Prevent age bias when hiring new people

Prevent age bias when hiring new people

The hiring process is not as fair as it might seem. Or as you might believe. Why is that? It’s because, unintentionally, human bias sneaks in. This happens well before the interview stage. It often starts with the job description. One group that is often excluded here is aged people. That happens most of the time through the use of certain words. This is not necessarily done on purpose. Often, companies have ambitious diversity and inclusion goals. Reaching those goals can only be done when there is no age bias

Obviously, you want to reach the diversity goals you’ve set. So, you should prevent age bias when hiring new people. Below, you will find three tips that will help you do so. 

1. Target aged people

To become a more age-diverse company, you can specifically target aged people. Actively look for them on online communities such as LinkedIn and invite them to apply. You can also post your job ad in a local newspaper. Unlike younger people, chances are that aged people still read these. You can also turn to a staffing agency and let them source aged candidates for you.

2. Rewrite your job descriptions

As we mentioned before, it’s often the words used in job descriptions that discourage aged people from applying. We see a lot of words aimed at younger people, such as 

  • junior
  • creative
  • energetic
  • flexible
  • fun-loving

It’s better to refrain from using these. Instead, you should use words that encourage aged people to apply. These are words like committed, experienced, strong work ethic, leadership skills and mentorship abilities. Or use a combination of the words for attracting young and aged people. 

3. Use AI to remove age bias from the hiring process 

Recruiters often don’t have time to thoroughly go through the list of applicants who’ve applied. A tool based on AI does. You can use it to review every single candidate. And by doing so, you’ll end up with the candidate that is the best fit for the job. This is based on their qualities, not their age. There is no easier way to remove age bias from the later stages of the hiring process.

How Textmetrics can help in preventing age bias

The Textmetrics platform is an augmented writing platform. It uses AI algorithms to help you write job descriptions without age bias. The platform gives you suggestions while you’re writing. It signals words you shouldn’t use because it discourages aged (or younger) candidates from applying. And it offers you suggestions for alternatives to prevent any form of age discrimination.

The impact of age bias on the workforce

The impact of age bias on the workforce

Age bias is real, and it’s a big problem. Not just for older people who are trying to find a new job. Or those who are working with younger colleagues. Young people at the opposite end of the age spectrum suffer as well. For companies, this is troublesome. Especially if they are striving for a diverse and inclusive workforce. For people to feel included, they need to feel like they belong. And when age bias comes into play, people can feel excluded. This has a bad effect on productivity and a company’s reputation. Because only employees who feel like they belong will recommend the company as a great place to work. 

How age bias presents itself

Age bias in the workforce can present itself in several ways. One way is through language. Older people may say things to younger employees like:

  • Once you have a bit more experience, you’ll understand. 
  • Millennials just don’t know what you want. 

While older people may hear younger generations say:

  • You’re too old to understand this.
  • You boomers need to move on. 

Age bias can also be more indirect. Junior employees might be dismissed by older ones because of their age. And older employees may be ignored when fresh technologies are discussed. 

An age-inclusive workforce

All companies should have an age-inclusive workforce. It’s the only way to make sure that everyone feels like they belong. It’s also the only way to create a workplace culture where employees can be fruitful. And where there is room for them to develop and grow. 

Age bias needs to be recognized as a serious problem. And companies should strive for a workforce that consists of people of all ages. The recruitment process needs to be free of age discrimination. Someone’s age should not matter. And should no longer be the reason if they get the job or not. 

How Textmetrics can help you to prevent age bias

Recruitment starts with job descriptions. These need to be free of age bias. They should encourage people of all ages to apply. The Textmetrics platform helps you do that. Our platform gives you suggestions while you’re writing. It signals words you shouldn’t use because it discourages older or younger candidates from applying. And it offers you suggestions for alternatives to prevent any form of discrimination.

SEO in job descriptions: how to optimize for Google for Jobs

SEO in job descriptions: how to optimize for Google for Jobs

Most people who are looking for a job start their search online. Are you looking for new employees? Then your job ads need to be easy to find online. It’s the only way to reach your whole target group. And actively work toward reaching your company’s diversity and inclusion goals. What you’ll need to achieve this is an effective SEO strategy. Or SEO in job descriptions. Because that will help you reach two important goals: 

  • More traffic to your job pages. 
  • Being ready for Google for Jobs. 

There is no point in writing great job ads if potential candidates can’t find them. But how do you make sure the SEO of your job descriptions is what it should be? And how do you optimize for Google for Jobs? We’ll give you three tips! 

#1. Use the right keywords

Think about the keywords potential candidates will search for when looking for a job like yours. Then use a keyword evaluation tool to see what the search volumes are. Choose a keyword combination that isn’t too complex and makes the most sense for the job. For SEO in job descriptions, it is also wise to add the location to the keyword. People often add a city or region when they search for a job. Also remember to mention your keyword in the page title, meta description and URL.

#2. Keep it simple

Always keep it simple in job ads—both for the readers and for Google for Jobs. Google likes job ads with a clear and simple title. And so do job readers! Your job descriptions should also be clear, descriptive and accurate. Keyword stuffing is not helpful, so that should be avoided. Two to three mentions per keyword, with some variation, is enough. 

#3. Offer valuable content 

SEO in job descriptions is about more than keywords. The content you write should be valuable to readers. Because the time candidates spend on your website’s job page influences your ranking on Google for Jobs. Valuable content is content that readers want to read. This is important because Google for Jobs only shows the first part of your job ads. Readers have to click on “Read more” to see it in full. The more readers who do so, the higher your ranking. 

