Improving your diversity recruitment strategy — discover how

Improving your diversity recruitment strategy — discover how

Diversity recruitment is one of those things we’ve heard a lot about in recent years. Why? Well, there are several reasons. For starters, it fits in perfectly with the wish of many organizations to become more inclusive. To build a workforce that reflects society, you need a diversity recruitment strategy. Secondly, successful diversity recruitment has many benefits. A diverse team brings more diverse ideas to the table, helping to drive innovation. On top of that, diverse companies are more competitive and profitable. So, it’s high time to start improving your diversity recruitment strategy! 

Three ways to improve your diversity recruitment strategy 

Diversity recruitment means building a team of the most skilled and qualified people. Regardless of their gender, background, race, or religion. To improve your diversity recruitment strategy, we advise you to:

  • Target diverse candidates

So far, you have probably only posted your jobs on your company website, or a few web recruiting platforms. If this doesn’t lead to a diverse group of candidates, it’s useful to try other channels. Try posting your jobs on social media like LinkedIn, Twitter or even Instagram. There are also communities online for special interest groups operating in certain fields, such as women in technology. It’s worth finding out if you can post your jobs in these kinds of communities. 

  • Reduce bias

Bias comes naturally to us. Unconscious bias dictates the way we behave in much of our daily life. In recruitment, bias can get in the way of building a more diverse workforce. Recruiters often unintentionally hire people that they identify with. Or who fit some preconceived idea of who is suitable for the role. It’s important to minimize the impact of bias as much as possible. You can do this by providing unconscious bias training. Or by using blind resumes where all personal information is hidden. Recruiters then base their choice solely on the skills and qualities of each candidate. 

  • Use inclusive language in job descriptions 

Do you want to reach people from different backgrounds? Then your job ads need to appeal to as many people as possible, without alienating certain groups. Using an inclusive tone in your job descriptions is the solution. When people read your job ads, they need to be able to see themselves in the role. For example, job ads often have a “young” tone of voice, which can be off-putting to older people. It’s vital to reduce this effect to attract a wide range of candidates to your roles. 

Use Textmetrics to improve your diversity recruitment strategy 

The Textmetrics platform can help with your diversity recruitment strategy. Textmetrics uses algorithms to read and analyze your content, then gives you real-time suggestions for improvements. These will help you use more inclusive language in your job description. And find the right tone of voice for every occasion. With Textmetrics, you can build a truly diverse workforce and develop an employer brand that showcases that diversity.  

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

Employer branding strategies to win in the battle for talent

Employer branding strategies to win in the battle for talent

As a recruiter, you know just how difficult it currently is to find qualified candidates for your jobs. Talent is scarce, and there is a real battle for talent going on. Therefore, now more than ever, a strong employer brand is of the utmost importance. In a tight labor market, you need to position yourself as a company of choice. Candidates need to think of you as a company they really want to work for. This will also help you become a more diverse and inclusive company. Because building a strong employer brand is the way to reach everyone in your target group. As a recruiter, you can play an important role here. We’ll discuss this below.

The role recruiters play in employer branding

Building a strong employer brand doesn’t happen overnight. Therefore, recruiters might think that it’s not their job to work on it. Although they do agree that employer branding has a significant impact on hiring and organizational success. So it’s high time we have a look at what recruiters themselves can do for employer branding.

  • Post content on social media

Recruiters can work on content to be published on social media platforms, like LinkedIn, Facebook and Twitter. This content should reflect the company’s culture and values. Find ways to distinguish the organization from others. For example, by answering questions like: What unique benefits do you offer to (future) employees? Just be careful not to focus too much on recruitment. The content should be focused on sharing the employer brand.

  • Encourage current employees to speak positively about the company online

Posting on social media is also something recruiters should encourage current employees to do. When they speak positively about the company online, it will help build a strong employer brand. Current employees are seen as influencers by jobseekers. So if your current employees are enthusiastic about working at your company, jobseekers will be more likely to apply.

Use Textmetrics to build a strong employer brand

Part of the content you post on social media is written content. This content needs to reflect your employer brand. That’s easier said than done. Fortunately, technology can be a big help here. You can use the Textmetrics platform to reflect your employer brand in all of your written communication.

The Textmetrics platform analyzes what you write. And our augmented assistant provides real-time suggestions whenever you deviate too far from your brand identity. This allows you to ensure that all written content is consistent with your employer brand. And delivers maximum impact on the potential candidates you want to reach.

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

What is gender bias in the workplace?

What is gender bias in the workplace?

Bias comes in many forms and can cause us to form prejudices against others. One of the biases we often see in the workplace is gender bias. It’s the tendency to prefer one gender over another. Often, it’s men that are preferred over women. This preference is not one we intentionally hold. Most of the time, we are not even aware of gender bias. We unconsciously attribute certain attitudes and stereotypes to a gender. For example, we might think that men are stronger and have better analytical skills. While women are more caring and better at expressing themselves. These prejudices can lead to inequality in the workplace. This is the last thing you want if you strive to be a diverse and inclusive company.

Examples of gender bias in the workplace

Gender bias is most prominently visible within the workplace. Here are some examples of gender bias manifesting itself in the professional field:

  • Recruitment strategies are biased

Both male and female recruiters are twice as likely to hire men. They also invite men to job interviews more often. Even if they receive applications from equally qualified women. Recruiters are also more likely to ask women about parental responsibilities, while male candidates rarely receive these questions.

