What is DEIB?

What is DEIB?

You probably know a thing or two about diversity and inclusion. But have you heard about DEIB yet? It’s short for diversity, equity, inclusion and belonging. In the workplace, diversity and inclusion is becoming more and more important. Your company probably has ambitious diversity and inclusion goals. DEIB adds two more dimensions to your D&I goals. Are you curious to know what DEIB is? And what it means for the workplace? We’ll tell you all about it.

All you need to know about DEIB

DEIB is a term you’ll be hearing more about in the months and years to come. Do you want to discover what it means for the workplace? Then it’s best to have a look at what it’s short for.


When it comes to diversity, we often focus on race and gender. But the definition of what diversity is, is much broader. It’s about the complete range of human differences. This can also be related to ethnicity, sexual orientation, social class, age and religion. At work, people of all these different backgrounds should feel welcome. The focus should not just be on bringing women and people of different races into the workplace. True diversity is so much more.


Equity has everything to do with people being heard. International research shows that 86% of employees feel people are not heard equally. Equity says that everyone should have fair and impartial opportunities in an organization. Equality can only be restored if the unheard voices can be identified.


Inclusion is creating an environment where all individuals feel welcome, supported and valued. That sounds similar to diversity, but there is a difference. Diversity is inviting everyone to the party. And inclusion is being asked to dance at the party. Being a diverse workplace is great. But people should feel included as well.


Belonging is a sense of relatedness connected to a positive relationship within a group or organization. It’s the last piece of the DEIB puzzle. And it can only be achieved when you’re doing D, E and I right. A true sense of belonging lets people know that whatever makes them diverse is welcomed and celebrated.

Textmetrics and DEIB

At Textmetrics, we offer a platform you can use to reach your D&I goals. It uses artificial intelligence (AI) algorithms that empower you to improve all written communication. You can use it for writing inclusive job descriptions that appeal to everyone in your target group. A great asset for the hiring process. Because, becoming more diverse starts with hiring people from different backgrounds. But it’s also great for all other written communication. DEIB needs to be implemented throughout the entire organization.

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

3 benefits of data-driven recruitment

3 benefits of data-driven recruitment

You always want to hire the best candidates for the job, right? So, wouldn’t it be excellent if there was a technology that could help you do just that? Well, we’ve got good news for you. That technology exists. It’s called data-driven recruitment, and it is a lot easier than it might sound. It uses technologies, techniques and data to analyze a large group of candidates. This makes it easier for you to find candidates with the right skills, experience and mindset to be successful. On top of that, it eliminates biases in the recruitment process. Has your company set ambitious diversity and inclusion goals? Then you can’t do without data-driven recruitment.

The benefits of data-driven recruitment

Data-driven recruitment changes the way you select candidates. Before, you would decide who to invite based on their application letters. Now you can use data. By doing so, data-driven recruitment creates a number of important benefits:

  • You make decisions based on facts

Who do you choose when you have two equally qualified people in front of you? The one you feel fits best in the company. But is that the right choice? Or is it based on some bias? Perhaps a belief that the younger person will probably perform better than the older one? Or that the male is better than the female? You can use data-driven recruitment to make a choice here based on data. And so, a choice based on the facts.

  • You decrease hiring costs

You can also use data-driven recruitment to decrease hiring costs. Perhaps those expensive platforms you post your job descriptions on don’t lead to the best results. You can save a lot of money if you no longer advertise on those. Data-driven recruitment also speeds up the recruitment process. Less time spent on a hire means less money spent as well.

  • You improve the experience for candidates

Hiring processes can be quite intense for candidates to go through. What if candidates repeatedly drop off at the same point? You can use data-driven recruitment to find out why that is. What roadblocks stop talented candidates from completing the application process? Once you know, you can improve the experience for candidates. And as a result, you will receive more applications from talented candidates.

Data-driven recruitment and Textmetrics

Do you want to implement data-driven recruitment in your hiring process? Then why not start with the Textmetrics platform? Data-driven recruitment gives you the tools you need to hire the best candidates. Part of that is writing job descriptions that appeal to your whole target group. The Textmetrics platform uses algorithms based on artificial intelligence to help you do just that. You’ll write better job descriptions that are free of any bias. And have a more gender-neutral tone of voice. Just what you need to hire the very best candidate for the job.

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

SEO in job descriptions—use relevant keywords

SEO in job descriptions—use relevant keywords

People looking for a new job often start their search on one of the well-known search engines. What does this mean for you? Your job descriptions must be easy to find online. This is especially important if you’re striving to be an inclusive and diverse company. Because to become this type of workplace, your job ads need to attract a diverse group of candidates. And for that, you’ll need to reach as many people as possible. It’s the only way to receive applications from qualified candidates from different backgrounds.

To achieve the above, you need search engine optimization (SEO). Because using SEO in job descriptions makes them easy to find in search engines like Google and Bing.

SEO in job descriptions – use relevant keywords

How do you go about SEO in job descriptions? And what is the most essential thing to consider? That would be the use of the right keywords. Do you want to determine what these are? Then you need to find out what job titles candidates in your target group search for. You can use SEO tools for this. Examples of these tools are Google Keyword Planner, Google Trends or KeywordTool.io. You can also ask yourself the following questions:

  • How do people in this industry describe their work?
  • How would people search for their position on a job board?
  • What are similar job titles for this position?
  • Is there a more specific job title to describe this position?

