Business Analyst - June 23

WORKPLACE
Thursday, June 23, 2022 PAGE 11
The coded words of job adverts
that reveal important clues
It may be a candidate’s market,
but today’s job seekers still face
nuanced challenges in the quest
to find their perfect role. Jobsearch
websites make it easier
than ever to discover open positions at
desirable companies – but not all job
postings are created equal. Some may
contain language that has a revealing
subtext, with certain terms potentially
masking a more toxic truth.
Ever stumble upon a job posting for a
“jack of all trades” or “independent selfstarter”?
Some people see such terms as
codes: the former perhaps a hint that
you’ll actually be doing five people’s jobs,
the latter a sign that you won’t have much
team support.
Although it’s impossible to know
exactly what’s at play behind these words
based simply on an advert – indeed,
experts advise not to read too much into
them for fear of missing a great
opportunity – discerning job seekers are
still wise to take note of such verbiage, as
it could reveal meaningful information
about an employer and role.
“Language like this in job postings
has always been a challenge,” says Carol
Cochran, vice-president of people and
culture at FlexJobs, a website dedicated to
flexible and remote-work jobs based in
Boulder, Colorado, US. “Fortunately, there
has been a lot more attention on it in the
last few years, so we’re seeing more
companies being thoughtful about how
they describe the role, culture and benefits.
As with any shift, some companies will be
proactive in making adjustments, and
others will be slower to evolve.”
Although awareness of this issue is
growing among some employers, most job
hunters will likely still spot some coded
language while perusing job adverts. the
challenge lies in sussing out the true
meaning of a vague or dubious description:
does it signify a company’s unspoken
ethos, or is it simply worded in a less-thanthoughtful
way?
recruiting experts advise candidates to
use early interviews to ask targeted
questions and gain clarity about any
concerning phrases, allowing you to dodge
any ill-fitting positions well before you take
an offer.
Decoding subtext
Although coded language in job adverts
can crop up anywhere, these words tend to
arise more often in postings for smaller
companies and start-ups, say experts.
“these types of companies have evolving
priorities, making it difficult to write job
descriptions for different careers,” says
renata Dionello, chief people officer for
Ziprecruiter, a Los Angeles-based digital
job marketplace. “this is when we see
broad terms, clichés and catch-all
language.”
Such language can include phrases like
“decisive leader”, “fast-paced environment”,
or “close, family-like team” – raising
“language like this in job
postings has always been a
challenge,” says Carol
Cochran, vice-president of
people and culture at
FlexJobs, a website
dedicated to flexible and
remote-work jobs based in
Boulder, Colorado, US.
“Fortunately, there has
been a lot more attention
on it in the last few years,
so we’re seeing more
companies being
thoughtful about how they
describe the role, culture
and benefits. As with any
shift, some companies will
be proactive in making
adjustments, and others
will be slower to evolve.”
questions for some about what kind of
work culture is truly implied: intense
competition? Excessive hours and burnout?
Blind loyalty? “I would suggest job seekers
ask for clarity on these vague phrases
before committing to a new role,” says
Dionello. “this language can be interpreted
in different ways, and employers don’t
want to miss out on qualified candidates
because they don’t feel they’re ‘determined’
or ‘loyal’ enough.”
Beyond murky phrases that may or may
not hint at a toxic work culture, some
terms can also indicate a lack of gender,
racial or socioeconomic inclusivity. “Words
or pronouns that lean toward one gender
should ring alarm bells,” says Cochran.
“research shows that words like
‘aggressive,’ ‘competitive’, ‘independent’
and ‘self-sufficient’ in job postings appeal
more to men and can subconsciously deter
women from applying.” Meanwhile, terms
like “native English speaker” or “topdegree
required” can communicate other
types of biases. “Coded language includes
terms that don’t appear explicitly
discriminatory, but associate certain
groups of people with certain behaviours or
traits,” adds Dionello.
While such language can act as a
warning sign, and shouldn’t be overlooked
by job seekers, it’s also helpful to remember
that not every questionable term conceals
sinister intentions. Employers may not
necessarily be using calculated coded
language to try to dupe or filter certain
candidates, but their postings can certainly
communicate unwritten values, culture
and blind spots.
Use the adverts as an opportunity to
break the ice and demonstrate your
inquisitive nature – Jenna Alexander
Proceed with caution, while seeking
clarification. “Be mindful that what you
determine as a ‘red flag’ may be based on
your previous bad experiences,” says Jenna
Alexander, talent acquisition director at
randstad, a global Hr services company
based in Diemen, netherlands.
“overanalysing a job description is almost
as damaging as not applying for the role at
all, so don’t fall into that trap.”
Looking beyond language
If you’re interested in a job but
unsettled by the description, try reframing
your concerns as questions that can open
a dialogue. “You can leverage these
overused and somewhat old-fashioned
terms during your initial conversations
with the company,” says Alexander. “Use
the adverts as an opportunity to break the
ice and demonstrate your inquisitive
nature. Be open-minded – you’ll learn
more that way.”
When broaching the subject in an
interview, experts advise starting with
general questions about company culture
to appear engaged and prepared, not
paranoid. “If the posting talks about
unlimited vacation, ask what the average
number of days taken is, or if there are any
suggestions on how much time is
appropriate and encouraged,” says
Cochran. “try to connect with employees
to get a sense of whether ‘fast-paced’
means ‘we get a lot done’, or does it mean
‘you’ll be stressed out all the time’?”
Dionello suggests asking for specific
examples in the context of the position.
“try something like, ‘the job description
mentions a close team that goes above and
beyond. Can you share a few examples of
how I might see that play out in the role?’”
she says. “Another option is to share your
understanding of the term, then ask if the
interviewer agrees with your assessment.”
Job hunters can also make a point of
seeking out job postings with verbiage that
may indicate a positive, healthy work
culture. “Progressive organisations tend to
be very mindful of their language and the
terminology they use to avoid disengaging
a wider talent pool,” says Alexander. “An
educated organisation will often use
human and inclusive words, like ‘connect’,
‘build’, ‘intuitive’, ‘commitment’,
‘enthusiastic’, ‘responsible’ and
‘empathetic’.”
Moving toward
transparency
Ultimately, the words used in job
adverts are just that: words. And best
practices in recruiting will continue to
adapt to evolving culture, says Cochran. “A
lot of the common words and phrases that
were encouraged in job postings a few
years ago are not regarded as highly now,
and will keep shifting in the future.”
today’s job seekers are also in many
ways savvier than ever when applying for
jobs. It’s now standard to consult widely
available anonymous online reviews and
social media reports on employer cultures –
intel that used to be opaque and hard-tofind.
If a job advertisement does ring alarm
bells for a candidate, they can opt out of
applying. “What workers want has
changed,” says Alexander. “there is greater
emphasis on joining a company with an
inclusive, trusting and balanced culture.
Workers know what they want now more
than ever before.”