Webtexttool is now Textmetrics

Webtexttool is now Textmetrics

After many years of operating under the Webtexttool brand, we are now changing our company name to Textmetrics. This new name and identity better represent the direction in which we are going and our ambitions towards becoming a leader in the content creation and analytics industry.

Why are we doing this?
Back in 2014 we started as a basic DIY SEO Tool – to help everyone optimize webpages for search engines. Of course the SEO part is still there and it has much evolved over the past years (and rest assured, we will continue to develop that 😊). Besides that, we have been adding more and more functionality to help you monitor and improve content quality, like writing for your target audience, making sure that your content is understandable, etc. We have been adding a lot of natural language knowledge, AI and machine learning for this. And that is just the beginning. Also, it’s not just about webcontent anymore. Our content quality analysis can be used to improve any written text, like job descriptions, emails, brochures, letters, etc. Therefore we feel that Textmetrics better suits what we are doing and more importantly, what it will bring for you as a customer.

What does that mean for you?
We’re still the same company, run by the same team, devoted to bring you the best content creation and management platform ever.

Your user data, account(s), content, plugin access, pricing, and special arrangements will remain the same.
Small iterations and changes in look and feel will take place over the next weeks as we accommodate to the new brand. You will notice our name change soon on all our mailings, website, plugins, platform, invoices and promotional materials.

We have put a lot of effort in this migration process and tested a lot of scenario’s. However, with over 50,000 users, it’s not unthinkable that there is an exception. In case you run into issues, please get in touch with our support team : support@textmetrics.com or chat on the website.

Some things to keep in mind
You might need to re-login in the application and our plugins (your username / password will remain the same, but “remember me” relies on cookies which are connected with the domain)
When you go to the “old” website or application, it should automatically redirect you to the Textmetrics site / app. If you have made bookmarks, we’d suggest to update those.

Thank you!
For all of you that hopped into this adventure with us with the Webtexttool brand, we sincerely thank you. We are eager to serve you even better under the Textmetrics brand!

Thank you all, and Viva Textmetrics!

Solutions to 5 Common HR Challenges

Solutions to 5 Common HR Challenges

Hiring has never been easy.

However, as technology starts to rule business practices, it has become more efficient. With today’s current hiring methods, finding qualified candidates has never been easier. Nevertheless, HR teams still find themselves battling similar challenges that can slow down hiring progress and cost the organization money that they’d likely rather save.

Still, challenges can be overcome. In this article, we examine some of the most pervasive HR hiring challenges and offer solutions to the issue. Fighting these common challenges can help your team become more efficient, save your organization money, and hire the best fit for the role, which will help the long-term success of not only the business but your team, as well.

Common HR Issue #1: Attracting the right fit

Most recruiters would say that their number one challenge is attracting the right talent for the role. HR teams are inundated with thousands of resumes from unqualified candidates – often, it’s like finding a needle in a haystack.

Solution: Use an AI keyword spotting tool like Textmetrics, and ensure that your job ads are written as clearly as possible to attract the skills you want.

Be concise and clear – the more precise the writing, the better when it comes to job ads. You’re looking for candidates that can answer the questions you’re posing and read between the lines to give you what you want. Use an application form with pointed questions that will train your AI recruiting tool to spot common wording patterns, sentence structure, and certain keywords. If you’re not using technology, set these common parameters for your team and discard any resume that doesn’t meet them.

Common HR Issue #2: Engaging the talent you want

So you’ve interviewed your candidates and have narrowed it down to three superstars. What makes them choose your company over another? One of the biggest challenges interviewers face is selling the role to the candidate they want.

Solution: Research, research, research

Superstar talent leaves a paper trail – their goals and their successes are often widely published online and in their industry communications. Have your team find out what makes them tick and include it in the offer. Talented candidates want a chance to grow in their career over anything else. Prove that your organization can do that for them, and they will consider you over others.

But don’t discount other perks, too. Candidates want to know what makes your organization worth their while. An attractive offer package, plus the ability to succeed and grow even more than they already have, may just land you your newest superstar hire.

Common HR Issue #3: Using data-driven recruitment

While AI systems for recruiting boast that they can save your team more time than ever, collecting and processing data can prove to be more of a hassle than it seems. Tracking data and trends require HR coordinators that know their way around a CRM or other database-driven system.

Solution: Pick a few metrics that align with your organization’s KPIs and invest in recruitment tracking software

You don’t have to track every metric there is – that’s a waste of your team’s time and efforts. Instead, invest in an easy to use recruitment marketing software system and discuss with senior management the best metrics to track. You’ll find it much easier to set goals for your team that are actually measurable and achievable.

Common HR Issue #4: Hiring fast

Everyone wants to cut the laborious, long process of hiring the right candidate. However, everyone also wants the best fit for the role. How do you fast-track hiring without sacrificing quality?

