Module 3: Source & Attract
IN THIS LESSON
Sourcing is the foundation of inclusive hiring because it shapes who even gets the chance to apply. In this module, we dig into how visibility, language, and intention can transform your pipeline from narrow and homogenous to broad and equitable. You’ll learn how to recognize bias in job postings, spot exclusionary phrasing that quietly turns people away, and use practical tools—like a plug-and-play job posting template—to rewrite roles so they resonate with a wider, more diverse audience.
Through exercises and real examples, you’ll sharpen your critical eye to catch red flags before they go live. By the end, you’ll feel confident crafting sourcing strategies that don’t just check a box, but actively open doors to candidates who may otherwise have been overlooked.
Job Posting Analysis: Can You Spot the Red Flags?
📄 Instructions: Job Posting Analysis
Before we dive into the breakdown, take a moment to review the job posting attached below. It’s not perfect — and that’s intentional.
Your task is to read through it as if you were assessing it for inclusiveness, clarity, and effectiveness. Ask yourself:
Who might feel excluded by this language?
What assumptions are being made?
What’s missing that could help attract a broader, more diverse range of candidates?
Once you’ve read the posting, complete the short quiz that follows. It includes a few multiple choice and open-ended questions to help you reflect and apply what you’ve learned so far.
This is your chance to put your critical lens into action — no pressure, just awareness.
Reflect on the following questions:
What language or phrases might unintentionally exclude qualified candidates from applying?
(Think about age, personality, caregiving, or cultural background.)
What assumptions or biases can you spot in the way this role is described?
What’s missing from this job posting that could help attract a broader and more diverse talent pool?