In this article you will learn about the 'Essentials' section of the Role Builder:
These Essentials are:
These Essentials elements are an important part of the 'rules of the game' to minimise unconscious bias, creating an inclusive recruiting process and providing equal opportunities for all. For example, there can be bias in the way you describe a job, the minimum eligibility criteria that you set or the skills that you are looking for.
Basic job info (Build > Essentials > Basic info)
Here you should add all the relevant info that creates a clear framework about the job, starting from the job title, the team, package, location. Even if it's optional, by providing all the relevant basic info you are acting against any ambiguity (uncertainty) aversion, which might affect some groups of applicants and could affect the desired diversity and inclusion.
Key concepts and evidence from Behavioural Science
Ambiguity or uncertainty aversion is the tendency to favor the known over the unknown, including known risks over unknown risks. Click here to learn more.
The explanations of each of the fields are found underneath them.
Job Description (Build > Essentials > Job description)
Words matter - Particularly if you want to attract a diverse set of top talent.
Key concepts and evidence from Behavioural Science
There's evidence that shows that:
1. Specific types of words can stop people from applying. For example, competency, leadership and driven are stereotypically masculine words that can deter women from applying to a job. The opposite effect is less prominent: stereotypically feminine words don't deter men from applying to a job.
2. Job adverts can trigger some candidates' ambiguity or risk aversion and stop them from applying. For example, job ads that don't inform candidates about the number of candidates that have applied can attract fewer female candidates than job ads that do inform the number of candidates.
3. The number of prerequisites in a job description may also stop some groups from applying. Evidence shows that men apply to jobs when they meet 60% of the conditions of the job advert, while women apply when they meet 100% of job conditions.
Try our stand-alone job description analysis tool here if you would like detailed recommendations on how to modify your job description.
You can also use the built-in gendered language and reading burden tools found on the right side of your job description. These tools are described below.
Certain words are gender-coded, using them in your job description can make it more or less appealing to different sets of people. Here you can find out more about how to remove gender bias from your job description.
Make it also easy to read and understand to attract a diverse candidate pool. The 'reading burden' allows you to understand the readability of your job description.
Skills (Build > Essentials > Skills)
Here you can select up to 8 skills/behaviours that you would like to assess through your selection process. Instead of searching for experiences focus on the skill set that you expect from your ideal candidates. Test real skills that are needed for the job.
A way to get started with the selection of skills is to check your job description first. That should help you identify the skills that really matter for the role.
What skills to ask for
Include the skills that are essential to the job. In case of doubt, you can check some useful sources like the ones listed below. We're also working on making it easy for you to select the right skills. Stay tuned for this product update!
1. Global Public-Private Knowledge Sharing Platform on Skills for Employment (click here). This pool provides relevant information on skills for employment of each of the partner organisations. This Platform is led by the International Labour Organization -ILO, with the support and collaboration of the Organisation for Economic Co-operation and Development (OECD), the United Nations Educational, Scientific and Cultural Organisation (UNESCO) and the World Bank.
Eligibility questions (Build > Essentials > Eligibility Questions)
These are the essential and practical questions that you need to check with all the candidates or that are necessary for the job (e.g. if having a driving licence is necessary for a specific position). Don't ask for education if that's not a necessary condition for the job (you can be open to attracting candidates who have acquired in non-conventional ways the skills that matter for the job).
Examples of eligibility questions: Notice Period.
You don’t need to ask any questions about basic personal information, contact details or equal opportunities questions. We save you some time by adding these to the application flow by default.
There are two ways you can create an eligibility question:
1. Write a new question from scratch.
2. Add a question from the library. Click here to learn more about adding questions from your library, copying existing questions and modifying them for a specific role.
Please continue here if you would like to know more about how to create sift questions and other assessment forms.