How to Write Inclusive Job Descriptions

Identifying and removing bias from your job description is critical to turning "views" into "applicants." The language you use can impact who is applying for the role. There is a lot of chatter on this topic, but for the sake of this post I’ve summarized the key principles we hold ourselves accountable to at CampHire.

  • Avoid subjective or vague language such as "a good cultural fit." Without context, these types of phrases can be misinterpreted and even considered offensive to candidates who don’t fit in with the photos on your website. Focus on the skills and competencies required for the job.

    What We Do: We structure job descriptions like Mad Libs. While it may seem simple, this has proven to be an effective method to ensure that skills are the focus. A typical CampHire template reads something like:

    "This position requires _______ and _______, and provides the opportunity to develop _______ and _______ skills in a supportive camp environment."

CampHire Pro-tip: Where asked to provide contact information on your job post, be sure to include your preferred pronouns (she/her, they/them, he/him). It is one of the most basic ways to show respect for gender identity and signals to candidates that camp is a safe space for all.

  • Keep the camp lingo to a minimum. When drafting language for your job description consider that much of your audience has never been to camp before. Even common camp terms like "canteen", "CITs," and "bunks" may not resonate with those who spent summers outside of camp. Camp has an exclusive appeal, but too much camp jargon can give the impression that you have to speak the language in order to work at camp. That feeling can deter candidates from applying.

What We Do: At CampHire we describe cabins as "dorm-style housing" or "shared living spaces with campers." By changing a post from "Head Counselor" to "Chief of Staff" we reach a broader audience of qualified applicants.

  • Limit job requirements to the essentials. Think about what skills are critical for the role, and minimize the rest. While some jobs at camp require formal certifications (nurse, lifeguard, etc), the majority don’t. If a candidate doesn’t check every box on your long list of qualifications, they likely won’t apply.

What We Do: At CampHire we recently removed "college degree" from a handful of job descriptions. Why? Because cooks don’t have to have gone to college to know how to make delicious food, and camp counselors don’t have to be enrolled at universities to be positive role models. If candidates don’t see their background aligning with your list of qualifications, they will move on to a role that is more approachable — and never look back.

Best Practice, DE&IEsther Eisenhard