3 reasons why DEIB is important for talent mobility

3 reasons why DEIB is important for talent mobility

Employees need to be able to make the most out of their talent, right? Therefore, they might need to move around in the organization. A talent mobility strategy can help you here. It’s about enabling employees to change positions. For this, you need to know your employees’ skills and backgrounds. And you need to determine where in the organization their skills fit best.

For employees, talent mobility is an opportunity to gain new skills and experience.

For a talent mobility strategy to be successful, you need to have a clear understanding of DEIB. Read on to discover why.

Why is DEIB important for talent mobility?

DEIB is short for diversity, equity, inclusion and belonging. It’s about building a workforce that resembles society in all its diversity of backgrounds and skills. If you combine that with a thought-out talent mobility strategy, it can lead to surprising results:

1. A company employees want to work for

Companies with DEIB policies in place are companies that employees want to work for. They do so for social and business reasons. Employees feel like they will be able to develop their skills and capabilities. And that they can grow without having to compromise who they are. So, DEIB policies are a good way to attract the best talent out there. You need it for your talent mobility strategy to be a success.

2. Increasing retention

It’s great if employees want to work for you. But it’s even better if they wish to stay for a very long time. Because for a talent mobility strategy to be successful, you need committed employees. A good DEIB policy is about building a welcoming and open workplace. A place where employees feel like they belong. This is crucial for employee retention. People want to work at a company where they feel comfortable and connected.

3 Role models to mentor junior employees

Workplaces that implement DEIB policies create great opportunities for role models to become mentors for junior employees. Actively supporting employees of different backgrounds will help them grow. And at a later point in their career, these employees will give back to others. They will give others the same chances that they had. And they will mentor them to grow, creating a cycle of talent mobility.

Textmetrics and DEIB

At Textmetrics, we offer a platform you can use to implement a DEIB policy in your workforce. It uses artificial intelligence (AI) algorithms that empower you to improve all written communication. You can use it for writing content that appeals to everyone. That’s important if you’re striving for diversity, equity, inclusion and belonging throughout your company.

Want to try Textmetrics? Click here for a free trial!

Gender bias in the recruitment process

Gender bias in the recruitment process

Gender bias in recruitment is a real problem. Across all industries, gender bias plays a role in hiring decisions. Often, recruiters don’t even know they are biased. This makes the issue even more difficult to solve. Because how do you prevent something from happening if you don’t know that it happens? What you need is for all recruiters to know what gender bias is. And how it can be prevented. This is especially important if you have set yourself ambitious diversity and inclusion goals. They can only be reached when there is no more gender bias in the recruitment process.

What is gender bias in the recruitment process?

Gender bias in recruitment refers to the discriminatory treatment of candidates based on their gender. For example, recruiters might choose a male candidate over a female candidate. This because of some characteristics they think are typical among males. Does the ideal candidate need to be an analytical thinker and emotionally thorough? Then recruiters will often select the male candidate. Even though the women who applied may be equally suitable for the job.

Ways to remove gender bias from the recruitment process

Gender bias has a negative effect on diversity within your company. And it is unfair to deny candidates the chance of getting a job based on their gender. Therefore, you should do everything you possibly can to remove gender bias from the recruitment process. Below, you can learn how to do this: 

  • Use AI in the recruitment process

AI is a technology you can use to screen, rank and grade candidates in the recruitment process. And since it is software, it can be programmed to ignore demographics like gender when analyzing candidates. 

  • Be honest with yourself

When you’re recruiting new talent, you need to be 100% honest with yourself. Is the person you’re selecting really the best candidate? Often, recruiters only realize there is a bias in their recruitment process when they really look for it.

  • Have a look at your job descriptions

Gender bias can often be spotted in the job descriptions recruiters write. This is where the recruitment process starts. So, don’t forget to have a look at these. They might contain gendered nouns and pronouns that put women (or men) off applying for certain jobs.

Textmetrics and gender bias

Using the Textmetrics platform, you can easily remove gender bias from the recruitment process. As explained above, the recruitment process starts with job descriptions. Our platform uses AI algorithms. You can use it to write job descriptions with a more gender-neutral tone of voice. These appeal to both men and women alike. Both have an equal chance to apply. And it becomes a lot easier to have a recruitment process that is free from bias.

