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.

Age bias —3 examples in recruitment and how to avoid it

Age bias —3 examples in recruitment and how to avoid it

Often, the labor market isn’t quite similar society. Some groups of people are underrepresented. Older workers are one of those groups. And age bias is responsible for this. In short, it means that companies—although often unintentionally—discriminate when it comes to the age of applicants. In recruitment, we see this happen very early on in the process. Job descriptions regularly discourage older people from applying. This happens in a number of different ways. It’s a real shame because older workers bring a lot of experience to your company. Diverse companies also perform better and are more innovative. All the more reason to remove age bias from the recruitment process.

3 examples of age bias in recruitment 

Age bias in recruitment starts with the job descriptions companies publish. There are a number of different ways age discrimination sneaks in here:

  • The language used

A lot of job descriptions contain words that older people don’t identify with. Think of words like energetic and vibrant. These might give older workers the impression that you are looking for someone younger. Try to use more neutral words instead. Words that appeal to people of all ages.

  • The experience asked

When it comes to experience, you should describe in neutral terms the kind of experience you’re looking for. Refrain from using numbers. Because listing a maximum number of years of experience will discourage older people from applying. They probably have a lot more experience than the 10 years you listed.

  • The necessary qualifications 

Be careful with the qualifications you list in your job description as well. Only list the qualifications that are absolutely necessary for the job. We often see graduates listed as a qualification. This might give older workers the impression the job is not meant for them.

Use Textmetrics to avoid age bias in recruitment

Above are three examples of age bias in job descriptions. In particular, the language used can be a challenge to get right. Because what are age-neutral words, so to speak? At Textmetrics, we offer a platform that can help you to eliminate age bias from your job descriptions. It’s very easy to use. The platform gives you suggestions while you’re writing. For example, words that discourage older candidates from applying are highlighted. You can replace these with words that appeal to everyone. These alternatives are suggested to prevent any form of discrimination. As a result, your job descriptions will be free of age bias. And you’ll receive applications from people of all ages.

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

How to use SEO in job descriptions

How to use SEO in job descriptions

Do you ever wonder why so few potential candidates apply to your jobs? You put all of this effort into writing good job descriptions. And you give them a prominent place on your website. But do you also optimize your job descriptions for SEO? Probably not. Most jobseekers use a search engine to look for a new job. They enter the name of the type of job they are interested in. Often, they also mention the city or region where they want to work. The results that pop up in the search engine is where your job ad needs to be listed. Preferably somewhere at the top of the page. You need to use SEO in job descriptions to make this happen.

Job descriptions optimized for SEO

Optimizing your job descriptions for SEO starts with keyword research. What keywords do job applicants search for when they are looking for a job like yours? Remember that it’s important to use the keywords your target group would use. It’s tempting to give your job a really fancy name. But if jobseekers aren’t using this to search for a similar job, they will never find your job ad.

When it comes to SEO in job descriptions, it’s important to:

  • Mention the keyword in the job title. Preferably also add the location to the job title, since a lot of jobseekers include this, too. Call the job title what it is. It shouldn’t be too long and include any jargon. Instead, you should use clear, plain language.
  • Mention the keyword in the subtitle, first paragraph and a few times in the job description. Don’t overdo it here. Keyword stuffing is not okay. Also, try to mention some synonyms and don’t use more than three to four variations of the keyword.
  • Add a page title and meta description to your job ad. And don’t forget to mention the keyword in both of them.

Use Textmetrics for SEO in job descriptions

To find the perfect candidate for your job, jobseekers need to be able to find your job ad online. Implementing SEO in job descriptions is what you need to do. It’s especially important if you wish to become a more diverse and inclusive company. Because for that to happen, you need to reach your whole target group with your job ad.

But how can you be sure that your job description is optimized for SEO? By using the Textmetrics platform! It has a special recruitment module to implement SEO in job descriptions. And it provides you with real-time suggestions for improvements. Perhaps you need to mention the keyword once more in a subtitle. The platform will give you an SEO score and will tell you exactly what to do to improve it. You’ll end up with job descriptions that have the perfect SEO score and are easy to find online.

