How HR in Malaysia Can Remove Bias from Job Ads

When writing a job ad, many employers in Malaysia already picture the “right person” for the role.

It could be:

Someone young and fast
Someone similar to the previous staff
Someone who feels easy to manage

This is very common, especially for SME owners and busy HR teams. But this is also how bias quietly enters job ads. Bias does not mean discrimination on purpose. In most cases, it happens without realising it.

Malaysia has a very diverse workforce. We have people with different ages, education levels, work experience, physical abilities, and career paths. Because of this, job ads do more than advertise vacancies, they shape who feels welcome to apply and who feels excluded.

This guide explains:

What bias in job ads really means
Why unbiased job ads matter for employers in Malaysia
Practical steps to write clearer, fairer job ads
Real before vs after job ad examples you can use

What Is Bias in Job Ads?

Bias in job ads means unintentionally discouraging or excluding certain candidates.

This often happens when employers:

Reuse old job ad templates
Follow past hiring habits
Assume certain people will perform better

In real hiring situations, bias in job ads usually appears in three key areas: language, requirements, and tone.

Language Bias in Job Ads

Some words feel normal to employers but send negative signals to job seekers.

Common examples in Malaysia:

“Young and energetic”
“Fun, playful working environment”
“Aggressive salesperson”

These phrases can make candidates think: “This job ad is probably not meant for someone like me.” As a result, many qualified candidates simply do not apply.

Requirement Bias in Job Ads

Requirement bias happens when job ads list criteria that are not actually required to do the job.

Common examples:

Degree required for admin or support roles
Several years of experience for junior positions
Very specific industry background

In Malaysia, many skilled workers gain experience through hands-on work, vocational training, or career switching.Unnecessary requirements reduce your talent pool.

Tone Bias in Job Ads

Sometimes, the overall tone of a job ad feels suitable only for one “type” of person.

When this happens, other candidates may:

Feel unsure
Feel unwelcome
Decide not to apply

Even if they meet the requirements.

Why Removing Bias from Job Ads Matters for Employers in Malaysia

Removing bias is not just about inclusivity. It directly improves hiring results.

Unbiased Job Ads Attract More Candidates

Clear and neutral job ads:

Encourage more Malaysians to apply
Reduce “no response” hiring problems
Speed up recruitment for SMEs

Better Job Ads Lead to Better Hires

When job ads focus on skills and tasks:

Candidates understand the role better
Expectations are clearer
New hires are more likely to stay

Inclusive Job Ads Build Employer Trust

Fair job ads show that your company:

Respects candidates
Values skills over background
Practises fair recruitment

This builds trust even before interviews begin.

Tip 1: Write Job Ads for the Role, Not the “Ideal Candidate”

One of the biggest mistakes in job ads is describing a person, not a job.

Common assumptions include:

Younger workers are faster
Outgoing people perform better
Degree holders are more reliable

These are assumptions, not job requirements.

What to Do Instead

Before writing a job ad, ask:

What tasks must be done daily?
What skills are truly required?
Can someone from a different background do this job well?

Malaysian Context

For roles like admin assistant, customer service staff, retail workers, or office support, focus on:

Communication skills
Basic computer knowledge
Responsibility and reliability

Avoid age, gender, or education references unless absolutely necessary.

Tip 2: Use Simple and Clear Language in Job Ads

Most job seekers in Malaysia:

Scan job ads quickly
Prefer simple wording
Avoid overly corporate language

Be careful with phrases like:

“Young and fun environment”
“Energetic startup culture”
“Fresh graduate only”

These phrases may discourage older workers, parents, or career switchers.

Instead, clearly explain:

Job responsibilities
Working hours
Team structure

Clarity helps candidates feel confident to apply.

Tip 3: Keep Job Ad Requirements Short and Realistic

Long requirement lists discourage applications.

Many candidates apply only if they meet 100% of the requirements. If the list looks too demanding, they skip the job ad.

Better Practice

List must-have skills only
Separate “nice to have”
Be realistic

Example:

Must have: Basic Excel skills
Nice to have: Accounting software experience

Tip 4: Use Inclusive and Neutral Words

Inclusive job ads focus on what people do, not what they are.

Instead of:

“Aggressive salesperson”

Use:

“Able to communicate confidently and follow up with customers”

AI tools can help review job ads for biased wording, but human review is still important for local hiring.

Tip 5: Avoid Unnecessary “Wishlists” in Job Ads

Before adding any requirement, ask: “Is this really needed to perform the job?”

Common Malaysian examples:

Degree requirements for non-technical roles
Fixed years of experience
Location preference when remote work is possible

Removing unnecessary barriers helps employers reach stronger candidates.

Before vs After Job Ad Examples (Malaysia)

Example 1: Admin Role

Before: Biased Job Ad

Looking for a young and energetic Admin Executive to join our fast-paced team.

Degree required. Minimum 3 years’ experience.

Fresh graduates welcome.

Problems:

Age bias
Conflicting requirements
Degree not essential

After: Bias-Free Job Ad

Hiring an Admin Executive to support daily office operations.

Responsibilities:

Handle admin tasks
Prepare basic reports
Support office activities

Requirements:

Basic Word and Excel skills
Good communication

Experience is an advantage. Training will be provided.

Example 2: Sales / Customer Service Role

Before: Biased Job Ad

We want an aggressive, outspoken sales staff who can work in a young team.

After: Bias-Free Job Ad

We are looking for a Sales Executive who can explain products clearly and follow up with customers professionally.

Training and guidance will be provided.

How HR Teams and Employers in Malaysia Can Improve Job Ads

Improving job ads does not require a big budget.

Simple actions:

Review job ads before posting
Use consistent templates
Get a second opinion
Train hiring managers on inclusive hiring
Align job ads with company values

Small changes can lead to better hiring outcomes.

FAQs

What is a job ad?

A job ad is an announcement by an employer to inform job seekers about an open position, including job duties and basic requirements.

What makes a good job ad?

A good job ad is clear, easy to understand, and focused on job tasks and skills rather than personal traits.

Why do some job ads get very few applicants?

Job ads may get few applicants if requirements are too strict, wording feels biased, or the job scope is unclear.

Are job ads in Malaysia often biased?

Yes, many job ads in Malaysia contain unintentional bias, such as age-related wording or unnecessary degree requirements.

Where should employers post job ads in Malaysia?

Employers should post job ads on platforms where Malaysians actively search for jobs, such as AJobThing.

Ready to Post Job Ads That Perform Better?

Writing a clear, unbiased job ad is only the first step. You also need the right platform to reach Malaysian job seekers.

With AJobThing, employers can:

Reach millions of active job seekers in Malaysia
Attract more relevant and diverse applicants
Improve hiring speed and quality

If you’re hiring, post your job ad on AJobThing today and hire smarter.