Three benefits of using an augmented writing platform

Three benefits of using an augmented writing platform

How is your company doing in the battle for talent? Are you succeeding in reaching your entire target group with your job ads? Chances are that the number of responses to your job ad is somewhat disappointing. That’s usually the case when job ads don’t appeal to an entire target group. This can occur for a number of reasons. The use of the wrong tone of voice, for example. Or the use of too much jargon. An augmented writing platform can be of help here. It’s a technology that serves as a writing coach. It prevents the issues above and more. It’s like having a virtual assistant who writes the job descriptions for you.

Why use an augmented writing platform?

Using an augmented writing platform for your job descriptions provides three important benefits. These are:

Helps remove bias from job descriptionsIn a lot of job descriptions, biases are found. In particular, gender bias and age bias are a problem. It’s mostly women and older people who don’t feel spoken to. As a result, they won’t apply. That’s a problem because you don’t want to exclude anyone. You want to reach as many people in your target group as possible.

 Avoiding biases in job descriptions is not that easy. Because how do you identify a more masculine tone of voice? An augmented writing platform can do this for you. It will give you useful suggestions to remove biases.

Helps you avoid using too much jargonWe often see the use of jargon in job descriptions. These are industry-specific words that not everyone understands. An augmented writing platform will give you suggestions to replace these words with more common, easy-to-understand alternatives.

Helps you use the right tone of voiceThe tone of voice used in your job description is important, too. You need to write in a tone of voice that appeals to your entire group. And you need to avoid using words that are too difficult for most people to understand. An augmented writing platform can help with this as well. One of the things it can do is analyze the readability of your job ad.

The Textmetrics augmented writing platform

You can use the Textmetrics augmented writing platform to write better job descriptions. Job ads that are free of biases and don’t use too much jargon. And job descriptions that have the right tone of voice to reach your entire target group. The platform uses algorithms based on artificial intelligence to read and analyze your content. And it provides you with real-time suggestions for improvements. You won’t be replaced as a writer. You’ll get the help you need to write job ads that help you reach your diversity and inclusion goals.

​​Want to know more about our Smart Writing Assistant? Click here.

Gender bias in job ads: women are still excluded

Gender bias in job ads: women are still excluded

Do you have trouble recruiting women? Then you might want to read through your job ads once more before you post them. Chances are that they exclude women. Not because you want to exclude them, but because of something we call gender bias. The words used in job ads can have a masculine tone of voice. These job ads are appealing to men, but not to women. Female applicants will feel discouraged from applying. The result: fewer women will apply. That’s the very opposite of what you want if you wish to become a more diverse and inclusive company.   

Too many masculine words

Gender bias can present itself in several ways. One of them is the use of a more masculine tone of voice. Job ads with a more masculine tone of voice often contain a lot of masculine words. Examples of this are analyze, support, collaborate and determined. Job ads with these strong masculine words receive fewer applications from women. In fact, the percentage of female applicants drops by 10%. Of all the applications companies receive, only 44% will be from women when the tone of voice is masculine.

Solve gender bias – use more female-coded or neutral language

To receive more applications from women, you need to use more female-coded or neutral language. And, of course, avoid using masculine words. Words to use in job ads are share, responsibility and together. If you succeed in this, the number of female applicants increases by 10% to 54%. And there’s more. When more women apply, it becomes more likely that a woman will get the job.  The same goes for more men applying.  This shows how important the language used in jobs ads is when it comes to diversity and inclusion. You need to avoid gender bias in job ads if you wish to become a more diverse and inclusive company.

How to avoid gender bias in job ads

Do you want to receive more applications from women? Then you’re in need of the Textmetrics platform. You can use our platform to avoid gender bias in jobs ads. It uses algorithms based on artificial intelligence. You can use it to write job descriptions with a gender-neutral tone of voice. These will appeal to both men and women. Women won’t feel excluded any longer. And the number of female hires will go up. It’s an important step toward becoming a more diverse and inclusive company.

Want to try Textmetrics? Click here for a free trial!