Textmetrics and SEO in job descriptions

The Textmetrics platform has a special recruitment module for SEO in job descriptions. It helps you write job ads that:

  • Include the right job motivators. 
  • Don’t exclude groups or individuals.
  • Are perfect for Google for Jobs.
  • Are optimized for SEO. 

You’ll end up with job descriptions that are easy to find online. Just what you need to reach the right candidates.

Gender bias and the importance of gender equality in recruitment – Part 2

Gender bias and the importance of gender equality in recruitment – Part 2

5 reasons why gender equality is important for the recruitment process. 

Gender bias in recruitment is a big problem. Especially if your company has set itself ambitious diversity and inclusion goals. You’ll never reach these if you can’t manage to appeal to people of all genders. Although mostly unintentionally, job descriptions often have a more masculine tone of voice. And as a result, women don’t feel motivated to apply. You’ll need to change this. Because gender equality in the workforce brings with it a number of important benefits. It’s high time we remove that gender bias. 

This is the second of two articles in which we explain why gender equality in recruitment is so important. There are 10 most important reasons. In each article, we’ll give you five reasons. The following reasons will be explained in this article:

  • Better collaboration
  • A better reputation
  • More profit
  • Happier employees
  • Increased flexibility

Gender bias and gender equality in recruitment 

6. Better collaboration 

Gender equality has a huge effect on collaboration between employees. Women bring different skills to the table than men do. For example, women are better at reading non-verbal signs during a meeting. And they are also better at taking turns in a discussion. The more diverse the set of skills you bring to the table, the more fruitful collaboration can be. 

7. A better reputation 

As a recruiter, you want to reach as much talent as possible. Especially since talent is scarce. Being known as a diverse and inclusive company is a powerful recruitment tool. People looking for a new job often say that diversity and inclusion is important to them. So scoring high on those two aspects really boosts your reputation. 

8. More profit

More profit is every company’s dream. More gender equality is one way to achieve this. Research shows that the most gender-diverse companies are 21% more likely to have above-average profitability. 

9. Happier employees

Employees who enjoy their work are more productive. So, what if you know that gender bias stands in the way? Gender equality leads to happier employees. And that’s not because women are happier. So are men when they’re working in a more gender-diverse company.

10. Increased flexibility 

Gender equality is also necessary to increase flexibility. When women and men share responsibilities at work, they also tend to do so at home. In Scandinavian countries, men and women already share their parental leave. This flexibility has a positive impact on people’s happiness and well-being. And as we mentioned above, this increases productivity.  

Textmetrics can help remove gender bias 

The five reasons above show how important it is to remove gender bias in recruitment. And there are five more reasons to consider, which you can read all about here

Convinced that you need to remove gender bias? The Textmetrics platform can help you. The platform helps you with writing more inclusive content. This will also be bias-free and have a more gender-neutral tone of voice. 

Curious to know more? Then get in touch with us!

Gender bias and the importance of gender equality in recruitment – Part 1

Gender bias and the importance of gender equality in recruitment – Part 1

5 reasons why gender equality is important for the recruitment process. 

Gender bias is one of the most common biases in recruitment. Women often feel unmotivated to apply for a role after reading the job description. Recruiters usually don’t intend for this to happen. But unintentionally or not, gender bias is a real problem. Especially if you know what the benefits of gender equality are. And are striving to reach your company’s diversity and inclusion goals. 

This is the first of two articles. We explain why gender equality in the recruitment process is so important. There are 10 most important reasons. In each article, we’ll give you five reasons. In this first article we talk about the following reasons:

  • Bigger talent pool
  • Improved staff retention
  • Improved productivity
  • More innovation and growth
  • Recognizable for customers

Gender bias and gender equality in recruitment – the 5 reasons

1. A bigger talent pool

To find the best candidate, you’ll need a big pool of talent to recruit from. A talent pool full of qualified men and women. Gender bias in job descriptions often leaves women feeling unmotivated to apply for a role. That’s because the language used usually has a more masculine tone of voice. Do you manage to write more gender-neutral job descriptions? Then both men and women will apply. 

2. Improved staff retention 

People leaving your company within a few years is a problem many employers have to deal with. A more diverse and inclusive workforce has been proven to have a positive effect on staff retention. People simply stay on longer. This is a very positive development. Because you’ll have a happier workforce. And need to spend less time and money on recruitment in the long run. 

3. Improved productivity

Gender equality also leads to improved productivity. This is due to the different perspectives and approaches taken by men and women. One of the things this results in is better discussions. Men and women also bring different skills to the workplace. Together, these factors all lead to a more productive workforce. 

4. More innovation and growth

If you want to grow as a company, you’ll need to innovate. A diverse and inclusive workforce is more innovative. That’s because different points of view drive creativity and innovation. And people working in a gender-equal workforce are also more likely to spot and seize new opportunities. Which is another important driver of innovation and growth. 

5. Recognizable for customers 

Chances are, you have customers from all ages and genders. So, if you have a gender-diverse and inclusive workforce, customers can easily recognize themselves in your company. Also, it’s women who make the most purchasing decisions. So, it’s especially important for them to recognize themselves in the women working for your company. 

Eliminating gender bias: how Textmetrics can help

The five reasons we’ve listed above shows how important it is to remove gender bias in recruitment. And there are five more reasons to consider, which you can read all about here

In the meantime, you can take a giant step toward eliminating gender bias from your recruitment process. Then you’re in need of the Textmetrics platform is. It helps you write inclusive job descriptions. These will appeal to both men and women. Your job descriptions will have a more gender-neutral tone of voice and will be free of any bias. 

Curious to know more? Then get in touch. We’re here to help.