LinkedIn prohibits discrimination in job posts based on protected characteristics.
Many jobs require specific language skills, and it’s acceptable to include language requirements in your job post. These requirements must, however, be phrased in a way that is not discriminatory. It’s important that your job post focuses on applicants’ skills, rather than their origin, ethnic background, or upbringing.
Here are a few example phrases that may result in your job post being removed from LinkedIn:
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“English must be your first language”
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“Native Spanish speaker”
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“Required Languages: Korean (mother tongue)”
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“French must be your native tongue”
These can imply applicants must belong to a specific ethnic group or have a specific origin in order to be considered and can result in your job post being removed from LinkedIn.
Instead, focus on the level of proficiency the job requires, with phrases like:
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“Applicants must have native-level proficiency in Hindi”
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“Native-level Spanish skills required”
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“Hiring for a bilingual analyst, fluent in English and Russian”
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“Professional working proficiency in Mandarin a plus”
Listing language requirements as a skill not only helps ensure your job receives the greatest number of qualified applicants, but also helps avoid your job being flagged or removed from LinkedIn.
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