DEIB: why you can’t do without the B of belonging in 2022

DEIB: why you can’t do without the B of belonging in 2022

Striving for more diversity and inclusion is a noble ambition. But is it enough to let everyone feel at ease? Probably not. So, we increasingly hear about DEIB. It’s short for diversity, equity, inclusion and belonging. The last one—belonging—is something you can’t do without in 2022. You need to create a sense of belonging if you really want to be an inclusive workplace. Not feeling like you belong means feeling like an outsider. And it can cause a lot of tension and anxiety. But how do you recognize a situation where there is a lack of belonging? And how do you create a culture of belonging?

A lack of belonging

Employees who don’t feel like they belong usually don’t speak out about this. They often don’t feel like they can bring up their concerns. Therefore, you’ll need to discover those feelings of not belonging yourself. Luckily, there are signs you can spot when employees are struggling with belonging:

  • Do some employees rarely speak up about new ideas? And is it always the same employee that contributes to a discussion? Then chances are that the quiet ones don’t feel like they belong.
  • “Right, yeah, uh-huh and hmm.” Do you hear these a lot from an employee when someone else is speaking? Then this person prefers backchanneling over direct communication. It’s a sign that an employee doesn’t feel like he or she belongs.

Employees who don’t feel like they belong tend to hang back. They feel disempowered and unable to contribute.

Create a culture of belonging

Belonging is difficult to measure. But when employees don’t feel like they belong, it’s felt throughout the organization. Therefore, it’s important to create a culture of belonging. Employees need to feel like they are welcome to participate. They need to feel safe and secure in their roles. And you need to build effective working relationships.

Employees need to feel supported, connected and part of a community. And most importantly, they need to feel valued for their contributions. These are important drivers for belonging. When employees support the purpose, mission and value of the organization, they feel more connected. This also increases the feeling of belonging. So it can be useful to involve employees more in what it is you want to achieve.

Textmetrics and the B of belonging in DEIB

At Textmetrics, we offer a platform you can use to reach your DEIB goals. It uses artificial intelligence (AI) algorithms that empower you to improve all written communication. You can use it for writing content that appeals to everyone. That’s important if you want to create a culture of belonging. And a place where people know that whatever makes them diverse is welcomed and celebrated.

Want to try Textmetrics? Click here for a free trial!

How to recognize age bias in job descriptions

How to recognize age bias in job descriptions

Age bias is more common than you might think. Especially in job descriptions. Age bias often unintentionally slips into the job descriptions that recruiters write. And it’s older people who are usually discouraged from applying. Through the sentences and words used in these job ads. This exclusion is discriminatory, even if it happens unintentionally.

Besides, why would you want to exclude older people? They typically have a lot to offer in terms of experience and skills. Ageism is a real no-go. But how do you recognize age bias in job descriptions?

Age bias in job descriptions

Although mostly unintentionally, there are ways to recognize age bias in job descriptions.

  • Use of phrases like ‘start-up atmosphere’ or ‘vibrant person sought for young company’

Sentences like the ones above paint a certain picture in an applicant’s head of what the company is like. And what the average age is of the people who work there. How old do you think people working there are? Younger than 40? Or maybe even younger than 30? It’s safe to say that older people will feel reluctant to apply. 

  • Naming a limited number of years of experience

We sometimes see that a candidate needs to have 3 to 5 years of experience. Or 7 to 10 years. Mentioning a number of years is understandable. It does exclude people, though. Older people with a lot more experience probably won’t apply. And the same goes for young people who have just graduated.

  • Stating that you’re looking for digital natives

The term ‘digital native’ is one we tend to hear a lot lately. It refers to people who are comfortable with technology from an early age. So, older people probably won’t identify with this term.

How Textmetrics can prevent age bias in job descriptions

Age bias is discriminative and should be avoided. So, the ageism that slips into job descriptions needs to be prevented. Instead, job ads should encourage people of all ages to apply. The Textmetrics platform helps you do that by giving you suggestions while you’re writing. It signals words or sentences you shouldn’t use because they discourage older or younger candidates from applying. And it offers you suggestions for alternatives to prevent any form of discrimination. Your job descriptions will be free of age bias, and you’ll receive applications from people of all ages.

Want to try Textmetrics? Click here for a free trial!