Jobpostings Reimagined
JOB POSTINGSREIMAGINEDHow to A ttract the Best andBrightest Talent In an Increasing lyCompetitive EnvironmentN O VEM B ER 2018
Did you know when you createand post a job description, youbecome a publisher of contentfor?
JO B PO STIN G S : C RITIC A L FO R O UR FUTUREThe way you describe your job has a direct, immediate impact on the qualityWHY?and quantity of candidates who take the time to apply. A thoughtfullywritten job posting conveys the amazing opportunities at our incredibly companyand inspires a candidate to engage. Conversely, poorly-written job postings willturn great talent away.This guide will walk you through things to consider on your publishing journey! The pathto your success includes the following topics –§Job D escription vs.Job Posting§Ensuring inclusivity§Become a Content Publisher§Job Seeker Market§Formula for Success§Ready to Publish3
JOB DESCRIPTIONSvs JOB POSTINGWhat is the difference andwhy is it important?
JO B D ESC RIPTIO N vs. JO B PO STIN GA t The Walt D isney C ompany these are two verydifferent things: Job Descriptions are used todetermine compensation. Job D escriptionsprovide a detailed analysis of the role andresponsibilities, and are typically considered“internal” documents. They are full of acronymsand are not intended to be easy to read or toinspire and attract talent.The information in the Job Description shouldbe used as the foundation to create theJob Posting .5
W HAT IS A JO B PO STIN G ?Job Postings are what the outside world sees.They bring the role to life and let the candidateimagine themselves being part of the story byhighlighting the impact and contribution theywill make with our company.Job Postings are advertisements for the role thatare meant to inspire and motivate and shouldbe written with that in mind.6
WHY C REATE A G REAT JO B PO STING ?75%of job seekers reportedthat the look and feel ofa posting influencestheir decision to applyThere’s a good chancecandidates will never read anentire job posting ; too muchdetail can deter qualifiedcandidates from applying.Candidates spend 43seconds before click awayfrom your job posting , soyour first few lines mustinspire people to take actionto apply.Women feel they mustmeet 100% of theexpectations to applyfor a role, whereasmen will apply if theymeet 6 0 %Job seekers only spend47 seconds scanningone page of searchresults, and even lesstime with each posting7
INCLUSIVITY MATTERS70%of students prefer acompany that makes themfeel included regardlessof race, geographiclocation, ethnicity,gender, sexualorientation, disability,socioeconomic status, andappearance.Having an inclusive workplacestarts with writing inclusive jobdescriptions to attract a diversepool of candidates.Even if you think you’ve got itnailed, that you’re 100%inclusive in your recruitmentpractices, remember that cultureis continually changing andshifting over time.Diversity, Inclusion, andBelonging shouldn't beabout filling a quota. It isa true sense of belongingamong your team, whichis likely filled with peoplefrom all backgrounds.creating a sense ofbelonging can lead togreater retention ratesand even result in highercandidate/employeesatisfaction.8
BEC O M E ACO N TEN T PUBLISHERYour guide to becoming an extraordinarycontent publisher.In this section, you will find three topicsthat will help you have a deeper understandingof the candidate’s experience and the tools youwill need for the path to writing inspiring jobposting s.This includes :§§Job Seeker MarketFormula for Success§Ready to Publish9
JOB SEEKER MARKET10
HOW D OC A N D ID ATESLOOK FORJOBS? Throug h searchengines On job sites such asGlassdoor or Indeed Directly on acompany’s website In all cases, the Job Posting is a critical piece of theprocess. They are comparable to the curb appeal ofa house you are trying to sell; you have justseconds to inspire and peek interest.In this increasingly competitive labor market, it’simperative to remember that job posting s are asmuch about “selling” as they are about describingthe job; keep this top-of-mind when you’re writingyours.Word-of-mouth frompeople you knowor through socialmedia postings11
YO U HAVE W RITTEN YO UR JO B PO STIN GWhat Happens Next?§Your recruiter will input the Posting into Kenexa - Disney’s job posting system. Once there,the job will immediately appear on DisneyCareers.com.§Jobs on DisneyCareers.com are then pulled in by third-party aggregators like Glassdoor,Indeed and LinkedIn, which makes them easily searchable and accessible to all applicants.§In every instance, what you put on the posting is what will appear on these third-partyag g reg ators, so here are 3 key thing s to know:§The job title and the first few lines will be immediately visible in a search result.Candidates must click to see more, but they will see the job’s title and the firstfew lines.§You have seconds to capture their attention and inspire them to click! What theyread in that instant will determine if they click away OR read on.§Job title is extremely important! Make sure yours is relevant to yourindustry. Think of it as making a first impression!12
