Around 2009, some companies got a great idea that they would create unique job titles. Witty, right? These job titles would be ultra-unique and use hip buzzwords to differentiate their company from another company down the street with the same idea and open requisition.

Want to increase your job post engagement with candidates from diverse backgrounds? Sure, but how? First, we have to change the way we've always done things. Job post strategies haven't changed in the last 100+ years, leaving us with 100-year-old biases.

This hands-on presentation will provide examples of why many job postings fall flat, particularly regarding inclusion, and four ways you can refresh this content. You'll walk away with tactics to increase qualified candidate engagement by as much as 300%, and you'll reach many more qualified candidates from diverse backgrounds. Bonus: we'll show you the search strings you might be using every day that are actually making things worse.

You'll learn how to:
- Break the trends with better tactics for talking about skills and education in your job postings
- Avoid creating psychological barriers that send candidates from diverse backgrounds running away
- Recognize what works and what doesn't about your current job posts
- Hone your writing to improve response rates, including from those hard-to-find candidates and passive job seekers from diverse backgrounds
...and more!

Here are a few of the subject-line lessons I learned as an email marketer to create automated candidate outreach emails that get read

Katrina Kibben joins Arena Analytics AI Ethics Advisory Board - the first of it's kind - on January 12, 2021.  Arena's independent Advisory Board brings together human resources leaders and experts from academia, the technology industry, and ethics. The advisors are focused on developing thoughtful and practical guidance on managing ethical questions as Arena deploys novel technologies into the workplace and the labor market.  They also seek to break down the silos between the national spheres that touch questions related to technology and workforce—academic, policy, practitioner, and scientist.

Monster and a select group of talent acquisition experts, including our own Katrina Kibben, joined an interactive webinar to explore how to conduct a brand audit, where to promote your company’s diversity and inclusion initiatives, as well as tips for unbiased recruitment writing to share with your talent acquisition teams.

One such missed opportunity is that of spotting a job’s or a company’s red flags—whether you’ll wear too many hats, feel excluded, etc. I spoke to an expert in writing job descriptions, Katrina Kibben, CEO at Three Ears Media, to identify common job description red flags that job seekers should be looking out for when searching for the next role.

Katrina talks to ERE about the fart test, how augmented writing tools can affect hiring bias, and the variables you can actually control when writing job postings.