5 ways to improve your diversity recruitment strategy

5 ways to improve your diversity recruitment strategy

Has your company set ambitious diversity and inclusion goals? Then you’ll need a successful diversity recruitment strategy to reach them. You want to hire a diverse range of people. Diverse when it comes to age, gender, race, sexual orientation and religion. And diverse in terms of skills, education, experience, values and knowledge. That is what diversity recruitment is all about.

The more diverse your company is, the more productive and innovative it is. And there are more benefits to a successful diversity recruitment strategy. It also leads to better performance and a wider range of skills and experience in the workforce. During recruitment, it means you’ll have a larger candidate pool to hire talented candidates from.

The ‘what’ and ‘why’ of diversity recruitment are clear. Up next, we’ll tell you all about the ‘how’.

How to improve diversity recruitment?

There are several ways to improve your company’s diversity recruitment strategy. We have listed the 5 most important ways below.

1. Develop an employer brand that showcases your diversity

Do you want a diverse group to apply for your jobs? Then you’ll need to appeal to all of them. To do so, you’ll need an employer brand known for valuing diversity. Your employees play an important role here. You can use their stories and experiences to show how diverse your workforce is.

2. Use AI/technologies

Artificial intelligence (AI) is a great technology to increase the diversity in your recruitment strategy. One thing it can help you with is removing bias when recruiters screen candidates’ resumes. An AI-driven platform can scan the resumes for you, eliminating the need for recruiters to make the first selection.

3. SEO optimization/optimize for Google for jobs

Do you want as many people as possible to get to see your job descriptions? Then you’ll need to optimize your job descriptions for SEO and Google for Jobs. That’s important because the more people you reach, the greater the diversity of the candidates who apply.

4. Use inclusive language

When you use inclusive language, you minimize the group that feels excluded. Job descriptions often contain more masculine words (gender bias). Or exclude older people (age bias). These forms or bias can be removed with inclusive writing.

5. Attract diverse talent pool

Use social media and job boards known for their diversity to advertise your job descriptions. A diverse talent pool is within your reach.

How Textmetrics can help with your diversity recruitment strategy

The Textmetrics platform can help you with a diversity recruitment strategy. With the focus on the improvement of this strategy. For this, it uses algorithms based on artificial intelligence to read and analyze your content. You’ll then receive real-time suggestions for improvements that will help you:

  • develop the right employer brand (one that showcases your diversity);
  • optimize your job descriptions for SEO and Google for Jobs;
  • use more inclusive language (free from biases); and
  • find the right tone of voice for everyone in your target group.

Curious about the platform? And how you can work on a diversity recruitment strategy? Let us know. We’d love to tell you all about it.

Use an augmented writing platform to achieve D&I goals

Use an augmented writing platform to achieve D&I goals

Ambitious diversity and inclusion goals leave recruiters with quite the challenge. Because a more diverse and inclusive workforce starts with hiring candidates with different backgrounds, ages and genders. To do so, you’ll need to write inclusive job descriptions that a diverse group of candidates can understand and that can persuade them to apply. But that’s not as easy as it may sound. Often, job descriptions unintentionally have a more masculine tone of voice and are aimed at younger candidates. An augmented writing platform is what you’ll need here. 

What role can an augmented writing platform play in recruitment? And how can it help you reach your D&I goals?

Inclusive writing

To reach a diverse group of candidates, you’ll need to write inclusive job descriptions. What do we mean by that? Basically, it comes down to writing job descriptions that appeal to everyone in your target group, regardless of their age, gender or background. What you’ll need to do is:  

  • Clearly write down the requirements of the role. 
  • Identify the correct pull factors—or in other words, identify what will persuade the applicant to apply.
  • Make sure that there is always a correct diversity statement in the job description.
  • Avoid age discrimination by using age-neutral words and phrases.
  • Make sure your job descriptions are understandable and not too complex.
  • Apply the rules outlined in the WCAG. 
  • Don’t use forbidden words.
  • Use professional terms that apply to both sexes, such as nurse and teacher.
  • Speak directly to the reader. 
  • Avoid stereotypes and combinations or associations. Using pink for women and blue for men is a good example of this.

Why do you need an augmented writing platform here? Because it’s not that easy to implement all the rules above every time you write a job description. And it’s not as easy as it seems to do it right. 

An augmented writing platform in recruitment

An augmented writing platform can best be described as a technology that serves as a writing coach. So instead of having to implement the rules for inclusive writing yourself, an augmented writing platform can do this for you. Perhaps you’re excluding older people without even knowing it, or you’re using a more masculine tone of voice in your job descriptions. An augmented writing platform will point these things out to you and give you suggestions for a more inclusive tone of voice. 

The Textmetrics augmented writing platform helps you create more diverse and inclusive job descriptions. Our platform uses algorithms based on artificial intelligence to read and analyze your content and provides you with real-time suggestions for improvements. It doesn’t replace you as a writer, but it does help you write more inclusive job descriptions that help you reach your company’s D&I goals.