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

Diversity recruitment – 3 ways to increase diversity in recruiting

Diversity recruitment – 3 ways to increase diversity in recruiting

Diverse teams help you become a more innovative and creative company. Which you need to achieve better results. But you probably already knew that, right? It’s likely one of the reasons why you’ve formulated your diversity and inclusion goals. Different backgrounds and perspectives in a team contribute to more diverse ideas. That’s why diversity recruitment is so important. It helps you recruit people of different genders, backgrounds, races, and religions. And people with different skills, values, experiences, and knowledge. And by doing so, you build teams full of qualified candidates.

What is diversity recruitment?

Does your workplace reflect society? By that, we mean does your staff consist of a variety of different types of people. People from different backgrounds and with different experiences. Just like the people in the surrounding society. The answer might be no. Your workforce might not be as diverse as you wish it to be. You need a diversity recruitment strategy to change this. It’s the practice of hiring candidates using a recruitment process that is free of bias. You still aim to find the best candidate out there, but you give everyone who applies an equal opportunity.

3 ways to increase diversity in recruiting

A diversity recruitment strategy is all about increasing diversity in recruiting. There are a lot of ways to implement this. We highlight three of them below.

  • Use AI to review applications 

Choosing the candidates you want to invite for a job interview isn’t always easy. A lot of people seem to be equally qualified. Often, recruiters select people, at least partly, based on their gut feeling. This is where bias can sneak in. The candidate gets an invitation based on gender, age, or race. Using artificial intelligence to review applications eliminates this bias. Choices are made on how candidates score on specific parameters (which you set in advance).

  • Develop an employer brand that showcases diversity

Wanting to hire people from different backgrounds alone is not enough. These people also need to want to work for you. You should develop an employer brand that showcases diversity. People need to see that diversity is part of your company culture.

  • Rewrite your job descriptions 

Have a look at the job descriptions you’ve posted recently. Do these really appeal to people from all backgrounds? To men and women alike? And to people of all ages? Often, job descriptions use biased language. Instead, they should use inclusive language. Because what you want is for everyone to feel spoken to. Every single person in your target group should feel motivated to apply.

Diversity recruitment and Textmetrics

You can use the Textmetrics platform to increase diversity in recruiting. Using algorithms based on artificial intelligence, it reads and analyzes your content. And it then gives you real-time suggestions for improvements. You can use these suggestions to:

  • Develop your employer brand into one that showcases your diversity.
  • Write jobs ads using more inclusive language that appeals to everyone in your target group.

These are important steps toward a more diverse and inclusive workforce. One that reflects society and outperforms less diverse competitors.

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

Inclusive writing—the importance of writing at language level B1

Inclusive writing—the importance of writing at language level B1

Do you strive to be a more inclusive and diverse company? But has this proven to be more difficult than you thought? Then you should have a look at the job descriptions you write and publish. Do they appeal to people of all backgrounds, ages, and genders? And is everyone in your target group able to understand them? In other words: do you practice inclusive writing? You might find out that the answer is no. One thing we often see is that the language used is too difficult for most people to understand. This is a relatively easy thing to solve. You should write your job descriptions at language level B1. What is that? And how do you write at language level B1? We’ll tell you all about it here.

What is language level B1?

In Europe, the Common European Framework of Reference (CEFR) specifies three language levels: A, B and C.. These are each divided into two sublevels: 1 and 2. Language level A1 is the easiest to understand and C2 is the most difficult to understand. Language level B1 is somewhat in the middle. This is the language level that most people can understand (about 60% of all people). Language level B1 can be described as:

  • straightforward standard language that is within one’s own area of expertise or interest.

It’s easy to read and understand, no matter what a person’s educational background is. That significantly increases the chances that a diverse group of people will read what you have to say.

How to write at language level B1

To write at language level B1, there are a few things you need to keep in mind:

  • Don’t use difficult words or jargon. Instead, use words that everyone knows.
  • Write short, lively sentences that are easy to read.
  • Use a clear title and subtitles.
  • Use bullet points and keep paragraphs short.
  • Choose a readable font and use enough white space.

Use Textmetrics to write understandable job descriptions

Following the rules above for writing at language level B1 seems pretty straightforward. In practice, though, they are not that easy to implement. Could you use some help? Then you should try the Textmetrics platform. 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. That sounds pretty easy, right? Well, it is! All you need to do is follow the instructions you’re given. You’ll end up with a job description at language level B1. And almost everyone in your target group will understand it. Just what you need to become a more inclusive and diverse company.

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