Language level B1 and CEFR

Language level B1 and CEFR

Do you receive very few responses when you post a job online? If so, this can lead to several problems. One is the very limited number of suitable candidates to choose from. Another is a lack of diversity among the candidates that do apply. It’s time to find out why so few people apply. 

Something we see often is that job ads are written at a language level that is too complex for most people to understand. Luckily, there are ways to overcome this readability issue. One is by writing job ads at language level B1

The different language levels

The Common European Framework of Reference for Languages (CEFR) distinguishes six language levels. There are three main categories (A, B, and C) and two sublevels per category. Category A is the lowest proficiency and category C is the highest. About 80% of the population can understand language level B1. Contrary to what you might think, most job ads are written at language level C1. Clearly, that’s not the way to reach most of the people in your target group. 

What to consider when writing at language level B1

Language level B1 is considered the intermediate level. When we consider reading, language level B1 means that people can understand: 

  • texts that consist mainly of everyday or job-related language;
  • the description of events, feelings, and wishes in written content. 

The most important thing for writing at language level B1 is keeping it simple. Don’t use difficult words, and keep sentences and paragraphs short. Give your job description a clear heading and subheadings. And don’t forget to add some bullet points. 

Use Textmetrics to write at language level B1

The importance of writing at language level B1 is clear. Although it might seem simple, we know that it’s actually quite difficult. Luckily, you can use the Textmetrics platform to write at language level B1. The platform uses AI algorithms to assess the readability of your job ad. And gives you real-time suggestions on how to reach the desired language level. It’s truly as easy as it sounds! You just need to follow the instructions. Before you know it, you’ll have a job description at language level B1. One that almost everyone in your target group can understand. And one that will help your company become more diverse.

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Eliminate age bias to improve culture and productivity

Eliminate age bias to improve culture and productivity

Do you treat older people the same as you do younger ones? For example, do you invite older people for interviews as often as their younger colleagues? Chances are, the honest answer is ‘no.’ The reason for this is age bias. It’s an unconscious bias or stereotype that we aren’t even aware of. Whether it’s fair or not, we often believe that it’s better to hire younger people. Biases are what our brain uses to help us make decisions more quickly. This almost makes you think that unconscious bias is a good thing. Unfortunately, the contrary is true. It can harm individuals and companies. 

The impact of age bias 

There are different unconscious biases, which all have a negative impact on how companies perform. The most significant damage age bias can do is: 

  • Lower productivity

Employees who experience bias in the workplace are nearly three times as likely to be disengaged at work. Do you stop discriminating against older—or in some cases younger—employees? Then you can seriously boost your company’s productivity. 

  • Reduce retention

Do older or younger employees perceive age bias? Then they are three times as likely to say that they plan to leave their job within a year. Retention is very important, especially in times when staff are scarce. Every good employee that leaves needs to be replaced. This takes a lot of effort and time. And you never know if you’ll be able to find someone who is equally skilled.  

  • Limit innovation 

Age bias also has a negative impact on innovation. When people feel discriminated against because of their age, they are 2.6 times less likely to share their ideas. That’s a shame because to innovate, you need everyone to contribute and share what they think. 

Use Textmetrics to eliminate age bias

Age bias is a form of unconscious bias that can be hard to recognize. It pays off to investigate whether it is an issue in your company. The consequences of age bias have quite a negative impact on a company. And you should try everything you can to eliminate it.

Textmetrics can be a big help here, especially when it comes to recruitment. Because candidates of all ages often refrain from applying if they perceive age bias in a job description.

You can use the Textmetrics platform to remove age bias from your job descriptions and all other content. The platform gives you suggestions while you’re writing. For example, words that discriminate against older people are highlighted. You can replace them with words that appeal to everyone. As a result, all your content will be free of age bias. And you’ll have taken a significant step towards eliminating age bias in your company. 

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

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.

The importance of diversity in the workplace

The importance of diversity in the workplace

How are your efforts toward building a diverse and inclusive workplace coming along? Has it been harder to reach your diversity and inclusion goals than you thought? That’s a shame. Because the importance of diversity in the workplace is beyond question. You probably already know that it increases a company’s productivity. And it also makes the company more socially relevant. On top of that, young talent is more likely to want to work for you. And you benefit from an increase in profit. But that’s not all. There are more reasons why diversity in the workplace is important. We’ll discuss these below.

Five reasons why diversity in the workplace is important

A more diverse and inclusive workplace has a number of important benefits. We list five of them below:

  • A bigger talent pool

Especially in times when staff is scarce, it’s important to have a big pool of talent to source from. If you aim to reach people from many different backgrounds, there are more potential candidates to choose from. And it’s easier to find the most talented candidate out there.

  • Happier employees

Employees feel heard and appreciated when working for a diverse and inclusive company. When they truly feel like they belong (no matter what their background is), they are more satisfied at work.

  • Innovation

People from different backgrounds bring with them various types of knowledge, experience, and ways of thinking. This will improve the innovative strength of your company.

  • Employer brand

Diversity is essential for building a strong employer brand. In particular, younger employees value a diverse workforce. The more diverse your workforce, the more applicants from different backgrounds you’ll attract.

  • Competitive advantage

Companies with a diverse workforce can respond to new developments in the market more quickly. This gives you an advantage over competitors who are less diverse and inclusive.

Use Textmetrics to build a more diverse workforce

As you have just seen, a more diverse workforce generates a lot of important advantages. At Textmetrics, we’d like to help you hire more diverse candidates. Because becoming more diverse starts with the hiring process. Our platform uses algorithms based on artificial intelligence to read and analyze your job descriptions. It then gives you real-time suggestions for improvements.

You can use the platform to write job descriptions that are free of bias. Job ads that appeal to people of all ages, genders, and backgrounds. By implementing the suggestions the platform offers, your job description will appeal to everyone in your target group. And you’ll be ready to build a truly diverse team.

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

The role of humans in data-driven recruitment

The role of humans in data-driven recruitment

Has the rise of data-driven recruitment left you feeling worried? And are you afraid that recruiters’ jobs might soon be fully taken over by artificial intelligence? Then allow us to take all your worries away. Indeed, recruitment is an industry that is heavily impacted by technology. Let’s have a look at data-driven recruitment, for example. It’s an innovation that helps you analyze candidates to recruit people with the right skills and experience. But that doesn’t mean there is nothing left for recruiters to do.

Innovations based on artificial intelligence and machine learning are very helpful, but they cannot fully replace recruiters. To hire the right candidate for a job, you need more than just technology. But technology can be a great way to decrease a recruiters workload.