FO RM ULA FO R SUC CESS13
FO RM ULA FO R SUCCESSThe sequence and flow of your Job Posting is based onKenexa, which has pre-set “form-fields” that work intoday’s market. This flow is our “formula” for success.The form fields in Kenexa consist of:§Job Summary§Responsibilities§Basic & Preferred Qualifications§Education§A bout the Seg ment§About TW D C§EEO§Legal EntityIn this section, you will find tips to set you up forsuccess that speak to the four bolded bullets.Good news! We have fully automated the final four form-fields, sothere’s no work for you. In this document, we will focus on how toKeep inclusivity top-of-mind, inuse the first four fields.every aspect of the JD14
INCLUSIVITY15
INCLUSIVITY TIPSINCLUSIVITYMATTERSIntentional or not, we all carry implicit biases in oureveryday language. However, it's important to make aconscious effort to avoid this.#1 – Highlight our commitment to diversity and inclusionEXAMPLE: Most organizations emphasize their commitment to diversity and inclusion by including a standard formula thatapplies to most companies. However, more and more organizations are mentioning the specific measures they have in place toensure that people with disabilities have everything they need to thrive within the workplace and enrich the company throughtheir contributions.#2 – Limit your job requirements to “must-haves”EXAMPLE: Studies show that while men are likely to apply to jobs for which they meet only 60% ofthe qualifications, women are much more likely to hesitate unless they meet 100% of the listedrequirements.#3 – Be aware of literacy exclusionEXAMPLE: Literacy inclusion is not really a term that is widely known, but it basically means including people with differentlevels of literacy. This is also a good way of ensuring you’re not being ageist either and unintentionally overlooking youngerapplicants – our literacy levels change as we age, usually broadening and improving.Good content is also accessible content. Keep sentences short. Keep paragraphs short. Use white space to reducevisual ‘noise’.16
INCLUSIVITY TIPSWORDSMATTERWriting an inclusive job offer is the first step toward attractingcandidates with varied profiles and building diverse teams who bringhighly-qualified skill sets to the table.#4 – Make a conscious effort toincrease diversityEXAMPLE: Social categories likeage, ethnicity, and social classcan be difficult to address in yourjob ads as they can varyenormously and be incrediblycomplex in their nature andintersect. But one way toapproach it is to not deal with itfrom a linguistic standpoint at all,rather address it directly and optfor specifically inclusive content.For example, have a section thatSee appendix, for more D&Iresources and toolsdirectly addresses that candidatesfrom diverse backgrounds arewelcome to apply.17
JOB SUMMARY18
JO B S U M M A RY TIPSYOUR43 secondsSTARTSNOW!The Job Summary is your first – and probably only – chance toinspire candidates to engage. Here are 5 tips you can use tomake those 43 seconds count:#1 – Make the first two lines unique, and focused on what candidates willexperience. Find a way to grab their attention!EXAMPLE : If you are reading this, we can guess two things about you : You love to bake, and you’re interested inDisney. So, you would you like to use your artistry to whip up the mouth-watering muffins, breads, cakes and otherpastries that put a smile on our Guest’s faces at our Parks & Resorts?#2 – Give candidates something that connects to their aspirations and motivatesthem to want to be part of the story. If this sounds like Advertising 101, it’s becauseit is, and it works!EXAMPLE : Would you like to be part of the team that picks ABC’s top news stories and decides where they aredisseminated? How about helping to re-invent broadcast journalism?19
JO B S U M M A RY TIPSREM EM BERWE’REDISNEY!We have something to share that no other competitor for talenthas : We are The Walt Disney Company! Say it loud and proud!#3 – Include the name of our segment – and if possible, Disney – in the first twolines, because these are likely to appear on third-party aggregators. The WaltDisney Company and our segment brands have very positive associations. It is toyour advantage to include them to attract talent. It is in the job title, but it willbenefit you to include this ag ain in the first few sentences.EXAMPLE : If you are reading this, we can guess two things about you: You love to bake, and you’re interested inDisney. So how would you like to use your artistry to whip up the mouth-watering muffins, breads, cakes and otherpastries that put a smile on our guest’s faces at our Parks and Resorts?EXAMPLE : Would you like to be part of the team that picks ABC’s top news stories and decides where they aredisseminated? How about helping to re-invent broadcast journalism?20
