Crafting Inclusive International Job Descriptions: Your Key to Attracting Global Talent

If you have a globalized workforce or presence across borders, the way you write job descriptions matters. The words you choose, the format you use, and even the tone of your message can determine whether you attract the best international talent — or miss out. With a diverse pool of candidates spanning different cultures, languages, and expectations, it’s crucial to craft inclusive job descriptions that resonate globally. But how do you ensure your job postings hit the right notes?

Below, we’ll explore how to create inclusive job descriptions that help you attract and retain international talent.

Why Inclusive Job Descriptions Matter More Than Ever

Before diving into the how, let’s talk about the why.

Inclusion isn’t just a buzzword — it’s a proven business strategy. Diverse teams bring different perspectives, foster innovation, and drive better business outcomes. But the journey to building such a team starts with the job description. If your job postings aren’t inclusive, you may be unintentionally turning away qualified candidates.

For international teams, this challenge is even more complex. Cultural differences can lead to misinterpretations, while language barriers can exclude certain applicants. Therefore, crafting a job description that’s both inclusive and culturally sensitive is the first step toward building a dynamic, global team.

Use Culturally Neutral Language

Language is one of the most critical factors when crafting job descriptions for international teams. Words that seem neutral in one culture may carry different connotations in another, so it’s essential to be cautious.

Instead of using colloquial expressions or idioms, which may not translate well across borders, opt for clear and direct language. For instance, English phrases like "hit the ground running" or "wear many hats" can be confusing to non-native speakers or those unfamiliar with certain work cultures. Instead, use specific and straightforward language to describe job duties and expectations.

It’s also important to be mindful of jargon and technical language. While these may be necessary for certain roles, consider whether they are universally understood within your industry or if they may alienate potential applicants from different cultural backgrounds.

Emphasize Core Values That Resonate Globally

When writing job descriptions, highlight core values that have a universal appeal. Traits like collaboration, transparency, and respect transcend cultural boundaries and are sought after in every part of the world.

For example, instead of emphasizing competition, which may not resonate in more collectivist cultures, focus on teamwork and shared success. When you prioritize values that speak to a broad audience, you make your company more attractive to international candidates. Candidates from diverse cultural backgrounds may gravitate toward companies that foster inclusive, adaptable environments where everyone’s voice is heard.

Avoid Gendered and Biased Language

Biased language can unconsciously discourage people from applying to a role. Gendered terms, such as "rockstar," "ninja," or even "salesman," may signal that certain candidates — often women or nonbinary individuals — aren’t a good fit for the position. Instead, use gender-neutral language to promote inclusivity.

Additionally, steer clear of age or race-coded words like "energetic" or "native English speaker” (unless absolutely necessary for the position). Focus on the skills and qualifications needed for the job, not on arbitrary characteristics that could alienate qualified candidates.

Localize Benefits and Compensation Details

When hiring internationally, it’s crucial to acknowledge that candidates’ expectations for compensation and benefits can vary greatly depending on their location. A benefit that’s highly valued in one country might not hold the same importance elsewhere.

For example, in the U.S., health insurance is often a top concern, while in countries with robust public healthcare systems, this may not be as big of a draw. Similarly, flexible working hours or remote work options could be more appealing in regions where work-life balance is a priority like Spain or countries in Latin America.

By localizing the benefits section of your job description, you show that you understand and respect the cultural and regional differences of potential applicants. Highlight perks that are meaningful to the specific markets where you’re hiring to increase your chances of attracting top talent.

Be Transparent About Location Flexibility

With a global workforce, you’re likely going to have a lot more remote and hybrid teams. For international candidates, location flexibility can be a major deciding factor when considering a job.

If your company offers remote work or hybrid options, be sure to emphasize this in your job description. However, make it clear what your expectations are — whether candidates are required to work within specific time zones or attend occasional in-person meetings. Transparency about these requirements can help manage expectations and ensure you attract candidates who can meet your company’s culture and needs. 

Show Commitment to Diversity and Inclusion

Demonstrating your company’s commitment to diversity and inclusion isn’t just about checking a box — it’s about creating an environment where all employees feel valued. Highlight your diversity initiatives or any inclusive policies you have in place.

For example, mentioning Employee Resource Groups (ERGs) or specific diversity training programs can send a clear message that your company prioritizes a diverse and inclusive workplace. Make sure to include a statement in your job descriptions that underscores your commitment to providing equal opportunities for all applicants, regardless of race, gender, disability, or other characteristics.

Tailor Your Job Description for Local Audiences

While it's essential to maintain a consistent brand voice across your job descriptions, it’s also important to tailor your messaging for local markets. What appeals to a candidate in Brazil might not work for someone in India or Australia. 

Take the time to research regional differences in work culture and job expectations. For instance, in some countries, candidates might expect detailed information about the company’s hierarchy, while in others, a focus on company culture and work-life balance might be more important.

By understanding these nuances, you can adapt your job descriptions to resonate better with local candidates, increasing the likelihood of attracting the right talent.

Don’t Forget Accessibility

When crafting job descriptions, it’s essential to make sure they are accessible to everyone, including individuals with disabilities. This means ensuring that your job postings are easily readable and compatible with screen readers. Use simple fonts and avoid excessive formatting like italics or underlining.

In addition, consider outlining the company’s accommodations policy for individuals with disabilities. Transparency in this area can go a long way in showing your commitment to inclusivity and accessibility.

How Justworks Can Help You Attract Top Global Talent

Creating inclusive, culturally relevant job descriptions is an essential part of building a successful international team, but it can be challenging to navigate the complexities of different markets. With Justworks, we have country-specific experts to help you as you navigate through your global hiring journey. 

Through Justworks' global EOR capabilities, we handle compliance, payroll, and local employment regulations, allowing you to focus on finding the best talent across the globe. By partnering with us, you can better craft job descriptions that are tailored to speak to a global audience, helping you attract top talent while staying compliant with regional laws.

Ready to learn more? Get started today.