Humanization in data-driven recruitment

Data-driven recruitment is great for suggesting the best candidates for a job. It analyzes resumes and candidate profiles and chooses which candidates would be best suited to the job. This increases the chances of finding the best match. And it eliminates bias from the recruitment process. But what this technology can’t do is really get to know the candidate. Is the candidate really a perfect fit for the organization? And how about the negotiations when you want to hire someone? To get the best result for the candidate and the organization, human negotiations are needed.

The human touch is also much needed to improve the candidate experience. Recruiters have a major influence on how a candidate experiences the recruitment process. Data-driven recruitment can play a part by decreasing the length of the recruitment process. But it’s the recruiter who asks the candidate how they are doing. And who lets candidates know that they’ll get back to them. And then do so in a reasonable timeframe.

Lastly, recruiters play an important role once a candidate is hired. They are the ones responsible for retaining a candidate. In times like these when staff is scarce, this is very important. Employees need to feel engaged after they are onboarded. They need to feel heard and supported. And there needs to be enough opportunity for them to develop themselves.

Textmetrics and data-driven recruitment

Data-driven recruitment is a very helpful technology to use in the recruitment process. The use of this AI-driven innovation has many benefits. You can use it to recruit people with the right skills and experience. And it eliminates bias from the recruitment process. This is especially helpful when you are trying to build a more diverse workforce. But for it to achieve the best results, recruiters still have an important role to play.

That is certainly true for the Textmetrics platform. You can use it to implement data-driven recruitment in your hiring process. You can use the platform to read and analyze the job descriptions you write. And together with the platform, you can eliminate bias from these job descriptions. Your writing will also have a more gender-neutral tone of voice. As a result, your job ads will appeal to everyone in your target audience. Just what you need to diversify your workforce and hire the very best candidate for the job.

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

Let’s talk about the B in DEIB

Let’s talk about the B in DEIB

For quite some years now, companies have put a lot of effort into building a diverse, engaged and successful workforce. A place where everyone feels welcomed and heard. Diversity and inclusion goals play an important role here. But just focusing on diversity and inclusion is not enough anymore. To create a workplace culture that welcomes everyone and attracts talent, you’ll need a DEIB program. DEIB is short for diversity, equity, inclusion and belonging. The last one, belonging, deserves some extra attention. But why does belonging matters so much in the workplace? And why is now the time to add it to your strategy? You can find out here.

What does belonging mean?

Belonging is all about inviting people to be themselves at all times. They shouldn’t need to behave differently or be a different person when at work. Instead, people should be encouraged to feel comfortable in their own skin. They must feel safe enough to bring their own ideas to the table. Because it’s the ideas and talents of a variety of people that companies benefit from. DEIB efforts are not just aimed at including everyone. They are also meant to increase company performance, innovation, and revenue.

Why does belonging matter in the workplace?

Belonging is an essential part of a DEIB strategy. A strong sense of belonging means people feel genuinely welcomed to participate. When people feel accepted and part of something, they are more willing to support one another. And to support the goals of the organization. Employee satisfaction will go up when people truly feel like they belong. This is important for retaining employees and for attracting new talent as well. Once potential candidates learn how happy current employees are, it’s more likely that they want to work for you. In times like these, when staff is scarce, this is more important than ever.

Textmetrics and DEIB

At Textmetrics, we offer a platform you can use for your DEIB program. 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 in the organization. That’s important if you want to create a culture of true belonging. And if you wish to benefit from all the advantages that has to offer.

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

Chief diversity officer: the job description

Chief diversity officer: the job description

Let’s talk about your company’s diversity and inclusion goals. How are things going? Are your goals within reach? Or does it seem impossible to be successful? If so, you might need to consider hiring a chief diversity officer. This person is responsible for reducing workplace discrimination. People of all ages, genders, races, religions, disabilities and sexual orientations should be treated equally. And they should be equally represented in your company. It’s a chief diversity officer’s job to make sure this happens. But how do you find the right person for this job? By writing the perfect chief diversity officer job description.

The chief diversity officer job description

To write a good chief diversity officer job description, you need to know what this person needs to do. And what skills are needed to perform the job.

You hire a chief diversity officer to promote equality in your company. For them to do so, it might be necessary to organize training sessions. And for the chief diversity officer to advise about the effects of discrimination. Equality issues must be brought to everyone’s attention, and it’s vital to promote change. Of course, minority employees need to feel heard, and the chief diversity officer must be easy to approach.

To be able to fulfill these tasks, the chief diversity officer needs to be:

  • A good listener;
  • Able to relate to a large group of people;
  • A confident and patient person; and
  • A good negotiator.

Besides the qualifications above, it’s advisable for a chief diversity officer to have good verbal and written communication skills.

Use Textmetrics to write a chief diversity officer job description

How do you write a chief diversity officer job description that appeals to as many people as possible? To men and women alike, and to people of all ages.

You can use the Textmetrics platform to write the perfect chief diversity officer job description. An inclusive job description with a gender-neutral tone of voice. One that contains words that appeal to both men and women. And that is free of any bias (such as age bias or gender bias).

In other words, job posts that attract diverse candidates and help you find the best candidate for the job.

Once hired, your chief diversity officer can use the Textmetrics platform as well. Because inclusive job descriptions are the first step toward the recruitment of diverse candidates. And they will make the job of a chief diversity officer a lot easier.

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

Why recruiters need to know about SEO for job descriptions

Why recruiters need to know about SEO for job descriptions

As a recruiter, you probably already know a thing or two about search engine optimization (SEO). It’s a technique your content colleagues use to improve the findability of your website on search engines like Google. But why is it important for recruiters to know about SEO as well? As you’ve probably noticed, you don’t receive as many applications as you did a couple of years ago. It’s difficult to find suitable candidates for the jobs you post. Using SEO in job descriptions can help you gain a new audience and create a new pool of candidates. Just what you need to find the right talent. And to further diversify your company’s workforce.

The benefits of SEO in job descriptions

When you post a new job online, you probably have a target group in mind. Especially when you have diversity and inclusion goals to reach. But how do you reach this target? SEO in job descriptions is the answer. It’s a great way to target the correct audience. You’ll use a search term in your job descriptions that your target group searches for online. So when they find your job ad, it’s exactly what they are looking for.

Besides optimizing your job descriptions for SEO, you should also optimize your careers page. Because nowadays, people want to read more about a company online before they apply. If jobseekers cannot find more information on your brand, many of them won’t apply. You will miss out on a lot of potential candidates.