Solution: Overhaul your hiring process

Are all the hiring stages your organization goes through really necessary? Can you get away with cutting the interview process to an in-depth get-to-know-you interview and then an informal meet and greet with senior management? Can you let an AI or technology-based system take care of the pre-screening for you? Look at the way you hire and then look at how it can be streamlined. Chances are, you can probably cut out a lot of the time you spend on menial tasks.

Common HR Issue #5: Building and keeping a strong organizational brand

Candidates look for organizations that will best fit their values and standards. But keeping a good employer brand, especially if you’ve had some disgruntled employees leave or be terminated, can be hard.

Solution: Make brand management and marketing a part of your HR process

No, you don’t have to hire marketing coordinators – but you should consider working closely with your marketing team or training your HR coordinators to respond to reviews online, positive or negative. Build an attractive website that outlines what your company can do for employees, and what they can do when working for you. Tell your brand story – ask your marketing team to let a member of your team guest blog, and consider publishing testimonials that cast your company in a good light.

HR challenges don’t have to be overwhelming. By training your team to spot challenges and implement solutions, you can hire faster, keep candidates longer, and build your brand as an organization while cutting the inefficiencies that can build up over time.

Get in touch to discuss how to implement Textmetrics in your organisation

Here’s How You’ll Find Your Next Ideal Candidate – Or How They’ll Find You

Here’s How You’ll Find Your Next Ideal Candidate – Or How They’ll Find You

Attracting the best candidates is always priority number one when it comes to hiring.

But it’s no longer appropriate to attract candidates based on a mediocre brand presence alone. Today’s candidates are looking for not only a great fit, but an organization that’s committed to helping them grow in their careers, as well as offering them the right compensation package and an upward trajectory. They want to show you their successes, but you need to foster the environment to help them succeed. These days, hiring and keeping the right candidates is a two-way street. You’re no longer simply picking from a lineup of talent. They’re interviewing you just as much as you are them.

Luckily, it’s easier than ever to attract who you want for the roles you need to fill. With a bit of innovation and the right tools, you’ll be able to pick who you want with the greatest of ease and fill those roles in no time at all.

Forget waiting for them to find you, know who you want to hire at the outset

Most recruiters would say that their number one challenge is attracting the right talent for the role. Finding the perfect candidate takes work, and that’s often work that teams don’t have time to perform – especially on a short hiring schedule.

Eliminate that challenge by starting out knowing exactly who your ideal candidate is. Senior management knows exactly who they’re looking for in any given role. Sit down with them and create a profile of who you’re looking for. What skills do they need? What soft skills and personality traits must they have? A candidate is comprised of skills, talent, personality, and willingness to learn. Your perfect candidate may not have all the technological know-how that they’ll need for the job, but they should have a proven track record of being able to pick up and learn skills on the go.

With your profile in hand, you’ll have a much better chance of writing and posting precise job descriptions that ask the pointed questions you’ll need to attract the right talent.

Let your employees help you build your brand strategy

The best people to help you build your brand are the people you have currently working for your company. When it comes to attracting the best candidates, the best people to market your organization are the ones that have stuck with you through thick and thin. They’re your best brand strategists – and it’s their testimonials that you’ll need to start answering the questions your candidates are going to have about your company.

This has the added benefit of helping your employees feel wanted, needed, and valued, as well. Those are traits that will come through, especially in interviews. Consider having a long-term employee sit in to help push your brand’s positives in your candidate interviews. Being able to talk frankly to someone who’s seen your organization grow is a valuable tool for candidates looking to choose the best fit for them.

Optimize your job descriptions and make them SEO-friendly

While this may seem like a no-brainer, candidates can’t find you if you’re not putting yourself out there in a way that will help them. Search engine optimized (SEO) job descriptions are a good place to start. Use keywords that search engines will find and rank to help the best candidates find you. On job sites, the best postings are ones that the website’s search tool ranks as valuable. Candidates also use keywords, just as you do, to help find and rank the best jobs for them.

Textmetrics content analysis tool can help you find the right keywords to attract your top candidates. It also helps to eliminate gender and diversity bias so that you’re getting the talent you want with the skills you’re looking for, not basing your hiring decisions on what people look like or the gender they present as.

Once you’ve optimized your job descriptions and hiring process, you’re ready for the next step.

Optimize and build a career website that stands out

You’ll have to work with your marketing team for this one, but a good career website that answers the questions candidates have about your organization is the first and sometimes final step to hiring the people you want. An attractive, user-friendly site that explains not only compensation packages, benefits, and perks, but also supports keyword-friendly job descriptions, includes testimonials and glowing reviews, and allows for interaction with your hiring team will help a candidate feel engaged and interested in your company.

Best of all, it will also boost your brand – and a good brand presence is the first thing a top candidate will see when they start searching for that new role. Get ahead of the game – help them find you so that you can find the next great fit for that role.