JO B S U M M A RY TIPSSHA RIN GYOURM ISSIO NPeople want to know why they should work for Disney.Share your team’s mission.#4 – Explain how their work would impact the business – and highlight the culture.This is essentially the mission of the team. Don’t forget to include the call to action!EXAMPLE : As Head Baker 1/Pastry Chef at Walt Disney Parks & Resorts, you’d have the freedom to put your talentto use baking the goodies for which we’re known. From waffles shaped like Mickey to gingerbread houses thatshould really be called palaces, our baked goods infuse the fun of Disney’s legendary parks and movies into food.Join us in the bakery!EXAMPLE : As the Senior Manager of Digital Analytics at A B C News, you’d collaborate with our seasoned journalists,editors, social media specialists and data analysts to find the best stories and boost their visibility. Join our news team!21
JO B S U M M A RY TIPSWHO’STHE LEAD EROF THEPACK?Let your candidates know whom the role reports and if this is aleadership opportunity.#5 – At a large organization like Disney, it can be difficult to gauge how senior agiven role might be. Let the audience know whom the job reports and if this roleleads any team members. Don’t use actual names, just job titles. Here’s how thatmight look on the job posting :EXAMPLE : The Head Baker 1/Pastry Chef currently reports to the (title of leader).EXAMPLE : The Senior Manager of Digital Analytics currently reports to (title of leader) and leads X team members.22
RESPONSIBILITIES23
RESPO N SIBILITIES TIPSFRO M USTO “YO U”The “Responsibilities” section starts with a few lines that describethe job and the general work environment, followed by bulletpoints with some of the specific things a candidate might do in agiven day. We like to sub-head this section “About You” to keepit candidate focused:#1 – Help the candidate imagine themselves in the role by using “you” in thecontent you are writing, so applicants can close their eyes and see themselvesbeing part of the story. Start by writing one or two lines about the team they will bejoining – be careful to not include company jargon or acronyms.EXAMPLE : You would join a team whose mission is to keep the rides, attractions and systems all functioning perfectly –it’s all about minimizing downtime and maximizing Guest experience. We do everything by the book, in order, andwith precision – you would instinctively uphold the same exacting standards.24
RESPO N SIBILITIES TIPSLET’S G ETREALGive real-world examples of what candidates might do in theirrole. Use simple lang uag e and avoid acronyms.#2 – Paint the picture of the role so the candidate understands the expectations.EXAM PLE :EVERY DAY AS A N ATTRACTIONS MECHANIC IS DIFFERENT. O N ANY GIVEN DAY, YOU MIGHT :§§§§§§§§§Be called to an attraction like Big Thunder Mountain to troubleshoot the engine on one of the carsWalk the track of a roller coaster like Space Mountain for routine maintenanceCollaborate with your team to get a ride back online and ready for the Guests by morningRide an attraction – often multiple times – to help diagnose a problemBe trained in the coolest, newest, most cutting-edge mechanics techPerform corrective maintenance on a wide-range of engines, systems and special effectsFlex your leadership skills when your specific expertise is called uponExperience the Parks at night, when the Guests have left and it’s just you and the ridesVisit your favorite Park whenever you want, and enjoy other Disney experiences with your exclusiveCast Member perks!25
RESPO N SIBILITIES TIPSKEEP THEIRATTENTIONResponsibilities might be the last section the candidate reads,so spend a little extra time to make it friendly, informativeand interesting.#3 – Use your creativity to structure the bullets so that you are not repeating thesame first phrases, and remember to consider things like gender neutral language.Here’s a few examples of gender-biased words, and a link to a website that divesdeeper into this topic – http://gender-decoder.katmatfield.comAVOID MALE-BIAS W O R D S :INSTEAD, CHOOSE W O R D S SUCH AS OrientedResponsibleQuality26
RESPO N SIBILITIES TIPS#4 – If people on your team are sometimes allowed to telecommute or haveflexible hours, the final bullet is a great place to highlight this benefit. Here’s howyou might write it :EXAMPLE : You will have the freedom to telecommute when it makes sense! OREnjoy a flexible schedule that makes sense for both the business and you!27