Use Textmetrics to write SEO job descriptions

You can find plenty of information online about how to optimize your job descriptions for SEO. But since this can take up a lot of your time, Textmetrics has something for you. Our platform has a special recruitment module to write SEO-optimized job descriptions. It provides you with real-time suggestions for improvements. Perhaps you need to mention the keyword once more in your job ad. Or you forgot to add the keyword to a subtitle. If you implement all the suggestions, your job descriptions will have the perfect SEO score. And, as a result, they will be easy to find online. Just what you need to attract a diverse group of talented candidates.

​​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.

3 ways to improve your diversity recruitment strategy

3 ways to improve your diversity recruitment strategy

How are your company’s diversity efforts coming along? Do you succeed in hiring people of different backgrounds, ages, and genders? Or do your diversity and inclusion goals seem to be out of reach? If so, there is some work to be done on your diversity recruitment strategy. But diversity recruitment is not as simple as it might seem. It’s all about hiring a team that reflects the general makeup of society. Women, men, and people of all ages, races, religions, and backgrounds. But also people with different experiences, skills and knowledge. How do you reach out to all of these people? 

How improve your diversity recruitment strategy

When your diversity recruitment strategy doesn’t lead to the desired effects, something needs to be done. How else are you going to reach your diversity and inclusion goals? The three tips below can help you further improve your diversity recruitment strategy:

  • Develop an employer brand that showcases diversity

A strong employer brand that is known for valuing diversity is important. People from different backgrounds all need to feel welcome at your company. Do they see you as a company that values diversity in a team? Then it’s more likely that they will want to work for you. You can develop a strong employer brand by encouraging current employees to talk about your business. For employer branding, it’s also important to work on your written communication. That you value diversity needs to be reflected in everything you publish.

  • Use blind resumes

In recruitment, bias often sneaks in. Unintentionally, you might invite more men than women for a job interview. Or you might consider all older employees to be too experienced to work for your company. To remove this bias, you can use blind resumes. By doing so, you invite people purely based on their education, skills, and experience.

  • Remove bias from your job ads

Job descriptions are also part of the recruitment process. Here, bias prevents some groups of people from applying. Sometimes women don’t feel spoken to, or words you use discourage older people from applying. To prevent this from happening, you should use inclusive language. When you use inclusive language, you minimize the number of people who feel excluded. Things like gender bias and age bias become a thing of the past. 

Use Textmetrics to improve your diversity recruitment strategy

You can use Textmetrics platform to improve your diversity recruitment strategy. Using algorithms based on artificial intelligence, it reads and analyzes your content. And it then gives you real-time suggestions for improvements. These improvements will help you: 

  • use more inclusive language to write job descriptions that are free of bias;
  • develop the right employer brand; and
  • find the right tone of voice for everyone in your target group.

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

Diversity recruitment: what is it, and why is it so important?

Diversity recruitment: what is it, and why is it so important?

Diverse teams increase the innovativeness and creativity of companies. And they help companies achieve better results. So, building a more diverse team is what you want, right? Because it helps you reach your diversity and inclusion goals. The ones that seem more difficult to reach than you might have thought. But how do you build a team made up of people from different backgrounds, ages and genders? A team that cultivates different perspectives. And that brings diverse ideas to the table. That’s where diversity recruitment comes in. But what is diversity recruitment? And why is it so important? We’ll tell you all about that here. 

What is diversity recruitment?

Diversity recruitment is about hiring a team that reflects the general makeup of society. You hire a variety of different types of people. Men, women, and people of all ages, races, religions, and backgrounds. But also people with different experiences, skills and knowledge. You hire these candidates using a practice that is free from bias. You still wish to find the best possible candidate for a job. But while doing so, all applicants, no matter what their background is, stand an equal chance.   

Why is diversity recruitment so important?

Giving everyone an equal chance and building a diverse team is simply the right thing to do. Why should a candidate be excluded from a job because of age, gender, or race? A diverse team also brings along quite a few other benefits: 

  • There are more skills and experience in your team.
  • There is more cultural awareness in your team. 
  • You’ll have a larger and more varied candidate pool to hire from. 
  • For 67% of jobseekers, diversity is an important factor when they consider working for a company. 
  • Diverse management teams lead to 19% higher revenues. 

Diversity recruitment and Textmetrics 

From the above, it’s obvious why diversity recruitment is so important. But how do you make sure your recruitment process is free of bias? That’s where the Textmetrics platform comes in. 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 the platform to write job descriptions that are free of bias. And since bias isn’t easy to spot yourself, the platform can offer you the help you’re searching for. By implementing the suggestions the platform offers, your job ads will appeal to everyone in your target group. And you’ll be ready to build a truly diverse team.

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

How do you deal with age bias in the workplace?

How do you deal with age bias in the workplace?

It’s a sad observation, realizing there is age bias in your company. But it’s not uncommon, unfortunately. Contrary to what we wish to believe, age bias is not a thing of the past yet. In many companies, young and older workers still experience age bias in the workplace. Even in companies with ambitious diversity and inclusion goals. The examples of this are numerous. Older employees might notice that they only get to work on routine assignments. While young employees might be considered too inexperienced to get a promotion. Older candidates get invited to job interviews a lot less often because they are “too experienced”. While young candidates are bypassed because they have too “little experience”. 

The best way to deal with age bias in the workplace

So, how do you deal with this age bias in the workplace? There are a few things you can do:

  • Like many other biases, age bias can go completely unnoticed. Managers and recruiters don’t realize that there is age bias in the workplace. A prejudice, like older employees are uncomfortable with change, is hard to get rid of. So you need to tell people over and over that older workers aren’t low on energy. And that they do not lack ambition. Instead, they are full of knowledge. The same goes for thoughts on very young employees. Just because it may be their first job, doesn’t mean they have nothing to offer. What about all the fresh and new ideas they come up with?
  • In the recruitment process, in particular, you can decide to use anonymized resumes. This allows you to base your decision to invite someone for an interview solely on their experience and skills. You’ll find out how old they are, approximately, when they sit right in front of you.  

Let Textmetrics help you deal with age bias in the workplace

In recruitment, there is often another problem when it comes to age bias. Job descriptions are often written in such a way that older people, in particular, refrain from applying. You can use the Textmetrics platform to solve this problem. It analyzes your job descriptions and gives you suggestions for improvement 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. 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 recognize age bias in the workplace

How to recognize age bias in the workplace

In the modern-day workplace, age bias is a thing of the past, right? People are all treated equally, no matter how young or old they are. Because that is what needs to be the case if you are striving to become a diverse company. And if you have set ambitious diversity and inclusion goals. Unfortunately, reality often differs from the image we just created. A lot of young and old workers still experience age bias in the workplace. Young workers might hear that they are “too young” for a certain job. While senior workers hear that a company is looking for someone with “a lot of energy”. Senior workers, in particular, have a lot of trouble finding a new job. Even in times when candidates are scarce. 

