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.

5 benefits of data-driven recruitment

5 benefits of data-driven recruitment

How often have you hired the wrong person for the job? It has probably happened a lot more often than you’d like. No less than 74% of managers and recruiters have done so at least once during their career. Wouldn’t it be great if bad hires could become a thing of the past? We’re happy to tell you that there is technology that can make hiring the right candidates easier. It’s called data-driven recruitment

Data-driven recruitment uses technologies and data to optimize the hiring process. By analyzing the data of a large talent pool, it’s easier to find candidates with the right skills. Besides that, it eliminates biases in the recruitment process. You need this if you have ambitious diversity and inclusion goals to reach.

5 reasons to opt for data-driven recruitment 

Data-driven recruitment is one of those technological developments that can make your work a lot easier. But there are more benefits than the ones we’ve mentioned above. We’ve listed the five most important ones below:

  1. No more gut-feeling decision-makingHow do you choose between two seemingly perfect candidates? You probably make a decision from your gut. This may not always be the right decision, though. Data-driven recruitment can analyze the available data for you, allowing you to make a more objective decision. 
  1. Improve the quality of a hire Data-driven recruitment can reduce the number of bad hires. But it will do more than just that. The overall quality of a hire will go up as well. You can analyze the variables that are consistent with your best hires and use them when hiring new candidates. 
  1. Decrease the time to hire You can use data-driven recruitment to gather a lot of information about potential candidates. This means you probably have to interview fewer candidates, saving you precious time. Perhaps you can also skip one round of interviews because you already know a lot about candidates.
  1. Decrease the cost per hire If you need less time for a hire, you also spend less on a hire. The cost per hire also decreases because you can analyze each hiring source. An expensive platform you post your job ad on might not lead to the best results. You can then save money by no longer advertising there.
  1. Remove bias from the hiring process We’ve already mentioned this one above. You can use data-driven recruitment to remove bias from the hiring process. Gender and age bias are still very common in recruitment. Using data eliminates the possibility of bias creeping in. 

Textmetrics and data-driven recruitment

You can use the Textmetrics platform to implement data-driven recruitment in your hiring process. The platform uses algorithms based on artificial intelligence to read and analyze your job descriptions. You’ll write better job descriptions that are free of any bias. And you’ll have a more gender-neutral tone of voice. Job ads that appeal to your whole target group. Just what you need to hire the very best candidate for the job.

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

Ageism or age bias in the recruitment process

Ageism or age bias in the recruitment process

Seen from the perspective of older workers

You want to be an inclusive and diverse company, right? That is why you have ambitious diversity and inclusion goals. Just as many other companies have done in recent years. Older workers, however, still feel discriminated against in the recruitment process. Even in times when talented employees are scarce, aged workers feel disadvantaged. And it’s all because of their age. We call this age bias. Unfortunately, ageism in the recruitment process still happens a lot. So much so that it stops older workers from trying to get a new job. This needs to change. But where exactly does it go wrong?

How older workers experience age bias in recruitment

There are several ways in which older workers experience ageism in the recruitment process:

  • Too much experience

Older workers often feel that recruiters believe they have too much experience for a job. Sometimes recruiters tell them so, and sometimes a maximum number of years of experience is mentioned in job descriptions. 

It’s common sense that older workers have a lot of experience. Why is this a bad thing? A company and its younger workers can only benefit from the experience aged workers bring to the table.

  • Being less ambitious

Just because a candidate is nearly 60 doesn’t mean he or she is not ambitious anymore. Older workers also want to be successful at what they do. They regularly feel that recruiters think otherwise. 

  • Length of time in the job

Older workers are closer to their pension age. But when they are 60, they still have some years to go. In those years, they can be great mentors for younger employees. And some might even want to retire at a later age than they legally can.

  • Language used in job descriptions

Age bias is also very common in job descriptions. Although often done unintentionally, recruiters use words and phrases that scare aged people away. They recognize the bias and the call for younger employees. So much so that they refrain from applying because they want nothing to do with that.

Prevent age bias using Textmetrics

Ageism in the recruitment process needs to stop. Older workers are just as valuable as their younger counterparts. And they deserve a fair chance in the recruitment process. You need them in order to become a more diverse and inclusive company. 

You can use Textmetrics to prevent age bias in job descriptions. Our platform gives you suggestions while writing. It signals words you shouldn’t use because they discourage older workers from applying. And it offers suggestions for alternatives to prevent any form of discrimination. Your job descriptions will be free of age bias. And you’ll receive applications from talented older people as well.

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

How age bias can make you miss out on talent

How age bias can make you miss out on talent

Have you been having trouble finding the “right person for the job” lately? Then you’re not the only one. In contrast with a few years ago, the current job market is tight. It doesn’t help that many older workers aren’t included in the recruitment process. Excluding older people doesn’t happen on purpose. But age bias does happen often. The problem is the stereotypical younger or older language used in job descriptions. Let’s have a look at what we mean by that.

Age bias in job descriptions

Your job descriptions need to appeal to everyone in your target group. This is easier said than done. Especially when it comes to age bias. You need to read between the lines to even notice that it’s happening. Let’s have a look at some examples of age bias below: 

  • You’re looking for innovative, flexible or energetic candidates. There’s nothing wrong with that, right? Well, it’s not that simple. Older people probably don’t identify with those characteristics and won’t apply.
  • Candidates need to have three to five years of experience. Or seven to ten years. By mentioning a maximum number of years, older people will feel excluded. They have a lot more experience than the years mentioned.
  • “We’re a young company” or “an ambitious start-up atmosphere.” You’re probably just trying to describe what the company is like. To older people though, this doesn’t sound very inviting. They will feel like older people aren’t welcome to “join the party.”
  • “Digital native” is a term we’ve been hearing a lot lately. Older people probably can’t identify with it. Because a digital native is a younger person who grew up with technology from an early age. You might not even be a digital native yourself!

Use Textmetrics to avoid age bias

You’re missing out on great talent due to age bias. An older person could very well be the right candidate for the job. You want to receive their applications as well. The Textmetrics platform helps you do that by giving you suggestions while you’re writing. It signals words or sentences you shouldn’t use because they discourage older candidates from applying. And it offers you suggestions for alternatives to prevent any form of discrimination. Your job descriptions will be free of age bias. And you’ll receive applications from talented older people as well.

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