is able to perform the required responsibilities of the job, and if they can legally work in the United States.