6 ways to recognize age bias

Age bias is a tricky thing. Often, managers and recruiters don’t realize that there is age bias in the workplace. It can go completely unnoticed, just like many other biases do. There are six ways to spot age bias in the workplace:

  • Opportunities to learn and grow are only offered to younger employees. Senior employees are excluded from courses, training programs and conferences.
  • Challenging assignments are only offered to younger employees. Routine, unpleasant and less challenging assignments are for the senior employees to take care of.
  • Senior employees don’t receive invites to client meetings or company activities.
  • Snide comments about someone’s age. These comments might seem to be subtle and playful, but people do mean what they say. Senior employees might need to listen to jokes about their slow typing and gasps for breath when taking the stairs.
  • Sometimes, someone’s age also has an influence on raises and promotions. Although hard to prove, young and older workers might receive these less often or not at all anymore.
  • Young and older applicants are not invited for a job interview based on the age on their resume. Young candidates are considered to have too little experience. Older candidates, on the other hand, are thought of as too experienced for the job.

Use Textmetrics to remove age bias in the workplace

Age bias is a form of discrimination and has no place in the workplace. Do you recognize hidden age bias in your company? Then it’s high time you put an end to it. Textmetrics can be a big help here, especially when it comes to recruitment. Because young or older candidates often refrain from applying because there is age bias in a job description.

You can use the Textmetrics platform to remove age bias from your job descriptions. 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. 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 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.

DEIB at work—ways to increase diversity and inclusion

DEIB at work—ways to increase diversity and inclusion

How diverse is your workforce? Are people from different backgrounds treated equally? Do they have the same chances? And do you hire people from different backgrounds for new jobs? Is the answer to all these questions “yes”? Then you probably have no problem reaching your diversity and inclusion goals. Unfortunately, we know that the most common answer is “no”. Diversity and inclusion are more relevant today than ever before. We even speak about DEIB now. This is short for diversity, equity, inclusion and belonging. And it is about improving equality and success even more. But how do you successfully implement diversity and inclusion in your workforce? We will tell you all about that here.

3 ways to increase DEIB

A company that embraces DEIB wants its workforce to resemble society. Everyone in the organization needs to feel heard. And everyone should have equal opportunities to grow. To increase diversity and inclusion in the workforce, you should:

1. Eliminate bias

Bias is probably the most important thing that stands in the way of increasing diversity and inclusion. A bias is a prejudice we hold for or against a person or group. We might, for example, think that people above a certain age are too old for a job. Or that women are less suitable for a job because a lot of analytical skills are required. These prejudices are often completely unconscious. We don’t intend to exclude people. But because it does happen often, it’s worth figuring out if there is bias in your workforce.

2. Implement an inclusive HR strategy

HR plays a very important role in becoming a more diverse and inclusive company. Therefore, you cannot do without an inclusive HR strategy. It needs to describe:

  • how you will hire people from different backgrounds;
  • how you will make sure that everyone has an equal opportunity when they apply;
  • how you can retain people from different backgrounds;
  • how you will ensure that they have equal opportunities to grow in the company.

3. Hire a chief diversity officer

If you wish to see results quickly, you can opt to hire a chief diversity officer. You hire one person who is responsible for all of your diversity and inclusion efforts. The chief diversity officer is responsible for increasing diversity and inclusion in the workforce. He or she creates a work culture where all employees can be productive. Where everyone feels respected and safe in their work environment.

Textmetrics and DEIB at work

At Textmetrics, we offer a platform you can use to embrace DEIB at work. And to increase diversity and inclusion in the workforce. How? By helping you to easily improve all written communication. You can use it to write job descriptions that are free of any bias. And job descriptions that appeal to everyone in your target group. But you can also use it to create content that you distribute amongst people who already work for you. Content that appeals to all ages, genders and backgrounds, and helps you create a culture of true belonging.

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

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!

Gender bias in job descriptions—where we stand now

Gender bias in job descriptions—where we stand now

In recent years, it has become clear that companies need to focus more on diversity and inclusion. People of all backgrounds, genders, and ages need to be equally represented in an organization. And they need to have equal opportunities when they apply for a job. Most companies seem to be aware of the urgency of the matter. Which is why most set themselves ambitious diversity and inclusion goals. But despite these efforts, we still see gender bias in recruitment. Especially when we look at job descriptions, a lot remains to be done. Most job ads still have a more masculine tone of voice. They appeal to men, and they discourage women from applying.

Gender bias in recruitment

Some progress has been made when we look at gender bias in recruitment. Companies seem to understand the importance of gender-neutral language. The number of job descriptions with a more masculine tone of voice seems to be decreasing. But not as fast as you would expect it to. There are still quite a lot of industries in which a more masculine tone of voice is common. This discourages women from applying, and as a result, you’ll receive more applications from men. That’s a real shame because a gender-neutral tone of voice can easily change this. Research shows that women are more sensitive to gender-specific language use. This means that writing gender-neutral job descriptions is definitely worth the effort. And it will lead to your company receiving more applications from women.

Use Textmetrics to write more gender-neutral job descriptions

A bias can be difficult to recognize. Therefore, it can also be difficult to avoid. Because what is a “more masculine” tone of voice? At Textmetrics, we offer a platform that helps you to remove gender bias from your job descriptions. It’s very easy to use. You just write your job description and our platform will analyze your words. Does your job ad have a more masculine tone of voice? Then you can use our suggestions to change this to a gender-neutral tone of voice. You’ll end up with a job description that will appeal to both men and women. Women won’t feel excluded any longer. And the number of female hires in your company will go up. An important step toward becoming a more diverse and inclusive company.

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

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!

The time to get started with employer branding is now

The time to get started with employer branding is now

Have you noticed that it is not as easy to recruit new employees as it was a decade ago? The reason for this is twofold. Currently, there just aren’t that many people who are looking for a new job. The number of jobseekers is lower than the number of vacancies. Secondly, you’re probably more focused on diversity and inclusion now than you were 10 years ago. You don’t just want to hire the best possible candidate. You also want to build a more diverse workforce. To attract employees when jobseekers are scarce, you need to position yourself as a company people want to work for. Employer branding helps you achieve this.

