Hiring a waitress? Hire a server instead.

"WE'RE HIRING HOSTESSES!"

It's also a problem.

It's illegal to state a preference in a job ad that expresses a preference on one protected characteristic over another. This ad hands any man who isn't hired for the job "Exhibit A" in their sex discrimination lawsuit, and a pretty easy win.

Hostess isn't the only offender. Here are a few more that sound harmless: "Waitress," "busboy," "salesman," and "foreman." Swap in server, busser, salesperson, and supervisor.

"Young," "college student," and "recent college graduate" are all terms that deter older workers. "Digital native" invites the same argument.

"Able-bodied" is an ADA claim waiting for a plaintiff. If the job requires lifting 50 pounds, say so.

"Native English speaker" is also problematic. If the job requires fluent English, write fluent. Demanding a native speaker can read as national origin discrimination.

The fix is simple. Describe the job, not the person you picture doing it. List the duties, the physical demands that are actually essential, and the skills. Then have someone other than the author read the ad before it goes live.

One word won't sink a company. But it hands the EEOC or a plaintiff's lawyer an easy discrimination lawsuit, and it invites a closer look at everything else about how you hire. Cheap to fix. Expensive to explain.

Your job ad should describe the work. Let the applicant pool describe itself.