Capterra names Textmetrics 3rd best Dutch software product

Capterra names Textmetrics 3rd best Dutch software product

The Netherlands is well represented in the software world. Besides many Forbes-2000 companies like Cisco, Oracle, Google, Microsoft and Huawei that are based in this country, there are also many software companies with Dutch roots. Of these companies listed on Capterra, made in NL, we highlight ten that stand out according to user ratings.

Dutch software sector is well represented

The Dutch software sector is a driving force for the country’s economy and contributes about 3% to the GNP. The number of software companies in this country is large—about 27,000 according to research by ABNAMRO.

Dutch software vendors are also well represented on our site. That is why Capterra decided to investigate which Dutch software products on our site are best rated by business users. To be considered for this list the product had to meet the following requirements:

  • The software was developed in the Netherlands;
  • The head office is located in the Netherlands;
  • The software product has a minimum of twenty reviews that are no older than two years;
  • The product has a minimum score of four out of five stars.

Of all the candidates that meet the above criteria, we have highlighted the ten software products that have the best overall score (find the full methodology at the bottom of the article). The overall score is the overall rating of the product.

10 best Dutch software products according to users (in alphabetical order)

  1. Channable
  2. Easygenerator
  3. Easy LMS
  4. Momoyoga
  5. Signrequest
  6. Textmetrics
  7. Topdesk
  8. Webinargeek
  9. Wetransfer
  10. Your Porter App

 

The table above shows the overall score per product, and below this you can find the scores for more specific aspects, such as ease of use, customer service, features and value for money.

  1. Channable
  • Software: data feed management and SEA automation
  • Founders: Rob van Nuenen, Robert Kreuzer, Stefan Hospes
  • Since: 2014
  • Headquarters: Utrecht
  • Best for: Marketers, website owners and digital recruitment agencies.

Channable is an all-in-one online marketing tool for companies that sell products or services online. On the one hand, the tool can be used to make products more visible and findable by advertising on comparison sites and affiliate networks, and, on the other hand, to sell products on marketplaces like Bol.com, Google Shopping, Marktplaats, Amazon or Ebay.

All ads are managed from one central place, the Datafeed Manager. Product information is loaded via a datafeed, plug-in or API and can then be optimized using rules. The tool makes sure that the format of every export you send to a sales channel meets all the feed specifications of that channel, and all changes you make in Channable are automatically implemented. Channable also allows you to advertise on search engines like Google or Bing and generate dynamic ads based on the items in your data feed.

Channable now has over 3000 customers worldwide including big names such as Samsung, Ikea, Vodafone, Otto, Tui and Lidl. As of January, the company also operates in the US where it has also started a pay-per-click (PPC) price extension.

The tool is cloud-based and delivered as a service (SaaS). A free trial version is available. The subscription price starts at €29 per month for 500 items and 3 channels.   

  1. EasyGenerator
  • Software: cloud-based software for creating courses and e-learnings
  • Founders: Easygenerator is part of ISM eGroup, founded by Karel van der Woude and Jan Kees de Jager
  • Since: 2013
  • Headquarters: Rotterdam, in the Van Nelle Factory
  • Best for: Companies, educational institutions, governments, non-profit organizations

Easygenerator is an e-learning authoring tool, or more specifically, a tool that allows organizations to create learning content in the form of digital interactive courses. It can be used to create courses by using available content blocks, interactive question types and templates that can be customized to your organization’s corporate identity.

All content can be sent directly from the tool to the learning management system (LMS) (which works with SCORM). But also without LMS the content can be published and shared and the results of participants can be tracked.

Easygenerator has over 1000 customers including T-mobile, Kellogg’s, Siemens, Walmart and Drake University. There is a free 14-day trial with access to all features. Prices for a Pro subscription start at $99 per month for 1 author, 15 courses, 250 learners.

