Читать книгу Creating and Updating an Employee Policy Manual: Policies for Your Practice - American Dental Association - Страница 22

Although many employers choose to display the businesslike job ad, today’s job ads tend to be much more creative than they have been in the past. The serious tone is sometimes replaced with the conversational, and traditional designs are being replaced with the edgy. Candidates use keywords to search the database, so job ads should contain sufficient detail and avoid acronyms and abbreviations. Whatever media you use — print or electronic — your want ad should be well-written and achieve the following:

• create interest

• generate enthusiasm

• initiate a response

• obtain qualified candidates

Employment discrimination laws apply to all stages of the employment process, including recruitment. Make sure your job ad does not use discriminatory language and that it is not likely to have a disparate negative impact on a protected group. Even inadvertent and unintentional discrimination can expose your practice to liability under federal, state, or local laws. Avoid language that limits applicants based on race, religion, age, gender, sexual orientation, national origin, physical or mental disability, or any other applicable protected class. For example, do not use such words as girl, Gal Friday, young, mature, student, recent graduate, married, physically fit, or cleaning woman. Instead, use terms such as up-to-date knowledge. Replace gender-specific job titles such as cleaning woman with gender-neutral alternatives such as cleaning person.

Disabilities laws generally require that the application process be made available to all persons/applicants on an equal basis. Offer more than one method for applying for a position by including an email and a postal address as well as a telephone number. This can allow an equal opportunity for a person, for example, with a hearing disability who may not be able to use a telephone.