Have you found the job title or keyword that most people in your target group would search for? Then you need to:

  • Mention the keyword at the beginning of the title (H1) of the job description.
  • Add the keyword to one of the subtitles (H2) of the job description.
  • Mention the keyword in the first paragraph of the job description—preferably at the beginning.
  • Use the keyword approximately six times (based on a job description of 500–600 words).
  • Use some synonyms of the keyword in your job description.

Don’t forget to also include the location of your company’s office. People often add the name of their target city or region in their search terms.

Textmetrics and SEO in job descriptions

You can use the Textmetrics platform to optimize your job ads for SEO. It provides you with real-time suggestions for improvements. Perhaps you need to mention the keyword once more in a subtitle. Or add a synonym of the keyword to your job ad. You’ll end up with job descriptions that have the perfect SEO score and are easy to find online. Just what you need to attract a diverse group of talented candidates.

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

Why employer branding matters in recruitment

Why employer branding matters in recruitment

What does employer branding have to do with recruitment, you might wonder? Probably a lot more than you think. Research shows that 69% of jobseekers say they would reject a job offer from a company with a bad reputation. And 95% of jobseekers consider the reputation of a company important when exploring career opportunities. So, do you want to be a company everyone wants to work for? Then you need to build a strong employer brand. You can use employer branding to reach as many candidates as possible.

What is employer branding?

Employer branding has everything to do with the reputation of your company. Do you want to be a company that talented candidates want to work for? Then you can’t do without a strong employer brand. You need to be an employer of choice. This is also true for the people who already work for you. They are less likely to leave when you have a good reputation.

To build a good reputation, you need to do the following:

  • Establish company values, a positive work culture, and a company personality that aligns with the aspirations of talented candidates.
  • Define what unique set of benefits you offer employees in return for their skills, capabilities and experience.

Why does employer branding matter in recruitment?

Currently, there is a war for talent going on. Therefore, it’s even more difficult to attract talented candidates for your job openings. Your good reputation can persuade jobseekers to choose you over other companies.

You can also use employer branding to retain the employees who already work for you. Employees working at companies with a good reputation are happier and proud, and they become real ambassadors. They are more productive and less likely to leave. They tell their talented friends about how much they enjoy their work. And some even leave positive reviews online. This might inspire talented candidates to apply at your company when there is a job opening.

How Textmetrics can help with your employer branding

To build a strong employer brand, you need to work on all your written communication. That’s a lot of work. The Textmetrics platform can be of great help here. The platform analyzes all of the content you publish. And it provides you with real-time suggestions when your writing deviates too far from your brand identity. That way, you’ll know that all of your written content is consistent with your employer brand. Delivering maximum impact on the talented candidates you want to reach.

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

All there is to know about diversity recruitment

All there is to know about diversity recruitment

You’ve probably realized that being diverse and inclusive is no longer just the right thing to do. Sure, diversity is a topic society expects companies to care about. But that’s not the only reason why you should set ambitious diversity and inclusion goals. Employees also favor diverse organizations over competitors that are less diverse. So, in the battle for talent, diversity plays a very important role. On top of that, the more diverse your workplace, the more productive and creative your employees. Surely, those are enough reasons to focus on diversity even more. 

But how can you make your workforce more diverse? That’s where diversity recruitment comes in. 

What is diversity recruitment?

Diversity recruitment is a strategy to actively seek out job candidates who are from diverse backgrounds. You want a workforce that looks like society. So, the hiring process needs to be more inclusive. All candidates who apply need to have an equal opportunity to be hired. No matter what their age, race, gender, religion or sexual orientation. 

To achieve diversity in the workforce, you’ll need a hiring process free from biases. Although usually unintentional, there is often bias in the hiring process. For example, job descriptions often have a more masculine tone of voice. As a result, fewer women apply. And they contain words and sentences that discourage older people from applying. 

For more diversity in the workforce, a successful diversity recruitment strategy is key. You need a more diverse candidate pool to hire talented candidates from. 

Why is diversity recruitment so important?

Diversity recruitment is important for several reasons, some of which we’ve already mentioned above. Your employees are more productive and creative. They perform better and are better at solving problems. Diverse companies are also more profitable and innovative. There is a broader range of skills and experiences present in the company. And there is also more language and cultural awareness. And people prefer working at a company that is diverse. This means it’s easier to find the talented people you’re looking for.

Textmetrics and diversity recruitment 

For diversity recruitment, you’ll need a hiring process that is free of biases. Job descriptions are often unintentionally biased, with age and gender being the most common forms. Women and older people are often discouraged from applying. This has to do with the language used. It often isn’t inclusive. 

The Textmetrics platform can help you write job descriptions using more inclusive language. This means that your writing is free of biases. To achieve this, the platform uses algorithms based on artificial intelligence to read and analyze your content. You’ll then receive real-time suggestions for improvements. Your content will appeal to people of all ages. And to men and women alike. You don’t exclude anyone anymore. And your job ads have the right tone of voice for everyone in your target group.

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