  1. EasyLMS
  • Software: Online learning management system (LMS)
  • Founders: Job Kelderman, Jeroen Guldemond and Jan Thij Bakker
  • Since: 2011
  • Headquarters: Delft
  • Best for: organizations of all sizes

Easy LMS is also a tool for creating training courses for students or employees, for example for the onboarding or training of teams. This tool offers solutions for course building as well as for student examination and certification. This can all be done in the style of the organization, with custom fonts, logos and colors, including the emails sent from the system.

The tool offers the ability to manage large amounts of learning materials and assign them to groups. Employers can use it to set up learning paths with content to be completed in a specific order. A personal dashboard gives each employee access to their own learning materials, learning path, exams and results. The interface is available in 24 languages.

Easy LMS has more than a million users in over 130 countries. The company’s customers include Heineken, Unilever, Toyota and Allianz. There is a free trial for 7 days, prices start at €45 per month for 25,000 participant sessions. 

  1. Momoyoga
  • Software: Yoga studio software
  • Founders: Joost Gielen, Ingo Oszkinat
  • Since: 2014
  • Head office: Tilburg
  • Best for: yoga studios and yoga instructors

Momoyoga is management software developed specifically for yoga studios and yoga instructors. This niche product aims to take away administrative processes from entrepreneurs and yoga instructors, so they can spend more time preparing and teaching yoga classes.

Momoyoga offers the possibility to create an online class schedule, set up payment methods and invoice through one online environment. Yoga students can book and pay for their classes online from any computer, tablet or smartphone (also through an app). The tool can be linked to the studio’s website so that the class schedule (available in eight languages) is shown on the website.

Over 600 Dutch yoga studios and 3,200 yoga teachers have already used the software, which is now also being used in Australia, Japan and the United Kingdom. There is a free trial period of 30 days, after that it costs €20 per month, per independent yoga teacher and €25 per month, per yoga studio. 

  1. Signrequest
  • Software: Digital signature software
  • Founder: Geert Jan Persoon
  • Since: 2014
  • Headquarters: Amsterdam
  • Best for: independent professionals, SMEs and corporates

Signrequest offers online signature software for contracts and (legally binding) documents, something which was suddenly very relevant for many organizations during the corona crisis. With SignRequest, it is possible to share documents and then (have them) signed electronically, without having to print, manually sign and scan them again. The goal of Signrequest is to make e-signing as easy as sending an email, and contribute to a digital and paperless society. Signrequest therefore plants a tree for every paid license.

The software is used by over 3.5 million users and is available in 17 languages. Customers include Dance4Live, Oaky, Teamleader, TNW and Meetin. Signrequest’s Servers are located in Europe. A free version is available for 10 documents per month for an unlimited period of time. Subscription prices start at €7 per month per user.

  1. Textmetrics
  • Software: SEO software, Augmented Writing, Recruitment software
  • Founders: Marcel Leeman and Kyrill Poelmans
  • Since: 2014
  • Headquarters: Arnhem
  • Best for: Companies of all sizes engaged in marketing, human resource management, customer service, and more

Textmetrics came up with a software program that can enrich text using artificial intelligence. An AI-driven algorithm first analyzes the text and lexicon, then the augmented writing environment determines which improvements can be made to the text. The style and identity of the organization are taken into account in this process. Among other things, it can also be applied to achieve diversity and inclusion goals. The tool also contributes to writing SEO-friendly texts, resulting in better findability and higher conversion. The software is therefore especially suited for the recruitment and marketing industry.

Major Textmetrics customers include ING, Accenture, Allianz, Randstad and Independer. The tool can be used as a stand-alone online app but also works with plug-ins for WordPress, Word, Drupal, Joomla and Microsoft Outlook, among others, so that users can optimize their content directly in their preferred program.

The user interface is available in Dutch, English and German. Price is on request depending on the size of the organization and degree of use.