Write job descriptions at B1 level to reach your D&I goals

Write job descriptions at B1 level to reach your D&I goals

If your company has set ambitious diversity and inclusion goals, you’ve probably already noticed that these aren’t that easy to reach. What you probably don’t know is that job descriptions play a key role here. In particular, the readability of these job descriptions. This is because most job descriptions are too complex for a large and diverse group of people to understand. Especially now that the average reading level is dropping, chances are that your job descriptions are written at a level that only a small percentage of people can understand or are motivated to read.

What you’ll need to do to reach as many candidates as possible is write your job descriptions at B1 level. But what is B1 level? And how do you write at this level?

The Common European Framework of Reference (CEFR)

To improve the readability of your job descriptions, you’ll need to write them at B1 level. But what does this mean? In Europe, the CEFR specifies three language levels: A, B and C. These are divided into two sublevels: 1 and 2. Language level A1 is the lowest (easiest to understand) and C2 is the highest (most difficult to understand). Most people (about 80% of the population) are able to read and understand content written at B1 level. So if you want to reach as many candidates as possible, you’ll need to write at B1. That’s the only way that job descriptions can help you reach your D&I goals.

Job descriptions at B1 level 

Job descriptions that are too complex only reach about 40% of your target group. Do you manage to write your job descriptions at B1 level? Then you might reach as much as 80% of your target group. That’s worth the effort. But how do you write at B1 level? You should:

  • Refrain from using difficult words and instead use words that everyone is familiar with. 
  • Keep your sentences short, active and easy to read. 
  • Don’t forget to give your job description a clear title and subheadings. 
  • Add bullet points and keep your paragraphs short. 
  • Use readable fonts and enough white space.

By doing so, most of your target group can fully understand what you’re looking for in a candidate. In addition, people who suffer from dyslexia or who aren’t native speakers of the language you’re writing in can also understand your job description.

A little help from innovation 

The readability of your job descriptions is extremely important if you want a diverse workforce and wish to reach your D&I goals. Following the rules for writing at B1 level can help you here, but they might prove more difficult than they seem. What you’ll need is a little help from technology. 

The Textmetrics platform uses AI algorithms to assess the readability of your job descriptions, and it gives you suggestions on how to reach the desired B1 level. This is truly as easy as it sounds. All you need to do is follow the instructions you’re given. Before you know it, you’ll get more applications from candidates who contribute greatly to your goal  of a more diverse workforce.

Diversity and inclusion in recruitment

Diversity and inclusion in recruitment

From the diversity and inclusion goals that many companies have set for themselves, it’s obvious that their importance is understood. If you take a quick look at the benefits of a diverse workforce, it’s clear to see why. Diverse and inclusive workplaces are more likely to be successful, and they generate a higher profit compared to companies with a less diverse workforce. In addition, the employee satisfaction rates of diverse companies are higher and they have a better reputation. Still, what we hear is that a lot of companies are struggling to reach their diversity and inclusion goals? Why is that?

Diversity recruitment and biased job descriptions

The biggest obstacle to reaching these diversity and inclusion goals seems to be biased language, or poorly written job descriptions. When job descriptions are biased—whether it’s an age or gender bias—they hinder your company’s acquisition of diverse talent. When you exclude women or people of a certain age, for example, you’ll never be able to reach your diversity and inclusion goals. 

Poorly written job descriptions are another part of the problem. By poorly written, we mean job descriptions that are written in a way that many people find difficult to understand. If you want as many potential candidates as possible to understand your requirements, you need to write your job description at CEFR B1 level. Research shows that most job descriptions are written in more complex language than this, resulting in the exclusion of the large group of people for whom this is too difficult to understand. 

Tips and tricks for inclusive writing and diversity recruitment

So, job descriptions are largely responsible for the possibility to reach your diversity and inclusion goals. If you follow the rules for inclusive writing below, you can eliminate biased language and make sure that your job descriptions are understandable for everyone.

  • Clearly write down the requirements for the candidate.
  • Identify the correct pull factors—or in other words, identify what will persuade the applicant to apply.
  • Make sure that there is always a correct diversity statement in the job description.
  • Prevent age discrimination.
  • Make sure your job descriptions are understandable and not too complex.
  • Apply the WCAG guidelines.
  • Don’t use forbidden words.
  • Use professional terms that apply to both sexes, such as nurse and teacher.
  • Speak directly to the reader. 
  • Avoid stereotypes and combinations or associations. Thinking of pink for women and blue for men is a good example of this.

Innovation of diversity recruitment

Remembering the tips and tricks above can be quite challenging. Luckily, innovation can help you out here. At Textmetrics, we offer a platform that uses algorithms based on artificial intelligence to help you with all of the above. You’ll write job descriptions that are free of any bias, have a more gender-neutral tone of voice, and are understandable for your entire target group. Everything you need to take a big step closer to reaching your diversity and inclusion goals.