The necessity of employer branding

In the years to come, the battle for talent is only going to get more intense. That’s one reason why it’s important to act now. An aging population means you’ll probably have more positions to fill in the years to come. At the same time, the number of jobseekers won’t increase. Another reason to embrace employer branding now is your diversity and inclusion goals. You have probably noticed that these aren’t easy to reach. Employer branding can make a real difference here. Jobseekers are more likely to apply to companies with a strong employer brand.

How to build a strong employer brand

It’s obvious why now is the best time to get started on building your employer brand. But how do you get on with it? By following the three tips below:

  • Be authentic

When you’re building an employer brand, it’s very important to be authentic. How does your company distinguish itself from competitors? What do you have to offer? By being honest and authentic, you can build an employer brand that truly fits your organization.

  • Let your employees speak up 

The best ambassadors for your employer brand are the people who already work for you. Ask them tell stories about what it is like to work at your company.

  • Keep in touch with candidates 

When it comes to employer branding, communication is key. It’s important to keep in touch with candidates during the application process. If you fail to do so and leave them unhappy, they might leave a bad review online. That is the last thing you want.

Let Textmetrics give you a head start

To build a strong employer brand, you need to work on all of your written communication. That’s where the Textmetrics platform comes in. You can use it to analyze all of the content you publish. Should you deviate too far from your brand identity, the platform will give you real-time suggestions to change this. As a result, you’ll know that all of your written content is consistent with your employer brand. An important step in getting started with employer branding.

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.

3 ways to ensure that a chief diversity officer is successful

3 ways to ensure that a chief diversity officer is successful

Hiring a chief diversity officer (CDO) is an important step towards becoming a more diverse company. But if you think that’s all that needs to be done, you’re mistaken. Currently, chief diversity officers don’t always receive the means and support needed to succeed. As a result, their diversity and inclusion efforts don’t lead to the desired results. And the diversity and inclusion goals still prove to be very hard to reach. This is due to a number of obstacles a chief diversity officer needs to overcome. The job of a CDO is new and unknown, and diversity and inclusion often aren’t given much priority. On top of that, they have too much responsibility and limited budgets.

3 things a chief diversity officer needs to succeed

From the above, it’s clear that simply hiring a chief diversity officer is not enough. You’ll need to invest time and money for them to be successful. Below, we’ll give you an overview of the three things a CDO needs to be successful.

1. Diversity and inclusion need to be your company’s top priority

You hire a chief diversity officer to make a significant change throughout the entire organization. However, this is only possible if diversity and inclusion are a company’s top priority. Everyone needs to be aware of the importance of becoming more diverse and inclusive.

2. A CDO needs to have enough budget

Hiring a chief diversity officer is not the only investment you need to make. The CDO also needs enough budget to spend on making the required changes. Money is needed for diversity and inclusion programs, for example. And for the efforts that are needed to build a more diverse workforce.

3. A chief diversity officer must have the skills to make a change

Does a chief diversity officer lack experience in developing and advocating for a strategic plan? Then this can be an obstacle to success. Look for candidates capable of communicating their vision. And for candidates with a proven track record of successfully implementing new projects and organizational change.

Use Textmetrics to find the best Chief Diversity Officer for your company

Do you give a chief diversity officer the means and support they need to succeed? Then they can be a real asset to your company. But how do you make sure that you hire the right person for the job? One with the skills to make a change? For one, you’ll need a very good job description. That’s where Textmetrics comes in. You can use our platform to write an inclusive job description that appeals to as many people as possible. A job post that has a gender-neutral tone of voice and appeals to both men and women. And to people of all ages. And one that can be optimized for SEO and Google for Jobs.

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

How age bias (and many more) stands in the way of diversity

How age bias (and many more) stands in the way of diversity

Nowadays, diversity is all around us. We live amongst people of different backgrounds, genders, and ages. We know that diversity in the workforce helps organizations grow. On top of that, diverse teams also make better decisions. So, becoming a more diverse company should be a top priority, right? For many companies it is. But for some reason, reaching those diversity and inclusion goals isn’t as easy as many companies think. This is often due to the so-called unconscious bias, like age bias. Outside of our conscious awareness and control, we hold associations that stand in the way of increasing diversity. 

Examples of unconscious bias like age bias

Becoming a more diverse company requires a change of the organizational culture. Obviously, this doesn’t happen overnight. To create a culture where diversity and inclusion are embraced, unconscious bias needs to be eliminated. Here are some examples of unconscious bias that have to be dealt with:

Recruiters often think that hiring people older than 50 is a risk. They are more likely to fall ill, and they aren’t very flexible anymore. Flexible in terms of their willingness to learn new skills, adapt to new technologies, and ability to work shifts.

Women are less ambitious than men. Especially when they have children, women won’t want to work full time anymore. They will want to stay home more to care for their children.

  • Discrimination based on religion

Women who wear a headscarf are very compliant and less suitable for a leadership role.

  • Discrimination based of physical condition

People with an occupational disability require a lot of extra guidance and are less productive.

If recruiters, managers and other staff are afflicted with unconscious bias, it’s hard to increase diversity. Recruiters and managers often unconsciously hire people who are like them. They claim they want a more diverse team. But, unconscious bias prevents this from happening.

Prevent age bias and increase diversity by using Textmetrics

Increasing diversity in a company starts with the recruitment process. So, this is where the impact of unconscious bias needs to be eliminated first. The Textmetrics platform can be a big help here. It promotes inclusive writing. You can use it to write job descriptions that are free of any bias. Your job descriptions have a gender-neutral tone of voice and appeal to men and women alike. And to people of all ages. They have just the right tone of voice to reach everyone in your target group. Exactly what you need to increase diversity.

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

Avoid writing mistakes with an augmented writing platform

Avoid writing mistakes with an augmented writing platform

Have you spent a lot of your time in recent years on diversity and inclusion? Then you’ve probably noticed how difficult it is to achieve your diversity and inclusion goals. An important reason for this difficulty is the language you use for the written content you publish. Job ads, newsletters, and blog posts—you write them with the intention to reach as many people as possible. Unfortunately, this is easier said than done. We often stumble over the same writing mistakes. Luckily, these mistakes can be prevented by using an augmented writing platform. Discover all there is to know about this below.

Inclusive writing with an augmented writing platform

You want to reach everyone in your target group with the content you write. And you don’t want to exclude anyone. Inclusive writing is key. If you follow the rules for inclusive writing below, your diversity and inclusion goals become a lot easier to reach. 

  • Write in a human-centered, gender-neutral way, rather than using only he/she.
  • Address the reader directly, using “you”.
  • Do not discriminate based on age or gender.
  • Avoid stereotypical words and/or associations. You use these more often than you think. Pink for women, blue for men, for example.
  • Apply the WCAG guidelines.