  1. Topdesk
  • Software: Service management software: IT service software and facility management software 
  • Founders: Frank Droogsma and Wolter Smit
  • Since: 1997
  • Head office: Delft
  • Best for: For companies of all sizes 

Topdesk is a cloud-based solution for service desks or help desks that supports service departments such as IT, HR and facilities departments. The tool can bring together different service teams on a single platform for better collaboration and customer support. It is a modular system, with special features for both IT service management and facility management. The tool is intended for both customers and agents. For example, it helps IT teams to handle complaints, share knowledge and solve problems. It offers features for scheduling and managing complaints, and assigning incidents within the IT team via Kanban and scheduling boards that track IT team availability and workload.

For customers, Topdesk provides a single point of service, even if they are dealing with different departments. There is a Self-Service Portal where customers can submit their own requests and find answers to frequently asked questions – without the need for an agent.

The company has over 800 employees and boasts 16 offices in 11 countries. The 4,500 organizations that use the software include the national government, the Technical University of Delft, the University of Edinburgh and Royal Flora Holland. Prices are on request and depend on the required features.

  1. WebinarGeek
  • Software: Webinar software
  • Founder: Remco Treuren
  • Since: 2015
  • Headquarters: Zoetermeer
  • Best for: For companies of all sizes 

Webinars, yet another winner of the past year. What would we have done without them! The Dutch WebinarGeek is a tool to organize and host (paid) webinars with up to 4000 participants for marketing strategies, product demos and educational purposes. The tool can be used for real-time interactive online presentations in HD+ quality, pre-recorded broadcasts, on-demand webinars, hybrid and recorded webinars.

Webinargeek achieves interactivity by offering the possibility to organize polls, launch quizzes or tests, incorporate calls-to-action, all kinds of possibilities to capture the participants’ attention and bring the event to life. 

The tool is available from every browser without any downloads and offers the possibility to make analyses about participant viewing behavior to get to know the target group. WebinarGeek is GDPR compliant and can be customized to your own corporate identity.

Well-known customers include Roc of Amsterdam-Flevoland, Afas, Houtsma and Autorespond. WebinarGeek has a free 14-day trial with all premium features. Subscription starts at €12 per month for 25 live viewers and 50 GB of bandwidth.

  1. WeTransfer
  • Software: File sharing software
  • Founders: Bas Beerens, Rinke Visser, Nalden
  • Since: 2009
  • Headquarters: Amsterdam
  • Best for: For companies of all sizes 

WeTransfer is a cloud-based platform for sharing large files, or as WeTransfer prefers to say, for sharing big ideas for more impact. In addition to file sharing, WeTransfer’s focus therefore lies on creativity, and its Paste, Collect and Paper tools complete the set with solutions for presenting, collecting and designing creative ideas.

WeTransfer is simply used with drag-and-drop, no zip file is involved. Documents can be additionally protected with a password, and if you have sent the wrong file there is the possibility to delete it after sending. The paid version offers 1TB of storage space so you can decide for yourself how long the documents to be shared will remain available. This Pro version costs €12 per month and you can send files up to 20GB to a maximum of 50 people. You also get your own website with a customized WeTransfer URL. A free version without storage is also available, allowing you to send files of up to 2GB to up to 10 people, that will remain available for up to 7 days.

  1. Your Porter App
  • Software: Vacation home reservation system
  • Founders: Erinc Arik
  • Since: 2016
  • Headquarters: The Hague
  • Best for: Managers of multiple properties and accounts on different platforms 

Your Porter App is a mobile app for professional hosts on platforms like Airbnb, HomeAway/VRBO, Expedia, TripAdvisor and Wimdu. It allows you to manage multiple properties and accounts on different platforms via the iOS, Android and web apps. Other features include the combined inbox from which all guest messages can be managed from any channel in a single place. Communication with customers can be done through automated messages and auto-replies.

The multi-calendar shows all reservations on one calendar, which can be shared with the cleaning crew or other third parties. Rates and availability on multiple platforms are customizable from within the app and you can also use it to calculate your commission and view reports on bookings.

