Textmetrics launches new WordPress Plugin update

Textmetrics launches new WordPress Plugin update

Textmetrics launches WordPress Plugin update with structured data feature for Google for Jobs.

Our new WordPress Plugin update will allow you to add job information in your WordPress website in such a way that it can be processed by Google, so that your jobs can be indexed and appear in the Google Search results.

What is Google for Jobs?

It’s an enhanced search feature that was released by Google in the US in July 2017 and has since gone live in almost every part of the world. Now that it’s made available, it’s vital that you adapt to the shift in order to use Google Jobs to your benefit. It’ll assist job seekers to find vacancies that closely match their preferences. They can easily search and apply to open vacancies directly from the Google search bar. This tool is designed to improve the recruitment process for job seekers and employers alike.

How Does It Work for Job Seekers and Employers?

Like every other Google creation, it works in the simplest way. When you search for jobs using the Google jobs search tool, you’ll view job vacancies at the top of the search results. It has various filters to help you narrow down your searches, such as experience, job specialities, qualifications, working hours, salary, and more. You can then click through to see the job descriptions and apply to the positions right from Google for Jobs.  

As an employer, you are unable to post jobs directly with Google for Jobs as it retrieves jobs from multiple jobs sites such as Monster, Glassdoor, LinkedIn, etc. To enable Google for Jobs to index your job postings, you will need to add job postings structured data (also known as schema markup) to your careers page. Adding structured data makes your job postings eligible to appear in a special user experience in Google Search results. Structured data communicates to search engines what your data means. Without it, search engines can only tell what your data says, and they have to work harder to determine why it’s there. The required data includes:

  • Date – date of the job posted
  • Organization – the company offering the job position
  • Job description – such as qualification, required skills, working hours, responsibilities… etc
  • Job Location – where the job seeker will be working from
  • Title of the job

Now, this is where Textmetrics’ latest WordPress update will benefit employers. The WordPress plugin will (automatically) generate Schema.org structured data for the “Job Posting” type. In the plugin settings, you can provide default Organization data (i.e. name, logo or location data). This new feature makes it easier for employers to index their job postings on Google for Jobs. 

 

Why Use it?

It enables both job seekers and employers to connect in the easiest way possible. You will not only see the job posting with the exact job title, but you’ll also be able to find positions that match your preferences. This way, you won’t have to look for the right job by searching for different keywords as Google will present similar job postings to you. You no longer have to hop from one platform to another just to find your dream job as Google for Jobs will be doing that for you. By making full use of this platform, recruiters will be able to get an influx of job seekers that fit their requirements and needed skills. This will reduce the time of going through candidates who are unsuitable for the jobs that they have posted.

Are you ready to have your job postings indexed and easily found by your next potential candidate through Google for Jobs? Let us help you achieve this goal! At Textmetrics, we use AI to enable you to create specific and unique target group content. Our tools are based on scientifically proven algorithms and help you monitor the quality of your content. 

Most Rising Trends in HR in 2020 – Part 3

Most Rising Trends in HR in 2020 – Part 3

Technological developments, like automation and robotizing, are about to change the workforce of the future. Current jobs will disappear, there will be new roles that we haven’t even heard of yet, and people working at companies will need new skills to do their jobs. What is the impact of all these changes on the recruitment strategies of companies? Although companies know these changes are upon them and HR professionals are aware that things are already shifting, it seems that most companies are not prepared to handle the consequences of automation just yet. In short, they are not prepared for the workforce of the future. Why is that? And what should companies be preparing for?

 

The cold, hard facts 

Jobs will cease to exist due to technological developments. This is something we know for sure. In fact, 90% of HR professionals have said that they are already noticing the consequences of increased automation. Almost three-quarters of all jobs are changing when it comes to the daily requirements of the role. And over 30% of HR professionals say that new jobs have emerged due to automation.

It’s not only HR professionals who are aware that this is happening. Many employees are experiencing the increasing impact of automation on their jobs. In fact, it has a huge impact on them. Research into HR trends revealed that in 41% of the organizations studied, jobs have disappeared due to automation, and in 71% of the organizations, jobs have changed for the same reason.