Three common writing mistakes

When it comes to inclusive writing, there are three common writing mistakes many of us make.

  • The language level is too difficult for everyone to understand

A lot of the written content companies publish is too difficult for most people. The language level exceeds level B1, which is the language level that most people understand. To write at language level B1, you should:

  • Use words that everyone knows.
  • Write short sentences that are easy to read.
  • Use bullet points and keep paragraphs short.
  • Use clear headings and subheadings.
  • There is bias in the content you write

Unfortunately, bias is very common. Written content frequently has a more masculine tone of voice (gender bias). This means that women don’t feel spoken to when they read it. Age bias is also very common. Especially in job ads, where older people often feel that they are encouraged not to apply.

  • The content is not accessible to everyone

Most of the content you write is published online. Approximately 25% of all internet users have a disability. These internet users might have difficulty hearing, suffer from limited eyesight, or are sensitive to light. For these people, it’s important to ensure that digital accessibility is taken care of. That’s the only way to reach everyone in your target group.

Textmetrics – your augmented writing platform

It’s clear why avoiding the three writing mistakes above is important. Inclusive writing, however, is not as easy as it might sound. There are a lot of things that you need to consider. Luckily, there is such a thing as an augmented writing platform. This can best be described as a technology that serves as a writing coach. It makes implementing the rules for inclusive writing a lot easier. 

The Textmetrics platform is an augmented writing platform that gives you suggestions on:

  • The right tone of voice for your content.
  • How to avoid bias.
  • How to write at language level B1.
  • How to avoid words that are too difficult for your target group.

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

The advantages of DEIB

The advantages of DEIB

The growth and success of your organization is largely determined by the people who work there. Therefore, everyone working at your company should feel like they belong. And diverse viewpoints should be encouraged. DEIB plays an important role here. It’s short for diversity, equity, inclusion and belonging. In a DEIB-focused workplace, everyone feels heard, recognized and respected. Diversity is embraced and all employees feel like they truly belong. This enables people to effectively contribute to the growth of the company. And that’s just one of the advantages of DEIB. Read on to discover five more.

Five advantages of DEIB

There are a number of benefits that arise when you succeed in building a DEIB-focused workplace. We’ve listed five of them below.

  • Attract more talented candidates 

As a DEIB-focused organization, you intend to hire people from different backgrounds. You’re aiming at a larger target group. It means that more people get the chance to work for your company. 

  • Increase employee engagement

Employees who feel like they belong are more engaged. They feel like they are truly part of the organization. Therefore, they are more motivated and willing to contribute to its success. Engaged employees are also more productive.

  • Foster innovation

Diverse groups of employees bring diverse and new ideas to the table. That’s what is needed to be an innovative company. Every employee has their own expertise. The more diverse a workforce is, the greater the ability to innovate. 

  • Greater productivity

Employees need to feel safe, respected and like they belong to perform to the best of their abilities. DEIB is therefore an important factor when it comes to productivity. There needs to be a sense of equity and belonging for people to engage in everyday activities. 

  • Higher employee retention

Job satisfaction is an important factor when it comes to employee retention. People can only be happy with their jobs when they feel heard, respected and like they belong. All things that are covered by DEIB. So, it’s no wonder that DEIB plays an important role here, too. 

Use Textmetrics to benefit from DEIB

At Textmetrics, we offer a platform that you can use to benefit from DEIB. It uses artificial intelligence (AI) algorithms that empower you to improve all written communication. You can use it to write content that appeals to everyone. This is important if you want to build a DEIB-focused organization. And if you wish to benefit from the advantages DEIB has to offer. 

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

Why Artificial Intelligence Is the Content Marketing Game Changer

Why Artificial Intelligence Is the Content Marketing Game Changer

The topic ofArtificial Intelligence (AI) may seem quite complex and sophisticated to some. This could be because the term is often thrown around as a trigger word to sparka reader’s interest and lure them in. Hollywood’s representation of AI is a classic example of this.

Consequently, it may come as a surprise to learn that AI algorithms (as advanced as they may be) are something we interact with on a daily basis, whether we’re aware of it or not.

For example, let’s say you need to contact your bank. You call and are greeted by a robotic voice asking you to confirm your bank details. You do so and are then automatically passed through to a call handler who has your confirmed information in front of them.

You just interacted with an AI automated system!

Not only did this process make your conversation with the call handler quicker, but it also made the call more secure. This is just one example of the strong link between Artificial Intelligence and website security.

Most machines operate through algorithms that have been set to tell them what to do at any given moment. With Artificial Intelligence, however, the machine can create its own algorithm and establish new routes to assist and advance human operations. (This is how the bank’s automated system was able to transfer you to the correct department.)

Most technology is essential to ensure the success of a company. For example, call centre software for small business is crucial to cope with the high level of communications. For many, AI software is fundamental in keeping the content marketing industry going in the right direction.

Not only can AI help us in everyday work tasks, but it also makes content marketing easier and much more efficient.

What Exactly Is AI?

The term Artificial Intelligence is used to describe a model or machine that can carry out tasks that would normally require human brain functions. This can include problem-solving, decision-making, and speech recognition.

To fully understand AI, it’s important to have a grasp of some AI software. Here, we will focus on BERT and GPT-3.

artificial-intelligence-statistics-stat1

Image Source

Bi-Directional Encoder Representations from Transformers

BERT software was created by Google. It analyzes and processes sentences and questions in context to the surrounding words, rather than word by word. 

This is greatly advanced and can be used to help businesses advance their question-answering system. This will not only make it easier to provide first-class content, but it’ll also save you time and money when running a business.

Generative Pretrained Transformer 3

GPT-3 is an autoregressive language model that uses automated learning to produce content that could pass as a human creation. The aim of this is to be so advanced that recipients aren’t aware that they’re reading text from (or interacting with) an AI software.

AI Applications

There are many Artificial Intelligence applications that can be implemented throughout a business.

However, many companies are yet to dip their toe into the AI pond. They are so occupied with their current business systems, such as cloud computing for a remote work environment that they don’t even realize how much AI could benefit them.

Here, we’ll outline some of the ways AI can change the content marketing game by making it easier to create high-quality work.

Social Media

The use of Artificial Intelligence on social media platforms is ever-growing and can change brand marketing strategies completely. In fact, it’s been estimated that the value of AI in the social SEO sphere helps you with your social media posts.

It can also offer an automated brief builder. This will cut out more than half the work required for you, and allow you to plan compelling content in minutes.