Your Porter App offers a 21-day free trial. Subscription starts at around €7.40 per month.

So that’s it, the ten best Dutch software products according to business users. Reviews about software and apps play an increasingly important role in consumers’ buying decisions. This year the number of reviews written about software and apps has increased significantly, according to our research. Last year, 7% of the Dutch consumers surveyed said they had reviewed a software product or app. This year that number has increased to 15%. With the acceleration of digitalization, the need to read the experiences of other business users will continue to be a useful tool in making the right software choice.

Methodology

This top 10 was created based on the reviews of business users, both Dutch and foreign, about the Dutch software products on our site. To qualify for the list, the software must:

  • be developed in the Netherlands;
  • have its headquarters in the Netherlands.

Next, the candidates had to:

  • have a minimum of 20 reviews;
  • the reviews could not be older than 2 years to ensure that the score is actually representative. 

From all the remaining candidates, we then selected the 10 best rated. By best rated we mean:

  • The software products that have the highest overall score, rounded to two decimal places. The total score is the overall rating of the product. 
  • In case of an equal total score, we selected as a second criterion the average score of ease of use, customer service, features and value for money.

Are you ready to implement AI in your recruitment department? Textmetrics is here to help! Get in touch to find out more.

Shift your focus to skills and diversity

Shift your focus to skills and diversity

Ideally, companies want to hire employees who can manage the company’s results. To get this talent in-house, recruiters need to come up with a new plan of action. 

While recruiting new talent, organizations must pay attention to two things: skills and diversity. 

Skills

When employees leave an organization, they take with them their skills and acquired company knowledge. This is not a new problem, and it always leaves a gap in procedures that keep an organization running and growing. 

Forming insights about skill shortages provides a look into the future. It’s all about ‘what do we need’ and ‘which skills are we currently missing’.

Consider what behaviors or capabilities will bring the company success. Honing in on these essential concepts helps companies reach beyond traditional profiles and propels opportunity to the next level. 

Create opportunities that are attractive to talent you want to recruit going forward not to talent that filled those roles in the past.

Reach New Talent Pools

You should consider taking a new path. Dare to go for candidates who may not seem the best choice at first. Don’t just look at diplomas or experience in the same industry. 

Hiring managers and recruiters must start having different conversation when reviewing candidates. Recruiters need to help managers see that nontraditional experience may provide the same level and quality of skills as another candidate, and that can help the organization be successful.

Another way to attract diverse talent is by removing from resumes or applications any demographic indicators (e.g., a name that points clearly at a gender or ethnicity). Instead, focus solely on the candidates’ skills and work experience. Combine that with a direct focus on the job description and conversations develop around the outcomes of employing that particular person, not the inputs.

Be divers and inclusive

Broadening how skills are sought also opens up the chance to increase the diversity and types of talent brought into the organization. In addition to skills disappearing when employees leave, diversity can as well, which can throw recruitment another curveball that may have them looking only at 100% equal replacement based only on one factor. 

Diversity goals and attributes change all the time, and looking at particular quota areas to fill will not ensure that you are recruiting the right talent for an organization. The important part is demonstrating inclusion and willingness to accommodate. Perhaps this means mentioning technology that helps people with limitations, or it might just mean having flexible work hours or schedules or a deliberate emphasis on work-life balance.

Diverse candidates also want to see an organization’s stance on particular issues. On your website and your job postings, include a reference or link to diversity and inclusion policies and practices; this makes it clear to the candidates that you’re not just saying the right things to draw in more individuals, you’re committing to it as an organization.

Traditionally, job descriptions are focused on needs (e.g., we need someone with this degree, certification, or industry experience). All of those “needs” can deter someone qualified from the application process because they don’t specifically see that they meet those basic requirements. Try to focus on what success should look like. What a candidate needs to achieve in the role to make it successful. 