 

Impact on people

That automation has an impact on people’s jobs is something HR professionals are aware of. However, it seems that they are not aware of the impact it has on the people who are working in those roles. What are the impacts of these changes to staffing levels, competences, recruitment, the need for education and work processes?

Research shows that people are aware that their jobs are changing and want to keep up with these changes. However, the companies they work for rarely offer them the opportunity to pursue further education. Instead, they receive little support from HR. This is something companies and HR professionals should pay increasing attention to in the years to come. It would be a shame to see a lot of people lose their jobs simply because they missed out on the training required to keep up with the changes that automation brings.

 

How are the jobs of HR professionals changing? 

Automation changes the jobs of HR professionals, too. There are new and innovative technologies that can take care of many of the time-consuming tasks involved in recruitment, making them much more time-efficient. When new jobs appear due to technological developments, you might need to hire new staff to fill these positions. That’s not always easy. There are more positions to fill, but most of the time, the number of recruiters to fill them does not increase. On top of that, these positions can be difficult to fill because they are so new, and it’s possible that there aren’t very many people who are qualified for them. This is where automation—and artificial intelligence, in particular—comes in and can help recruiters work faster and more effectively.

At Textmetrics, we offer a solution that enables organizations to create target group-specific and corporate-wide consistent content using augmented, assisted writing based on scientifically proven algorithms. This means that recruiters can use them to create job posts that attract the right target group, even if this is a group that is hard to find. More people will apply, making the time required for the recruitment process shorter. On top of that, the tools make it easier to write according to company standards, ensuring that all job posts are consistent in language use and readability. Last but not least, the job post can be easily optimized for SEO, guaranteeing that people searching for a job online are able to find your job ad.

 

Are you ready to implement automation in your HR department? Textmetrics is here to help you in your recruiting process, with real-time SEO suggestions and content that leads to conversions!

Most Rising Trends in HR in 2020 – Part 2

Most Rising Trends in HR in 2020 – Part 2

HR analytics isn’t a new or unknown concept. Most people working in HR will know what it’s about. But there is only a small amount of HR departments that use the available HR management information to its full potential. Even though they collect vast quantities of data, they hardly ever use these data in the right way. That’s a shame because with HR analytics organizations can make better, more informed and more substantiated choices when it comes to recruitment, talent development, strategic personnel planning, and employee retention.

What is HR analytics?

HR analytics can best be described as a data-driven approach to identifying and analyzing human-related problems. HR professionals can use it to collect, analyze and combine data to come to new and useful insights. This allows them to make better and more informed decisions, especially since these decisions are based on objective data instead of their gut feeling.

Their gut feeling and experience is what most HR professionals nowadays still base their decisions on. HR analytics allows organizations to make more substantiated choices when it comes to human capital. It also gives them the opportunity to analyze the results of HR-related advice. It provides HR professionals with the proof they need to convince management of certain decisions that they think should be implemented.

 

What is it that HR analytics has to offer?

You might be wondering what it is exactly that HR business information has to offer. A lot more than you might think. Let’s have a look at some examples:

  • Let’s say that you’ve noticed that the employee turnover in your company is quite high. In fact, you probably know exactly how high this turnover is. What you probably don’t know is the exact reason for this turnover. By using HR business information, you can find out why employees are leaving, and you might even be able to predict when they will leave. Knowing why employees leave as fast as they do will allow you to come up with a plan to prevent this from happening in the future.
  • Another thing that you probably already monitor is the absence of employees due to illness. What’s interesting to know is if there is a work-related reason for their absence. Analyzing HR business information can help you find out if there is a peak in absenteeism in certain periods, as well as what factors might influence this absenteeism. Perhaps an absence during certain periods is stress-related and there is something you can do to reduce the pressure people feel they are under.

What’s your next step when it comes to HR analytics?

HR analytics has a lot to offer your organization. That’s why it’s a shame not to use the HR business information that’s available in your organization. Especially since most of the information is already readily available within your organization. Data on employee turnover and absenteeism are things you probably already monitor. If you want to have more data ready to analyze, it’s time to take the next step. You could, for example, use questionnaires to monitor the satisfaction and involvement of employees. Yearly questionnaires give you a wealth of HR business information to analyze and act on. It’s an easy way to collect useful insights for your recruitment strategy.