This application can also give you automated content personalization to increase traffic, and can even personalize calls to action (CTAs) depending on your audience history.

Some AI applications even help you ensure all content is aligned to present a unified brand persona. It also provides you with useful metrics which will make it easy to improve your business workflow process, and produce better performing content.

AI Copywriting

Copywriting is one of the most important factors in creating a strong marketing strategy. So, it’s no surprise that AI copywriting is one of the most popular AI processes within the marketing sector.

Although this technology may not be advanced enough to create completely original copy, it can certainly make life easier for copywriters. (So, stay calm, the machines aren’t after your job… yet.)

Successful AI copywriting requires a collaboration between the AI machine and the human copywriter.

If a copywriter gets stuck halfway through a piece of copy, AI can assist by filling in the blanks with popular terms and providing SEO service. This can always be amended by the copywriter to make it more suitable.

AI can also provide auto-generated content ideas and suggestions. This will particularly help if you’re ever faced with writer’s block.

For instance, if a writer is stumped on what topic to choose for their next article or blog post, AI can assist. The algorithm can collect data on the most popular trends and analyze whether there is a gap in those markets. This will make content marketing easier for you and help you stand out from the crowd.

As amazing as this may sound, AI copywriting has its limitations. As mentioned before, a machine is unable to produce 100% original and creative content. It’s great for helping you choose the right keywords but It’s not capable of producing unique, never-seen-before ideas. So the content it creates would be a mix of already published work. Now, if a human did that, it would be classed as plagiarizing.

Nevertheless, the advancements AI copywriting has made until now have been very significant. And, there are no doubt developments will continue to be made to eliminate drawbacks.

AI Automated Marketing Content

Predictive Analysis

Predictive analytics is normally used to estimate the likelihood of potential outcomes. This works by using existing data to create a model that can predict the outcomes of future data.

The aim of predictive analysis in a work setting is to create a personalized customer experience at every stage of the marketing process. As interests often change so quickly, this can help organizations foresee specific trends or customer behavior – and be prepared for them.

AI software can also investigate speech analytics to help you anticipate customer problems, and tackle them to eliminate bulk complaints. You can create content to help customers deal with a widespread problem. If you can give your readers what they need without having to directly ask them, you’ll be winning.

This is a revolutionary creation as it means the human behind the content can skip the research part of their job. They can put more of their time and effort into creating the best content for their audience. In turn, this could increase their website traffic and possibly boost sales.

Chatbots

It may not be well-known, but chatbots have been around for quite a long time. They may not have always been as advanced as they are now, but still, they existed.

Thanks to technology, chatbots have been greatly improved. They’re now one of the most popular communication methods which allow businesses to communicate efficiently with customers. 

This modern method of communication is an AI application that lets customers interact with a chatbot to resolve issues, ask questions, book appointments and create orders. And it doesn’t stop there. The AI system can alter and personalize the text to suit different audiences. 

An example of a successful AI chatbot app is Facebook’s Messenger. This application allows businesses across the platform to create a chatbot to respond to customers quickly and efficiently.

A chatbot is particularly popular among contact centers as the workload may sometimes just be too heavy to handle. Workers can complete more pressing tasks while the customers are being dealt with by the AI software. (This also contributes to the contact center vs call center debate, but we don’t have time to delve into that today).

Chatbot, Bot, Assistant, Support, Icon, Intelligence

And It’ll Only Get Better

It’s evident that Artificial Intelligence has paved the way for many advanced processes and has changed the content marketing game massively.

It’s already allowing us to save time in the workplace by completing the repetitive, mundane elements of creating high-quality content. Imagine what it will be able to do ten years from now.

Technology is constantly evolving and better algorithms will always be in the pipeline. So, there’s no doubt that AI will continue to advance. And who knows where it could go?

Many may fear that one day AI will be so advanced that humans will be redundant. There may soon be no need for our human brains in any trade, let alone content marketing. But until that time comes (if it ever does), AI and human beings will continue to work collaboratively to create awesome content.


Bio:

Jessica Day – Senior Director, Marketing Strategy, Dialpad

Jessica Day is the Senior Director for Marketing Strategy at Dialpad, a modern business communications platform and one of the top RingCentral alternatives that takes every kind of conversation to the next level—turning conversations into opportunities. Jessica is an expert in collaborating with multifunctional teams to execute and optimize marketing efforts, for both company and client campaigns. Here is her LinkedIn.

Headshot: Image

Three examples of gender bias in the workplace

Three examples of gender bias in the workplace

Think about your workplace and ask yourself the following questions:

  • Do you employ as many women as you do men?
  • Do you have as many women in leadership roles as you do men?
  • Do men and women earn equal salaries for the same job?

If the answer to one or more of these questions is ‘no’, that is probably due to gender bias. This is often a form of unconscious or implicit bias. And women are mostly the ones who suffer as a result of it. Gender bias occurs when someone unconsciously attributes certain attitudes and stereotypes to someone. For example, men may be considered more analytical and less emotional. As a result, they have a better chance of being considered for a leadership role.

Gender bias in the workplace is always problematic. Not only because all people deserve equal treatment and chances. But also because gender bias stands in the way of becoming a more inclusive and diverse company.

Examples of gender bias

Gender bias in the workplace takes different forms. Let’s have a look at the three examples below.

1. Gender bias in job interviews

Gender bias starts even before the interview. Recruiters decide who to invite for interviews based on application letters. From research, we know that women get invited less. When they do get invited, they’re often set different interview tasks than men. Men are more frequently given math-based interview tests, while women are given more verbal tests. Women are also more likely to be asked about parental plans and responsibilities. Men rarely have to answer these kinds of questions.

2. Gender bias and the pay gap

The pay gap is real. Women still earn less than men for doing the same job. On average, women earn 17% less than their male colleagues. The differences vary per country. In the US, it’s 21.4%, in Canada, it’s 16.1%, in the UK, it’s 17.9%, and in the Netherlands, it’s 18.9%.

3. Gender bias in job descriptions

Gender bias in job descriptions is not uncommon either. We see a lot of words in job ads that mostly appeal to men. These are words that women don’t identify with. As a result of which, they will refrain from applying. Women want to meet 100% of the qualifications asked for. If they meet less than 100%, they won’t apply. For men, meeting around 60% of the qualifications is enough to apply. You should therefore only list the qualifications that are absolutely necessary for the job. 

No more gender bias in the workplace? Use Textmetrics!