QUALIFICATIONS28
QUALIFICATIONS TIPSTHINK INBULLETSWe suggest beginning this section with a friendly lead –“Pleaseapply if you have” vs. language that makes it seem that the candidatewon’t be considered if they don’t have each skill listed.A subtle tweak like this can help attract candidates who are well qualifiedbut hesitate to apply because they are missing one or two skills outlined onthe job posting.NOTE : Statistically speaking, female candidates are 60% more likely to not apply if they don’t feel they have every skilllisted than males. This is a simple step that is vital for any segments that are looking to attract female talent.Try to limit your bullets to no more than 12 and write them in a way that the firstword of each bullet is not the same as the previous.Please see the next page for an example of these tips.29
QUALIFICATIONS TIPSEXAM PLE :QUALIFICATIONS FOR LEAD FULL-STACK PYTHON DEVELOPERPlease apply if you have :§§§§§§§§§10 years experience developing software productsMastered Python (2.6 and 3.3 )Linus and Database/SQL down to a teeNatural curiosity – you enjoy digging deeper to find the big pictureHumility – you’re able to lead the team, ego asideEnthusiasm about guiding other team membersA background in web development focused on user experience or visual designAlways been the person who takes on any project; andFlexibility and a cool head in dynamic, ever-evolving environments30
QUALIFICATIONS TIPSIT’SALLABOUTBALANCEThe best ratio of “required’ to “preferred” qualifications is about 3:1.“Preferred” qualifications are the differentiators that make a candidatestand apart. We suggest you start this list with something like this –“Itwould be great if you also have” or “It would also be good if you arefamiliar with”.EXAM PLE :ADDITIONAL QUALIFICATIONSIt would be great if you are familiar with :§ Web frameworks such as : Flask/bottle, Django, Tornado/Cycone, Pylons/Pyramid, and Web servers : Nginx,Apache, uWSGI§§JavaScript libraries like : jQuery, Backbone, Marionette, Angular, React, Gulp, Mocha, Sinon.JS; andData stores/tools such as : Oracle, PostgreSQL, Virtualenv, Ansible, SQLAlchemy, Redis, MongoDB, Solr31
ED UC ATION32
ED UC ATIO N TIPSTo increase readability and reduce length, we combined “Education” into onecategory, rather than splitting into “required” and “preferred” fields in Kenexa. Hereis how this form field might look if you have both EXAM PLE :EDUCATIONYou have a BA or BS from a four-year accredited college or universityAdditionally, it is preferred that you hold an MA, M S or PhD in Mathematics, Statistics, Data Science or Economics33
REA D Y TO PUBLISH!34
REA D Y TO PUBLISHYou’ve just spent time writing a Job Posting thatis friendly, concise, candidate-focused, inspiringand attention-grabbing.N ow let us do the rest.The following form-fields will automatically“populate.” We do this to save you a bit of timeand to ensure consistency across the Enterprise.§ Segment/Brand Paragraph§ The Walt Disney Company Paragraph§ Leg al Entity lang uag e§ Diversity StatementYou are now a publisher of content forThe Walt Disney Company and peoplearound the world will learn how they canBE PART O F THE STO RY!35
APPENDIX36
Diversity & InclusionResources & Tools37
JOBDESCRIPTIONRESOURCES Better Allies G e n d e r D e co d e r Inclusive LanguageGuidesEmployees want to see more diversity and inclusionin the following areas:Ø Ways of thinkingØ Socioeconomic statusØ Race/ethnicityØ Sexual orientationØ GenderØ Physical abilityØ AgeØ LifestyleØ Educational backgroundØ Family statusØ Body size or shapeX TEDTalk: TheUrgency ofIntersectionalityHelpful Articles 8 Resources to Use to Ensure You're Using Inclusive Language 6 Must-Know Tips for Writing Inclusive Job Descriptions Tips to write an inclusive job description 5 Must-Do’s for Writing Inclusive Job Descriptions How to write more inclusive job descriptionsDiversity and Inclusion efforts are Four Ways to Make Job Descriptions More Inclusivenot just a feel-good corporate Can Your Job Posting Attract Diverse Candidates? Implicit Bias Test Hemingway App Microsoft Word’sReadability Statisticspolicy—they have real economicand business impact.38
practices, remember that culture is continually changing and shifting over time. Diversity, Inclusion, and Belonging shouldn't be about filling a quota. It is a true sense of belonging among your team, which is likely filled with people from all backgrounds. creating a sense of belonging can lead to greater retention rates and even result in higher
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