 

Could you use some help with your recruitment strategy? Textmetrics is here to help! Our tools help you create target group-specific and corporate-wide consistent content by using augmented, assisted writing based on scientifically proven algorithms.

 

Textmetrics launches Kentico CMS plugin

Textmetrics launches Kentico CMS plugin

Our new Kentico CMS plugin allows you to use the Textmetrics content analysis and suggestions directly in your Kentico CMS. The plugin supports our one-of-a-kind content quality analysis and our advanced SEO analysis that’ll assist you in achieving your online KPI such as boosting your search engine ranking and reaching your desired target group.

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, Sitecore, Craft, Umbraco and also for Microsoft Word and Outlook. More information can be found on the Textmetrics plugins page.

Most rising trends in HR in 2020 (part 1)

Most rising trends in HR in 2020 (part 1)

Strategic personnel planning (SPP) offers insight into future personnel bottlenecks. In other words, it helps you prepare for the future. Because, do you know what type or how many employees you’ll need in three years to reach your organization’s goals? And what are the consequences of developments in the industry or changes in the recruitment market for your human resource policy? In this fast-changing world, you need to be prepared and ready to face the future. Strategic personnel planning is the best tool to anticipate change and steer the optimal workforce of an organization, department or team in an effective and targeted manner, both today and in the future.

6 steps for strategic personnel planning

To reach your business goals, you’ll need a balanced and competent workforce. It’s all about getting the right number of people, with the right skills, in the right place at the right time. When it comes to strategic personnel planning, there are 6 steps to take:

1. Consider the long-term goals of your organization

Strategic personnel planning is all about making sure your employees are able to deliver on the business goals of your organization. So, it makes sense to start with those, right? Consider where your company is going in the short and in the long term, and what you’ll need in terms of human capital to achieve this.

2. Analyze your current workforce

Strategic personnel planning starts with analyzing your current workforce. What does it look like at the moment? What people and skills do you already have in your organization? It’s useful to get an insight into the age demographics of your workforce, the type of contracts and the current quality of your employees. How do your employees perform, and what is their future potential? Who are your high performers, and how much potential do they have? Don’t forget to look at the quantity of your workforce, either. What is your employee turnover, and who has recently been promoted?

3. Find future skills gaps

Now that you know what your current workforce looks like and what their skills and needs are, you can start to plan ahead. A skill gap analysis can help you determine when people will retire, for example. It allows you to start thinking about how you can fill the gap they will leave behind before they actually do retire. This is especially important when you operate in an industry where there is a shortage of staff, as it will take some time to find an appropriate candidate to replace this person.

4. Prepare for different scenarios

We know it’s impossible to predict the future. What is not impossible, though, is preparing for the various situations that might occur. Have a look at how technological developments will impact your organization, for example. Are there currently positions in your company that will likely disappear because of technological innovations that will be commonly used in the next couple of years? In other words, will automation replace and/or change any of the jobs in your company? Don’t forget to monitor the economic situation worldwide, either. Tough economic times can also cause significant changes in your workforce.

5. Don’t forget your company culture

It’s not only technology and the economic situation that can change over time. Your company culture may change as well. It’s constantly evolving, and you might discover that, over time, certain people and skills don’t fit in with your culture anymore. When you look ahead to the future, think about how you want to steer the cultural development of your company. What core values do you want to preserve over time, and what type of employee fits in with these values?

6. Monitor and adapt

Strategic personnel planning is an ongoing process that’s never really done. In the fast-changing world of today, your workforce planning needs to be adaptable, too. You’ll need to constantly monitor whether you still have the right people, with the right skills, in the right place. And if it turns out that this is not the case, you’ll need to adapt and make the necessary changes.

 Could you use some help with your recruitment strategy? Textmetrics is here to help! Our tools help you create target group-specific and corporate-wide consistent content by using augmented, assisted writing based on scientifically proven algorithms. 

It can help you create job posts that everyone understands and attract a diverse talent group. That way, you’ll always have the right number of people, with the right skills, in the right place.