Gender bias is unfortunately still very common and a real problem. Above are just three examples, but we could list many more. To become a more diverse and inclusive company, the gender bias problem has to be tackled. You can use the Textmetrics platform to take the first step. You can use it to eliminate gender bias from your job descriptions. And write job ads with a gender-neutral tone of voice that appeals to both men and women. As a result, more women will apply. And you can answer the first question we asked at the beginning with a ‘yes’.

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

All you need to know about employer branding in recruitment

All you need to know about employer branding in recruitment

A term like employer branding isn’t automatically linked to recruitment. That’s quite strange, since it has everything to do with attracting and retaining the right employees for your company. Talented employees who are part of your target group.

Employer branding is all about positioning yourself as an employer of choice. Potential and current employees must see you as a company they want to work for (or keep working for). Building a strong employer brand plays an important role in this.

The importance of employer branding in recruitment

In recruitment, building a preferred position is important for a number of reasons. Firstly, it’s not that easy to find new employees at the moment. Talented people are scarce, and they have plenty of companies to choose from. How do you make sure they choose you? That’s right! By building a strong employer brand.

A strong employer brand also helps you reach your diversity and inclusion goals. Because in order to do so, you need to reach your entire target group. People from different backgrounds need to prefer you to other companies. For that, they need to know what makes you stand out from other employers.

How to build a strong employer brand

Employer branding is not just about communicating how great a company you are. You need to be a great company to work for. The best way to become a company like this is by asking your current employees about their experiences. You also need to answer the following question: how do you want to distinguish yourself from other companies? Do you want to position yourself as an ambitious organization striving to become a market leader? Or do you want to be the organization with the best working conditions and salary? The direction you choose also depends on the target group you’re aiming to attract.

Once decided, you need to communicate your employer brand to the world. A recruitment campaign is a good way to do this. Don’t forget about the recruitment page on your own website, either. It’s important to spread the same message across all available communication channels.

Build a strong employer brand using Textmetrics

To build a strong employer brand, you need to be consistent in the message that you spread. This requires work on all of your written communication. That’s where the Textmetrics platform can be of great use. It analyzes all of the content you publish. Do you deviate too far from your brand identity? Then the platform will give you real-time suggestions to stay on track. This means that all of your written content is consistent with your employer brand. 

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

Guest note: Creating a job listing website has never been easier with Jobmate by Wbcom Designs – the easiest to use job board theme available.

Three benefits of using an augmented writing platform

Three benefits of using an augmented writing platform

How is your company doing in the battle for talent? Are you succeeding in reaching your entire target group with your job ads? Chances are that the number of responses to your job ad is somewhat disappointing. That’s usually the case when job ads don’t appeal to an entire target group. This can occur for a number of reasons. The use of the wrong tone of voice, for example. Or the use of too much jargon. An augmented writing platform can be of help here. It’s a technology that serves as a writing coach. It prevents the issues above and more. It’s like having a virtual assistant who writes the job descriptions for you.

Why use an augmented writing platform?

Using an augmented writing platform for your job descriptions provides three important benefits. These are:

Helps remove bias from job descriptionsIn a lot of job descriptions, biases are found. In particular, gender bias and age bias are a problem. It’s mostly women and older people who don’t feel spoken to. As a result, they won’t apply. That’s a problem because you don’t want to exclude anyone. You want to reach as many people in your target group as possible.

 Avoiding biases in job descriptions is not that easy. Because how do you identify a more masculine tone of voice? An augmented writing platform can do this for you. It will give you useful suggestions to remove biases.

Helps you avoid using too much jargonWe often see the use of jargon in job descriptions. These are industry-specific words that not everyone understands. An augmented writing platform will give you suggestions to replace these words with more common, easy-to-understand alternatives.

Helps you use the right tone of voiceThe tone of voice used in your job description is important, too. You need to write in a tone of voice that appeals to your entire group. And you need to avoid using words that are too difficult for most people to understand. An augmented writing platform can help with this as well. One of the things it can do is analyze the readability of your job ad.

The Textmetrics augmented writing platform

You can use the Textmetrics augmented writing platform to write better job descriptions. Job ads that are free of biases and don’t use too much jargon. And job descriptions that have the right tone of voice to reach your entire target group. The platform uses algorithms based on artificial intelligence to read and analyze your content. And it provides you with real-time suggestions for improvements. You won’t be replaced as a writer. You’ll get the help you need to write job ads that help you reach your diversity and inclusion goals.

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

How to put DEIB as center of your recruitment strategy

How to put DEIB as center of your recruitment strategy

Over the years, conversations about diversity and inclusion in the workplace have evolved and increased. D&I has become a topic that organizations can’t ignore. It’s likely that you set yourself some ambitious diversity and inclusion goals a while ago. And maybe you’ve even reached some of them already. Recently, though, diversity and inclusion alone have proved not to be enough. So, equity and belonging were added. Put together, we now speak about DEIB. Focusing on DEIB is the only way to create a workplace where all types of people can really thrive.

DEIB and recruitment 

People need to feel equally heard (equity) and really feel like they belong (belonging). To achieve this, DEIB must be at the core of your recruitment strategy. To reach your D&I goals, you probably already focus on hiring people from different backgrounds (diversity). And you do everything you can to make them feel welcome, supported and valued (inclusion). Now let’s see how you put DEIB as a whole at the center of your recruitment strategy:

Form diverse interview panels – This is a very efficient way to reach your DEIB goals. Build a hiring committee with people from different races, ages, religions, and backgrounds. These can be people from all across the organization. It’s a great way to improve your hiring processes, which will become more diverse. It’s also a way to show applicants and current employees how committed you are to DEIB.

Review your job descriptions – Job descriptions play an important role in your recruitment strategy. In order to reach your DEIB goals, job ads need to appeal to everyone. People need to feel motivated to apply, no matter what a person’s background, age, or race is. Have a look at your recent job descriptions. Are they inclusive and free of biases? Do they have a gender-neutral tone of voice? Or do they contain certain words that appeal more to men, for example?

Provide DEIB training – Recruiters and managers involved in recruitment can benefit from some DEIB training. During recruitment, unconscious bias often sneaks in. This bias stands in the way of hiring a diverse group of people. By providing training on this subject, recruiters and managers learn to recognize this bias. This is an important step to implement DEIB in your company.

DEIB and Textmetrics

At Textmetrics, we offer a platform that uses artificial intelligence (AI) algorithms to improve all written communication. You can use it to write gender-neutral job descriptions that are free of any bias. It’s one of the ways to put DEIB at the center of your recruitment strategy. And it’s an important step in becoming a more diverse company. You can also use the platform to create content that appeals to everyone. To create a culture of true belonging.

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