Describe the role and get a structured job description covering responsibilities, requirements, and what you offer, written in inclusive language that widens rather than narrows your applicant pool. Separates genuine must-haves from nice-to-haves, which is the single biggest fix for low applicant diversity.
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Neutral language, a short honest requirements list, and clear separation of must-haves from nice-to-haves. Long requirement lists disproportionately deter qualified candidates from underrepresented groups.
Yes where you can. Ranges are legally required in a growing number of jurisdictions and consistently improve application rates.
No. Employment law varies by jurisdiction. Have HR or counsel review before publishing.