Are you ready to implement AI in your recruitment department? Textmetrics is here to help! Get in touch to find out more.

How do you ensure inclusive recruitment and selection?

How do you ensure inclusive recruitment and selection?

How do you ensure inclusive recruitment and selection?

How do you organize your HR policy to attract and retain more women and minorities? We share some practical tips and best practices.

In case of equal suitability, equal opportunities: this is how you ideally organize HR processes. However, it often doesn’t work that way in practice. We are unconsciously tempted to hire people who resemble us (‘mirror-tocracy’) and new candidates are often sought within existing networks (‘old boys network’). Even the choice of words in a job text influences the degree of diversity of the candidates, it turns out in this session – and that goes beyond just requiring (m/f) behind the job title.

Marieke van Herwerden, Head of Recruitment at Arcardis, talks about her company’s D&I policy in the working group. Various measures resulted in an increase in the proportion of women in management positions from 22 percent in 2014 to 33 percent in 2020. Three out of eight members of the management team are women, and half of the members of the Supervisory Board are women. For this, the company received the Diamond Award 2020 from Talent to the Top. Britt Breure, HR director at AFAS, also explains in this session how her company approaches D&I. At AFAS, diversity is actively pursued, with good result: between 2010 and 2020, the share of women rose from 14 to 29 percent.

  1. Radiate diversity

An easy way to start with a more diverse HR policy is to take care of the recruitment page and marketing, says Van Herwerden. “Showing diversity attracts diversity. So make sure you show in all your expressions that you are a diverse company. Man, woman, old, young, different cultural backgrounds, handicaps: everyone belongs”. This is also the message of Arcadis’ #ProudToBeMe campaign earlier this year. “We communicate emphatically: you can take your whole self to work.

The recruitment page at AFAS has also been adapted, says Breure. “We show that we are no longer the white men’s stronghold that we once were. In addition, the CEO speaks out in blogs in favor of diversity and against racism. “This is directly mirrored in the applicants. Where previously it was mainly Johns and Peters who knocked on the door, we now see that a much broader group wants to work here.

  1. Ensure a diverse selection process

Adaptations in the selection process also contribute to diversity. “Strict conditions apply at Arcadis,” says Van Herwerden. “Are there no female candidates for a leadership role? Then the procedure does not start. Another condition is diversity in the selection committee. “That, too, is a tough requirement. If there are no women available from our own team, we ask a woman from another team to join us.

For new management positions at AFAS, we first check whether there is a suitable female candidate. Previously, managers were immediately shown a photo of the applicant. “We have adjusted that. It’s only a small thing, but it can still contribute to diversity. A first impression can be decisive and this prevents people from being immediately judged on their appearance”.

  1. Anchoring diversity in your corporate culture

D&I measures can create resistance. This happened when at Arcadis the recruitment bonus for bringing in a new female employee was made twice as high as that for bringing in a man. “There was a lot to do,” says Van Herwerden. “But now everyone understands why we’re doing this: a culture change doesn’t happen by itself.

“D&I policy involves a lot of emotion,” confirms Breure. That’s why it’s important that diversity is anchored in the corporate culture, she says. “At our monthly Culture Café, the importance of diversity is mentioned every time. In addition, AFAS has an intranet dashboard on which the proportion of women in the company is tracked: another way to keep the subject in the spotlight.

“The more often you talk about it, the more it’s going to live,” says Van Herwerden. She emphasizes the importance of commitment from the top. For example, Arcadis participates in the Pride Amsterdam every year, to which the CEO of Arcadis Global joined last year. The Arcadis Summit also recently attended a ‘meet and greet’ with fifty highly educated status holders. “In this way, as a company, you show that you really value diversity. For a buddy project to support a status holder, we have twice as many registrations for buddies as the number of status holders to be supported. That shows that there is a lot of support for such initiatives”.

