It’s estimated that more than half of people around the world can speak more than one language. However, that doesn’t include HR-speak or company-specific jargon.
Are you talking in your own private HR language at work? Do only you and your immediate coworkers or closest associates understand your linguistics? Candidates sometimes feel they are trying to decipher a foreign language when reading a job posting/ description or interviewing with a potential employer. Here are some tips to remember when writing and speaking to candidates to avoid using too much HR language.
HR Lingo
Recruiters and hiring managers should carefully avoid HR-speak when communicating with candidates and new hires. ATS, EEOC, ESOP, AAP, ERG, EVP… human resource acronyms that not all candidates know off the top of their head. In addition, familiar terms discussed in HR, such as onboarding, company culture, performance assessments, and at-will employment, might be just as alien to the general candidate.
Company Jargon
Organizations must also be aware of using too many internal or company-specific words and acronyms when communicating with candidates. Information needs to be clear and understandable to someone OUTSIDE your organization. Eliminate jargon and abbreviations specific to your company. Numbers can be incredibly confusing to outsiders: where does a new trainee begin, Associate I, II, or III? Which is the higher-level role? For instance, “Senior Quality Assurance Manager” is more easily understandable to an outside candidate than “Quality IV, Mgr.”
Call in the Experts
We’ve been emphasizing the need for language simplification in recruitment. However, some situations require specifics, which helps bring in the experts. Ag employers report that technical roles are the most difficult to recruit for. These recruiting circumstances necessitate involvement from current employees who are well-versed in the technological or role-specific vernacular, truly understand what the position entails, and can “talk the talk” to a potential new colleague.
Speaking the language of the job seeker improves the candidate experience and, thus, recruitment, hiring, and retention. Candidates tell us the job description properly aligning with the real job is the most influential factor in creating a positive candidate experience. Avoid jargon and HR terms so you’re clearly communicating with job seekers.
BONNIE JOHNSON has more than twenty years of professional marketing experience, including nine years with AgCareers. com. As a marketing specialist, she supports the AgCareers. com team and brand through marketing and communications efforts. This includes internal and external communications, email marketing, company branding, market research, and data analysis. Please send questions and/or comments to bonnie.johnson@agcareers.com.