  • The gender pay gap

In many countries and companies, it is still very common for women to get paid less than men. Even if they do the exact same job. Women are also less likely to obtain upper-level roles. The glass ceiling is still very hard to break through.

  • Women are interrupted more than men

In meetings and conversations, men interrupt women more than they do men. As a result, women are more likely to be dismissed. What women have to say may not be amplified as well as what men have to say.

  • Job descriptions are biased

Even job descriptions are the victim of unconscious gender bias. The language used in job descriptions often appeals more to men than it does to women. Words like confident, decisive, strong and outspoken can discourage women from applying. They don’t recognize themselves in what is being asked for, while men do.

Use Textmetrics to overcome gender bias in the workplace

Gender bias has no place in the workplace. Especially not when you wish to become more diverse and inclusive. Or when you have ambitious diversity and inclusion goals to reach. Textmetrics can help you take the first steps to overcome gender bias in the workplace. You can use our platform to eliminate bias from your job descriptions. The platform analyzes your content and gives you suggestions for a more gender-neutral tone of voice. And it gives you options for words that appeal to both men and women. You’ll end up with job ads that appeal to both genders. It’s an important first step towards hiring more women and having a more diverse workforce.

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

How can employer branding help you in recruitment?

How can employer branding help you in recruitment?

In recruitment, employer branding is something we often overlook. However, it can have a huge impact on your company’s workforce. All companies benefit from having a strong employer brand. Because every company wants to recruit the best possible candidate for a job. Especially when the labor market is tight and it’s difficult to find talented employees. 

Employer branding is about positioning your company as an employer of choice. Candidates in your target group need to think of your company as a place they really want to work. That’s the only way to hire the most talented candidates. And to retain the ones who already work for you. Building such a reputation takes time. You need to establish company values, a work culture, and a brand personality. These need to align with the aspirations of these talented candidates. What unique benefits can you offer future employees in return for their skills and experience?

What can employer branding do for recruitment? 

It’s not that easy to create a positive employer brand. To become a company the most talented candidates want to work for takes time. But if you succeed in doing so, you can reach a number of goals that you currently can’t. In recruitment, employer branding is important

  • To compete in the battle for talent

Especially when you’re recruiting for a smaller company, the competition for talented candidates is fierce. To attract the best candidates, you need to build a strong employer brand. It’s the best way to maximize your chances in the battle for talent. Especially when you’re hiring young, talented professionals.  

  • To retain the best employees

Employees in companies with a strong employer brand are more productive, proud and happy. This is exactly what you need for employees to become brand ambassadors. When they share their experiences with their talented friends, more people will want to work for you. Happy and productive employees are also more likely to stay on longer. They might even leave positive reviews online, persuading others to apply.

Use Textmetrics to build a strong employer brand

To build a strong employer brand, you need to work on all of your written communication. That’s easier said than done. Fortunately, technology can be a big help here. You can use the Textmetrics platform to reflect your employer brand in all of your written communication. 

The Textmetrics platform analyzes what you write. And our augmented assistant provides real-time suggestions whenever you deviate too far from your brand identity. This allows you to ensure that all written content is consistent with your employer brand. And delivers maximum impact on the talented candidates you want to reach. 

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

The impact of gender bias in the workplace

The impact of gender bias in the workplace

When we discuss workplace discrimination, gender bias is one of those topics we can’t ignore. We’re sure that all companies want to treat men and women equally. Unfortunately, though, in practice, women often don’t benefit from the same opportunities. In many companies, there is still an unfair difference in the way employees are treated. This gender bias often happens unintentionally. It’s a preference or prejudice we hold toward one gender over another.

In companies, gender bias can show up in a number of ways. Perhaps managers favor their same-gender teammates. Or recruiters ask gendered questions in interviews. Often, women also get paid less than men for the same role.

How gender bias impacts the workplace

Gender bias is very common. Research in the US shows that almost half of all women surveyed have experienced gender discrimination in the workplace. We all know that there are far fewer women in leadership positions than there are men. And in some industries, it’s a challenge to find any women for roles at all. This gender bias has a very unwelcome impact on the workplace:

  • Over time, gender bias increases earning gaps and decreases the career prospects of women. It promotes the underrepresentation of women in leadership positions. Women also often receive less constructively critical feedback than men. This has an effect on their growth.
  • Men also suffer from gender bias if they stray too far from the strong masculine stereotype. When men in leadership positions ask for help, they are seen as less competent. And when they ask for parental leave, people see them as poorer workers.
  • Employees who don’t feel welcome and appreciated are more likely to leave. That’s why gender bias often leads to higher turnover rates amongst both women and men. In a time when talent is scarce, this is the last thing you’ll want. 

Overcoming gender bias using Textmetrics

When you value diversity and inclusion, gender bias has no place in your organization. To reach your diversity and inclusion goals, it’s something you have to overcome. It’s the only way to benefit from the advantages of gender diversity. Such as more innovation, creativity and productivity amongst staff. 

You can use the Textmetrics platform to write gender-neutral content. The platform analyzes your content and gives you suggestions for a more gender-neutral tone of voice. And it gives you options for words that appeal to both men and women. Should you use this for job descriptions? Then you’ll end up with job ads that appeal to both men and women. An important first step towards hiring more women and having a more balanced workforce.

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