Why They Matter for Borderless Hiring and How to Get Them Right
The way we work is evolving, and so is the way we hire. Remote work and borderless recruitment are no longer just trends – they are essential strategies for businesses looking to access the best global talent. Companies that embrace international hiring not only gain access to a wider talent pool but also benefit from diverse perspectives, deeper market insights, and cross-cultural innovation.
However, many organisations unintentionally limit their global hiring potential before they even receive their first application – through exclusive, outdated, or biased job descriptions (JDs). This can be particularly problematic when recruiting internationally, as cultural differences, language barriers, and societal norms vary widely.
If your company is embracing borderless hiring or welcoming new colleagues from different backgrounds, this is the perfect opportunity to ensure your job descriptions reflect an inclusive and welcoming approach.
Here are some key ways to make your JDs more inclusive, helping you attract and retain top global talent:
1) Use Gender-Neutral Language Across Your Job Ads
Diversity starts with language. Studies show that certain words and phrases tend to attract one gender more than another, affecting the diversity of applicants.
This is particularly relevant for borderless hiring, where cultural interpretations of gendered language may differ. By adopting gender-neutral language, you remove unintentional biases and open the role to all qualified candidates, regardless of their background.
🔹 Instead of: “He will design, code, test, and implement our solutions.”
✅ Try: “You will design, code, test, and implement our solutions.”
Job ads that use gender-neutral language receive 29% more applications – a crucial factor when building a diverse and inclusive international team.
2) Avoid Biases Related to Culture, Race, Age, and Experience
Hiring internationally means navigating different cultural norms, educational backgrounds, and experiences. However, traditional job descriptions often contain biases that exclude qualified candidates without recruiters even realising it.
Common Biases to Watch for in International Hiring:
Racial Bias:
Certain words have historical connotations that may be interpreted differently across cultures. Instead of using outdated terms like “blacklist” or “brown bag session,” opt for neutral alternatives like “block list” and “lunch and learn.”
Affinity Bias:
It’s easy to subconsciously favour candidates with similar educational backgrounds or experiences, but this can limit your borderless hiring efforts. Be cautious when requiring specific university degrees or GPAs, as educational systems differ worldwide.
🔹 Instead of: “Must have at least a 3.0 GPA.”
âś… Try: “Demonstrated ability to learn and apply new skills.”
Experience & Age Bias:
Avoid terms like “digital native,” which may unintentionally exclude experienced professionals who have adapted to new technologies over time.
🔹 Instead of: “Looking for a digital native.”
âś… Try: “Familiarity with modern digital tools is a plus.”
By recognising and removing these biases, you create a more welcoming hiring process for global candidates.
3) Focus on Hiring People, Not Just Candidates
When hiring internationally, it’s crucial to shift the focus from finding the “perfect” candidate to finding the right person for your team.
Different countries and cultures have unique career progression paths, meaning the “ideal” skillset may look different depending on the candidate’s location. A rigid job description may discourage high-potential candidates from applying if they don’t meet every listed requirement.
🔹 Instead of listing strict requirements, soften the language:
✅ Try: “Bonus points if you have experience with…”
✅ Or: “We’re looking for someone who can learn and adapt to new challenges.”
Research shows that women tend to apply for jobs only if they meet 100% of the requirements, while men apply if they meet just 60%. By reducing excessive requirements, you increase your chances of finding high-quality international hires.
4) Adapt Your Language for a Global Audience
If you’re hiring across multiple countries and regions, your job description should reflect clarity and accessibility for all potential applicants.
What to avoid in international job ads:
đźš« Overly Localised Jargon & Buzzwords:
Terms like “rockstar,” “guru,” “hacker,” or “ninja” may be confusing (or even off-putting) to non-native English speakers.
đźš« Culturally-Specific Language:
Phrases like “fast-paced environment” might signal a lack of work-life balance, discouraging applicants from countries with different workplace norms.
âś… Instead, be clear and precise about expectations:
🔹 Instead of: “We need a self-starter who can hit the ground running.”
✅ Try: “We’re looking for someone who takes initiative and thrives in a collaborative environment.”
When hiring across different time zones, consider mentioning work schedule flexibility, so candidates know if they’ll be expected to work synchronously or asynchronously.
5) Make Your JD Accessible to Candidates with Disabilities
If you’re embracing borderless hiring, ensuring accessibility is just as important as diversity.
Many job descriptions unintentionally exclude candidates with disabilities due to wording that implies physical requirements.
🔹 Instead of: “Must have a driver’s licence.”
✅ Try: “Must have reliable transport options.”
Additionally, clearly stating your company’s commitment to providing reasonable adjustments ensures that candidates feel welcome and supported from the start.
6) Showcase Your Commitment to Diversity, Equity & Inclusion (DEI)
Your job description is the first impression potential hires get of your company’s culture and values. If you’re hiring across borders, emphasising diversity and inclusion is essential.
Consider adding a Diversity Statement, highlighting how your company actively supports inclusivity. Here’s an example from Johnson & Johnson:
“We celebrate diversity and are committed to creating an inclusive environment where everyone feels valued. We welcome applicants from all backgrounds, cultures, and experiences and encourage individuals from underrepresented groups to apply.”
Companies that proactively highlight their DEI efforts fill their open roles 10% faster than those that don’t.
By making your borderless hiring process inclusive, you attract and retain top global talent while strengthening your company’s reputation as a great place to work.
Your Business Can Succeed with the Right Global Talent
Hiring internationally isn’t just about expanding your workforce – it’s about embracing diversity, innovation, and fresh perspectives.
A well-crafted, inclusive job description ensures that no matter where your next great hire is based, they feel welcomed, valued, and ready to contribute from day one.
How to Implement These Changes Today:
âś… Review your existing job descriptions and identify biased language
âś… Get feedback from diverse employees to spot potential improvements
âś… Use inclusive phrasing that appeals to a broad global audience
âś… Clearly state your commitment to diversity and accessibility
By making these small but impactful changes, you ensure that your borderless hiring strategy truly lives up to its potential – bringing the best talent to your company, wherever they are. 🌍✨