newsletter of 2020. Next week, we'll share a wrap-up of our Steps to Writing a More Equitable Job Post, and then we'll take a hiatus until January 5, 2021.

It feels like a good time to breathe, to rest, and to transition - as the days pivot from getting increasingly shorter to adding a bit more light each day, starting with the Winter Solstice on December 21st. 

The shift between light and dark at the solstice, like the shift between the waxing and waning moons, feels like a fulcrum or a hinge. Out of all the aspects of a job description we have thought and written about in the past several weeks, the Application Details feel the most apt a metaphor for the same feeling - everything hinges on how you reach out to an employer, what materials you choose to send, and how the employer receives that application. 

Over the years, we've written about how important it is to manage your application details from the employer side. For example, it's useful to create a separate email address, so that you can manage the influx of applicants (and be sure not to miss any). This has the added benefit of allowing you to keep any personal email contacts private, and makes it especially easy to do the number one thing we ask employers to do when it comes to applications: set up an auto-reply. 

When an applicant sends out his/her/their materials, the hardest part is the silent void afterward, as the hours and days tick by. Did my application reach its destination? When will I hear from someone? What is the meaning of life? All questions that feel equally nebulous when you find yourself in the vulnerable spot of applying for jobs, and take the plunge to apply for that opportunity that feels right. 

A simple solution for employers is to create an auto-reply stating: confirmation that materials were received, an estimate of when the applicant can expect to hear back (this can be an open-ended, 'you will only hear back if you are selected' kind of reply, but it is extra helpful to include a date) and gratitude for the time it took to reach out in the first place. The two minutes it takes to craft this auto-reply can create a lifetime of goodwill for the dozens of applicants you may get for a particular position. 

But in order to receive application materials, an employer first has to decide how they want to hear from you and what they need to know. In most of the job descriptions we receive at GFJ, this is - dare we say -heavily standardized. More often than not, we see a brief and straightforward request for a resume and cover letter. 

But what do we really learn about a person from the paperwork? And why are the options so limiting? Even for the most unique positions we see a cut-and-paste request. This strikes us as a missed opportunity. Because when we do see a post come through with something unique under the How to Apply heading, it reminds us just how much hinges on this moment. 

For the record, it is illegal to ask certain questions of an applicant - this article provides a brush up on the ins and outs of what you can and can't ask - just as it is illegal to require applicants to submit a photograph. In the COVID era, it's important to be sensitive to that when it comes to interviews, as well - always make phone an option, not just video conferencing. 

So, how do you see and acknowledge the human applying for your job, just as you allow your own company / operation / organization to stand out? There is an elegant (and fun) solution that has to do with the questions that you ask when you write the details of How to Apply. Those questions are the untapped resource for gaining insight about your next team member.

For example, a recent job post for a Kitchen Manager / Chef at baba cool cafe included the following prompts:

// Why you are a good fit for the cafe?

// What is the biggest misperception or judgement someone has had about you?

// What is the last nice thing you've done for someone?

// What makes you a good leader & describe an example?

. . .

Hiring is an investment. If we are going to take the time and energy to do it, we might as well make the most of the experience.

In the words of writer and civil rights advocate Michelle Alexander: "Work is deemed so fundamental to human existence in many countries around the world that it is regarded as a basic human right." Making your job post more equitable means making it more human.

We are here to help. Questions? Roadblocks? Pain points? Please reach out.

In our ongoing work to provide resources for Writing an Equitable Job Post, we invite you to get in touch if you have thoughts on any areas of a job post you'd like us to delve into. 

In food, justice, and food justice, 

Dor + Tay

photo by Roxsand King for GFJ Stories