  1. Take care of your job postings’ text

Marcel Leeman of Textmetrics joins us to tell us how you can make business communication – such as job postings – more inclusive. Using AI and text technology, Textmetrics gives directions on how to make a text more inclusive. For example, the tool indicates which words are often associated with men and which are more associated with women, warns against phrases that may indicate age discrimination, gives clues about the language level, and offers an ‘accessibility check’ indicating whether the site is suitable for people with a disability. At Arcadis, using Textmetrics software to make job postings more inclusive has led to a 10 percent increase in female applicants.

“Be as precise as possible in what you mean,” is one of Leemans’ tips for an inclusive job posting. ‘Analytical’ can be interpreted as a masculine trait, but this is not the case for precise descriptions such as ‘can distinguish between main and side issues’ and ‘is able to quickly see connections’. Furthermore, he advises against formulating a long list of requirements. “It is well known that women take demands more seriously and are more likely to drop them if they think they cannot meet something”

Finally: does the addition ‘M/F’ behind a job title help to attract women? “At Arcadis we don’t, at the request of the LGBT+ community,” says Van Herwerden. “Not everyone fits in the M or F box”. Even at AFAS they don’t do M/F entries. However, every job description does state: ‘Are you underrepresented in our industry or this job area, and are you therefore hesitating to apply? Don’t give in to doubt, we encourage you to apply!’

Are you ready to implement AI in your recruitment department? Textmetrics is here to help! Get in touch to find out more.

The role of digitization in recruitment

The role of digitization in recruitment

The role of digitization in recruitment

The coronavirus pandemic accelerated the role of digitization in business. Practically overnight, we all had to work from home and find new ways to stay productive. As a result, the use of online applications increased enormously. It can be said that due to the coronavirus pandemic, the potential of digitization is finally being exploited.

We also see an increased use of digitization in the recruitment industry. More than ever, the recruitment sector recognizes the need for automation when it comes to staying in touch with clients and potential candidates. The same goes for the importance of well-written job postings that are easy to find in order to address the right candidates. 

Accelerated digitization within the recruitment industry

For recruiters, the coronavirus pandemic means that they are not able to visit clients as much as they used to, and that job interviews with candidates are now mainly done online. This can be challenging. There is much less or no in-person interaction, which can increase the time needed for the recruitment process and might decrease the efficiency. However, digitization also offers recruiters a number of interesting advantages:

Accelerated automation

Before the coronavirus pandemic, the shortage of talent was one of the biggest challenges recruiters had to deal with. Now that more and more people have lost their jobs, that is no longer the case.  

What recruiters are now faced with are sectors where there is suddenly a high demand for staff. How can recruiters process large numbers of online assessments and job interviews as quickly and effectively as possible? The use of new, automated recruitment techniques is exactly what they need. 

Video calls

Job interviews are an important but time-consuming part of the recruitment process. With face-to-face applications no longer possible, recruiters quickly discovered that there are plenty of useful tools for online interviews, including some that even allow recruiters to pick up on applicants’ non-verbal signals, which is an important aspect of interviewing. 

Using online application tools saves both recruiters and candidates a lot of valuable time. For example, candidates save time and money on travel, while recruiters notice that their time-to-hire is shortened.

More attention for well-written job postings

Recruiters have known for some time that well-written, easy-to-find online job ads are essential for an effective recruitment process. Nevertheless, it was a challenge for many to fit this into their daily work at the office. Now that recruiters have more time—because, among other things, there is less distraction from colleagues and fewer ad-hoc requests when working from home—recruiters are paying more attention to writing advertisements that appeal to their target candidates. In addition to the fact that recruiters are focusing more on writing good vacancy texts, today’s technology can also be a huge help. Textmetrics offers tools that help you make sure that your recruitment texts are well-written, easy to find and fully targeted at the right audience.    

Are you ready to implement AI in your recruitment department? Textmetrics is here to help! Get in touch to find out more.