Want to try Textmetrics? Click here for a free trial!

Use data-driven recruitment to improve the quality of a hire

Use data-driven recruitment to improve the quality of a hire

How often have you hired the wrong person for a job? And how many employees left shortly after they started because the job wasn’t the right fit for them? The answer is probably more than one. That’s because hiring is mostly based on emotions and gut feeling. Sometimes, bias can even creep in. The latter is problematic if you want to become more inclusive and diverse. For all of the above, it would be better to base hiring decisions on data.

An innovation like data-driven recruitment can be a big help here. It uses technologies, techniques and data to analyze a large group of candidates.

What is data-driven recruitment?

Currently, you choose candidates based on their application letters. With data-driven recruitment, you can collect and analyze data from several sources. Think of social media, past jobs and online publications. This information is valuable and taken into consideration when selecting candidates. You no longer decide to invite someone for an interview based on gut feeling. And there is no room for bias to creep in. You’re hiring decisions will be better. And the percentage of bad hires will decrease significantly.

How data-driven recruitment improves the quality of a hire

Hiring the very best candidates out there significantly improves the performance of your company. There is also no need to replace the best candidates shortly after you’ve hired them. Without the use of data-driven recruitment, it can be difficult to hire the best person for the job. All you have to go on are their resume, application letter and interviews. A person might seem like the perfect fit during an interview but disappoint once they get started.

With data-driven recruitment, you can use data to find out who your best hires are. What background do they have? Where did they come from? What skills do they have in common? You can use this valuable information for your next hire.

Textmetrics and data-driven recruitment

Data-driven recruitment is a very helpful innovation that can improve the quality of your hires. But to find the very best candidates, more is needed. That’s where the Textmetrics platform comes in. It uses algorithms based on artificial intelligence to read and analyze your job descriptions. And it gives you real-time suggestions for improvements. The result: better job descriptions that appeal to your whole target group. Because you need as many qualified people as possible to apply. That’s the only way to find the very best candidates out there.

Want to try Textmetrics? Click here for a free trial!

Things to consider when writing at language level B1

Things to consider when writing at language level B1

How are the diversity and inclusion goals set by your company coming along? Are the results of your efforts what you expected them to be? Or are you a bit disappointed by the progress you’re making? Maybe you need to have a look at the hiring process. And an even closer look at your job descriptions. Because these are often too complex for a large and diverse group of people to understand. Lately, the average reading level has been dropping. So, it’s not unlikely that your job descriptions are written at a level that few people can understand. 

That’s the exact opposite of what you want. Because you want to reach as many candidates as possible. To do so, you need to write your job descriptions at language level B1. But what is B1 level? And how do you write at B1 level?

The Common European Framework of Reference (CEFR)

In Europe, the CEFR specifies three language levels: A, B and C. These are divided into two sublevels: 1 and 2. Language level C2 is most difficult to understand and level A1 is the easiest to understand. About 80% of the population is able to read and understand language level B1. So keep it simple and write your job descriptions at CEFR level B1. Even if you’re looking for candidates with a university degree. They can understand a job description written at level C1. But it does require extra energy and motivation to read it. And when motivation and enthusiasm are lacking, they probably won’t apply.

How to write at language level B1?

At Textmetrics, we have researched the average language level of Dutch job descriptions. Most of them (76%) were written at language level C1. These job descriptions are too difficult for most people to understand. If you do want job descriptions at language level B1, you need to:

  • Refrain from using difficult words; instead, use words that everyone is familiar with.
  • Keep your sentences short, active and easy to read.
  • Don’t forget to give your job description a clear title and subheadings.
  • Add bullet points and keep your paragraphs short.
  • Use readable fonts and enough whitespace.

How Textmetrics can help

You need to follow the rules above to write job descriptions at language level B1. This seems pretty straightforward, but it can actually be quite challenging. Luckily, the Textmetrics platform can help you here. It uses AI algorithms to assess the readability of your job descriptions. And it gives you suggestions on how to reach the desired B1 level. This is truly as easy as it sounds. All you need to do is follow the instructions you’re given. And before you know it, you have a job description at language level B1. One that almost everyone in your target group can understand. And one that will help you become a more diverse company.

Want to try Textmetrics? Click here for a free trial!

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.