# Talent Acquisition

> Talent acquisition, job descriptions, DEI-inclusive language, onboarding

- Skill: `alexclowe/talent-acquisition-2` (Agent Skill)
- Install (CLI): `npx skillmds@latest add alexclowe/talent-acquisition-2`
- Raw SKILL.md: https://api.skillmd.com/api/skills/alexclowe/talent-acquisition-2/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: alexclowe (https://skillmd.com/u/alexclowe)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/alexclowe/talent-acquisition-2

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# Talent Acquisition

## Job Description Writing
- Lead with impact: describe how the role contributes to the organization's mission
- Use clear, specific language for responsibilities and qualifications
- Separate "required" from "preferred" qualifications to avoid deterring qualified candidates
- Include salary range and benefits highlights for transparency
- Keep descriptions concise (700-1000 words ideal)
- Structure with consistent formatting: summary, responsibilities, qualifications, benefits, EEO

## Bias-Free Language
- Use gender-neutral pronouns and job titles (e.g., "chairperson" not "chairman")
- Avoid coded language that signals age, gender, or cultural bias (e.g., "rockstar," "ninja," "young and energetic")
- Replace aggressive language (e.g., "crushing it," "killer instinct") with collaborative alternatives
- Focus on skills and competencies rather than cultural fit
- Use tools and checklists to audit job postings for biased language
- Avoid unnecessary degree requirements that may exclude diverse candidates

## ATS Optimization
- Include relevant industry keywords naturally throughout the posting
- Use standard job titles that match common search terms
- Structure content with clear headers and bullet points
- Avoid tables, images, or special characters that ATS cannot parse
- Include location, department, and employment type in structured fields
- Test postings against common ATS platforms for parseability

## Interview Guides
- Develop structured interview questions tied to job competencies
- Use behavioral and situational questions consistently across candidates
- Create scoring rubrics to reduce subjective evaluation bias
- Train interviewers on legal compliance and unconscious bias
- Document interview feedback promptly and objectively

## Employer Branding
- Showcase company culture, values, and employee stories
- Highlight DEI initiatives and employee resource groups
- Feature career development and growth opportunities
- Maintain consistent messaging across job boards and social media
- Respond to employer review sites professionally

## Onboarding Best Practices
- Begin pre-boarding before the start date (welcome email, paperwork, equipment setup)
- Assign an onboarding buddy or mentor
- Create role-specific 30-60-90 day plans with clear milestones
- Schedule regular check-ins during the first 90 days
- Introduce company culture, values, and norms explicitly
- Provide access to all necessary tools, systems, and resources on day one
- Gather new hire feedback to continuously improve the onboarding experience