Get in touch to discuss how to implement Textmetrics in your organisation

The importance of consistent content

The importance of consistent content

Content is king, right? Perhaps that’s a bit too simplistic. Content is really only king when it helps you grow your brand. You can create an incredible amount of content, but it won’t do you much good if it’s not advancing your brand. To really create impact with your content, there’s another important factor to keep in mind: consistency. Do you want to create engaging content that truly impacts your brand? Then you must create consistent content. In this blog post, we’ll outline what that means and why it’s so important.

What is consistent content?

It’s important to be consistent in what you share, how you share it, and when. Quality and frequency are key when it comes to consistent content. Your content must be of consistent quality; better than that of your competitors. Just consider how much content you encounter all day long, on Google, on social media. Then you’ll understand that your content must be of high quality in order to stand out. Whenever you’re creating new content, always ask yourself the following question: is the content attractive enough? If the answer is no, there’s more work to be done.

You should also be creating new content at a consistent frequency. Each day, we have so much content to process that it’s impossible to recall what we read a few months ago. In many cases, we can’t even remember what we’ve seen over the course of the past month.

Of course, it’s still possible to rank highly in Google searches with older content, but only if you’re frequently posting new content. Google is a huge fan of new content. The search engine considers it a sign that your website is up to date and that the information listed on it is relevant. The reward you’ll get from Google? A higher position for your website in search results.

Why is consistent content so important?

Consistent content is qualitative content that is posted frequently. The content is attractive and more interesting than what your competition is sharing. And the posting frequency will prompt Google to reward you with a higher place in search results.

But there are more reasons why consistent content is essential to your brand:

  • It creates authority and trust. Websites with a lot of new and high-quality content are assigned a higher domain authority than websites who don’t have the same. Additionally, consistent content builds trust with your potential customers. By frequently creating qualitative content, your brand will become known as an expert in its field.
  • It creates brand recognition. Only high-quality content will allow you to reach a large target audience online. It strengthens your brand image and grows your brand. Long term, it influences the behaviors and the brand experience of your potential customers.
  • It creates more leads. Are you consistently creating qualitative content? Then you’ll increase the chances of reaching potential customers. Highly read blogs and email newsletters can generate leads you never would have reached otherwise. Consistent content is a tool for lead generation that should not be underestimated.
  • It creates a better position in search results. The rules of SEO are constantly changing, but consistent content has long been a great way to improve your Google ranking. The quality and frequency of your content tell Google a lot about your website’s relevance when it comes to certain keywords and search terms. And the more relevant your content is to a search query, the higher your website will rank in Google search results.
  • It leads to more visitors. Customers who trust your brand, more brand recognition, and a better position in search results: altogether it all leads more people to your website. The greatest thing about consistent content? Once you’re known for creating high-quality content, visitors will come to your website first whenever they’re looking for information about your field of expertise.

How do you make sure your content is consistent?

By frequently creating content of excellent quality. That can be done in a few different ways.

For example:

  • With a biweekly blog,
  • email newsletters, and
  • actively sharing content on social media.

In all your enthusiasm, don’t forget the part about “high-quality content.” That means you need to research your audience. Ask yourself the following questions:

  • What do they want to read?
  • What do they want to know more about?
  • Are you already measuring how well your content is performing?
  • Is it possible to reach a larger audience?
  • Does your content influence your audience’s behavior and brand experience?

Once you have clear answers to these questions, you’ll be one step closer to consistent, qualitative content.

Textmetrics as a tool

Before you get started, formulate a content strategy. That lets everyone within your organization know that content isn’t just an afterthought. You won’t be publishing randomly, rather you take your content seriously and want everyone within the organization to do the same. Create a style guide and highlight the ways you wish to communicate about your brand. When it comes to Textmetrics, we have practical tools that can serve as a support for everyone in your organization who creates text content. From now on consistent content is king: engaging content that creates an impact on your brand and brand experience.

Get in touch to discuss how to implement Textmetrics in your organisation

Textmetrics launches Episerver CMS plugin

Textmetrics launches Episerver CMS plugin

Our new Episerver CMS plugin allows you to use the Textmetrics content analysis and suggestions directly in your Episerver CMS. The plugin supports our advanced SEO analysis and our state-of-the-art content quality analysis and suggestions.

About Textmetrics

Textmetrics is the content creation and content performance monitoring platform that enables you to create content specifically for your target audience. The aim of Textmetrics is to make sure your content is found better and converts better. With Textmetrics you can make sure your content is SEO friendly and matches your target audience in terms of readability (B1 level), tone of voice, sentiment and several other important aspects. Resulting in more traffic and higher conversion on your site.

Textmetrics integrations

Textmetrics has several other plugins available for popular CMS’s like ao. WordPress, Drupal, Sitecore, Craft, Umbraco and also for Microsoft Word and Outlook. More information can be found on the Textmetrics plugins page.