The future of AI in the recruitment industry

The future of AI in the recruitment industry

The future of AI in the recruitment industry 

Many companies struggle to find the right candidates. For certain jobs, there just aren’t enough qualified people out there, and it seems to be difficult to find good candidates unless they are actively looking for a new job. Some companies may also have difficulty appealing to the right audience with their vacancies and some vacancies might not be easy to find online. It also proves to be a challenge not to exclude certain candidates, despite the good intentions recruiters have.

In the ongoing battle for talent, artificial intelligence (AI) plays an important role. More and more companies discover that AI can make the recruitment process smarter and more efficient. But what are the benefits of implementing AI in the recruitment industry? And how exactly does it work? We are happy to tell you more and give you some insights on how AI can be used to find the best candidates.

AI in the recruitment industry

There are various ways in which you can use AI in the recruitment industry.

To select the right candidate

You can use AI to predict if a candidate would be a good fit for the job you are offering. For this, you need the data of candidates, and as a company, you must determine which data you select. Based on this data, an algorithm tries to calculate which factors are predictors of success for the job you are offering and which candidates score well on those factors, making them suitable candidates for the job.

To find candidates who are not actively looking for a new job

AI analyses data sources like LinkedIn to find out how long potential candidates have worked at their current job, when they were last promoted, and how well the company they work for is doing. Based on this information, you get a list of candidates who are most likely to be interested in a job at your company, after which you can actively approach them.

For writing better vacancies

AI is also a very good tool for improving the content of your job vacancies, so you get more responses. You use an algorithm to write vacancies that appeal to the right audience, do not contain unnecessary or confusing jargon and do not exclude certain audiences, such as people with low literacy or candidates of a certain gender. In addition, AI helps you write vacancies that are easier to find on Google, so they reach more candidates.

Four advantages of AI in the recruitment industry

There are several benefits of using AI in the recruitment process:

It contributes to the productivity of the recruitment department

Writing content for vacancies, recruiting candidates, selecting candidates and job interviews; these tasks all ask a lot of your time. And there is so much more to do in a recruitment department. AI can take a lot of work off your hands. It takes less time to write vacancies, as does recruiting and screening candidates. You will receive more valuable responses to the vacancies you post and you will know more quickly whether a candidate has what it takes or not. This increases the productivity of the department and leaves more time for other important activities.

It increases diversity within the organisation

Many companies want a diverse workforce but find this difficult to achieve. AI can help increase the diversity and inclusiveness of your organisation. It all starts with the vacancies. Without realising it, many vacancies exclude certain groups of people. Think of people with low literacy and people of a certain gender. Algorithms can analyse whether vacancies appeal to all audiences. Even during the selection of candidates, it sometimes proves difficult for recruiters to assess candidates objectively and without prejudice. That human prejudice, which recruiters certainly do not purposely have, can be drastically reduced with the help of AI. When recruiters assess candidates based on data, emotions no longer have an influence.

A better match between the candidate and the organisation

AI can identify factors for success for a certain position and use that to screen candidates. By analysing data on candidates, AI can determine which candidates score well on those factors and will therefore be a good fit for the job. You determine the success factors based on current, successful employees. Candidates who have the same characteristics are likely to perform just as well in the same position. The better candidates score on these factors, the better the match between the candidate and your organisation.

More value from available data

By using AI, there are more options for screening candidates. You can analyse more data on the candidate than the information provided by the candidate. Nowadays, you can find a lot about your candidates online. Just think of social media, such as LinkedIn profiles. There is a wealth of extra data on each candidate that you can analyse. This gives you even more information to determine whether that person is a good fit or not.

AI is the future

At Textmetrics, we believe that more and more companies understand that AI can make their recruitment process smarter and more efficient. And that a future without AI in the recruitment industry is actually unthinkable. That’s why we offer AI-driven tools that help you write vacancies that appeal to the right audience and don’t exclude groups of people.  

 

Are you ready to implement AI in your recruitment department? Textmetrics is here to help! Get in touch to find out more.