Why Cultural Sensitivity in Job Descriptions Matters

As companies expand globally and hire talent across borders, a job description is no longer just a formality — it’s your first impression in a new market. But what resonates in New York might confuse or alienate candidates in Taipei, Manila, or Tokyo.

To truly connect with top talent, companies need to move beyond a one-size-fits-all hiring message. That starts with how you frame the role, describe your culture, and choose your tone.

Principle 1: Clarity Over Cleverness

In some cultures, job titles like “Rockstar Developer” or “Marketing Ninja” might seem fun and casual. But in many parts of Asia, candidates may interpret those titles as vague, unserious, or confusing.

Do:

• Use straightforward, recognizable job titles (e.g., “Senior Backend Engineer”)
  
  
• Clearly state level, function, and department
  
  

Avoid:

• Metaphors or slang (e.g., “wizard,” “guru”)
  
  
• Overly abstract titles (“Happiness Hero,” “Chief Evangelist”)
  
  

Principle 2: Adjust Tone for Local Norms

Tone can make or break a job post. While a laid-back voice works in some Western countries, many Asian professionals still expect a level of formality and professionalism.

Tailor your tone:

• In Taiwan, Philippines, or Japan → balance warmth with respect
  
  
• In the U.S. or Australia → friendly and direct tone often works best
  
  
• Use culturally appropriate greetings and sign-offs if localized
  
  

Principle 3: Make Responsibilities Culturally Comprehensible

Words like “own this project” or “wear multiple hats” might suggest autonomy and versatility in one culture — but could imply unclear boundaries or lack of support elsewhere.

Rephrase for clarity:

• “You will take ownership of…” → “You will be responsible for leading and delivering…”
  
  
• “You’ll need to hustle” → “You’ll work in a fast-paced, dynamic environment”
  
  

Bonus tip: Use bullet points, not long paragraphs — this improves scannability in all cultures.

Principle 4: Highlight Values That Translate

Culture isn’t just national — it’s generational and professional too. While your startup’s “flat structure” might excite Silicon Valley candidates, it might raise questions for candidates used to hierarchical systems.

Be specific:

• Instead of: “We have a flat culture”
  
  
• Say: “Everyone is encouraged to share ideas, regardless of title or role”
  
  

Focus on values that cross borders:

• Learning & growth
  
  
• Psychological safety
  
  
• Work-life balance (explain what this means operationally!)
  
  

Principle 5: Localize Expectations Without Stereotyping

Including expectations around working hours, language fluency, or tool familiarity? Be clear — but avoid assumptions.

Good example:

“This role requires collaboration with U.S.-based teams, so some flexibility with time zones is expected (approx. 1-2 days/week).”

Poor example:

“Must be willing to work overtime regularly” (without justification)

Also, avoid phrases like:

• “Must have perfect English” → instead: “Strong written and spoken English for internal communication”

Bonus: A Culturally-Aware Job Description Template

Here’s a simplified format you can adapt:

[Job Title] – [Location or Remote]

About Us
Brief intro about your company, tailored for international readers.

What You’ll Do
Bullet-pointed responsibilities, with action verbs and context
Clarify reporting structure or team dynamics

What You’ll Bring
Skills and qualifications
Soft skills that matter in this role
Language or location expectations (if any)

Why You’ll Love Working Here
Cultural values
Work flexibility
Career growth, mentorship, and inclusion

Final Thoughts

Cultural intelligence isn’t just a buzzword — it’s the foundation of successful global hiring. By making your job descriptions more inclusive, understandable, and locally relevant, you’re not just attracting more candidates — you’re attracting the right ones.