The dos and don’ts of employer branding

The dos and don’ts of employer branding

You might not realize it, but employer branding plays an important role in the recruitment process. It helps you attract and retain a diverse group of employees. And that the only way to reach your ambitious diversity and inclusion goals. Which often turns out to be more challenging than you might have thought.

In recruitment, employer branding refers to the way your company is perceived by employees and candidates. If you have a good reputation, more jobseekers will decide to apply for one of your jobs. Likewise, if you have a bad reputation, you’ll notice that finding new candidates is quite a challenge. It’s time to really focus on building a firm employer brand.

The don’ts of employer branding

We will begin with the don’ts of employer branding. We’ve listed three of them below.

·  Don’t ignore online reviews

The power of online reviews and social media is one you cannot underestimate. Jobseekers find more value in these than in the information on your website. You should invest time into monitoring and responding to online reviews. Do respond when a bad review comes in and explain your side of the story.

·  Don’t forget about your website

A candidate that is about to apply will probably visit your website to find out more about your company. So, make sure that the information they are looking for is there and easy to find. You should also make sure that the information is up to date. Especially on the About us and Career pages. Those are the pages jobseekers will definitely have a look at. 

·  Don’t set it and forget it

Your employer brand is never done. A year from now, your business might look a lot different. So don’t think you’re done once you’ve created a strong employer brand. Your employer brand is constantly evolving. So, you need to keep updating it and not forget about it. 

The dos of employer branding

Next up are the things you should do if you want to build a firm employer brand. We’ve listed three of them below.

·  Do use your employees

Can you think of anyone better to tell your story than your employees? They are the best way for candidates to get to know your company. Ask employees to share stories of their experiences at your company. What do they do on a daily basis? What training did they receive? And how would they describe the company culture? Share these stories online for jobseekers to find.

·  Do use social media to share your employer brand

A lot of jobseekers use social media to find out more about your company. Make sure you have a social media presence and use it to convey your employer brand. You can share the stories of your employees here (as we just discussed above). Don’t forget to ask your employees to share these stories on their social media channels as well. You’ll reach a lot more people when they do so.

·  Do show authenticity

You can only build a firm employer brand when you’re honest, truthful and transparent. Jobseekers will know when you’re not telling the truth. Or when you’ll ask employees to say positive things that aren’t true. And if they do start to work for you, they will soon find out anyway. And they will walk out the door before you know it.

How Textmetrics can help with employer branding

From the above, it’s clear what the dos and don’ts of employer branding are. But how can you implement this in the hiring process? Using the Textmetrics platform is a good way to start. The platform analyzes what you write. And our augmented assistant provides you with real-time suggestions when you deviate too far from your brand identity. All your written content will be consistent with your employer brand.

The dos and don’ts for SEO in job descriptions

The dos and don’ts for SEO in job descriptions

Have you just posted a job online? And do you want to attract a diverse group of candidates? Find the best possible candidate? Then your job needs to be easy to find online. You’ll need search engine optimization (SEO) to achieve this. Because using SEO in job descriptions makes them findable in search engines like Google and Bing. Do you want to reach as many people as possible? Then your job ads need to be easy to find for everyone.

But how do you optimize your job descriptions for SEO? Read about the dos and don’ts below.

Keywords dos and don’ts

Keywords are an important part of SEO. They are the words people use to search on search engines. So, SEO in job descriptions means you use keywords in your ad that are related to the job. What keywords will people search for? Those are the ones to use. There are also tools you can use to help choose the best keywords. Use these keywords a number of times in your job description. And don’t forget to mention them in the title and some headings.

Don’t stuff your job descriptions with keywords. Search engines notice it when you repeat them to many times. This will have a bad impact on your ranking. Mentioning your keywords once or twice per paragraph is enough.

Readability dos and don’ts

Readability is important for readers and search engines. Long lists of nice-to-have qualifications in job descriptions confuse candidates. Just like walls of text without spaces and bullets do. For search engines, these are a don’t as well. Instead, you should create brief job descriptions with clear headings.

You do want to create a visual experience. Search engines don’t just look at written content. They also value pages that are visually attractive. Just like readers do.

Job titles dos and don’ts

What you don’t want to do is write a complicated job title. It’s tempting to create a fun or lengthy job title. But people probably won’t search for those on search engines. The result? Potential candidates won’t be able to find your job ad. Do you want to score with SEO in job descriptions? Then you need to keep your job titles short and simple. 

Something else that you need to do is rely on local SEO. You need to add a location as SEO keyword to your job title. People often add the place they want to work in or near to their search query. So do mention the location with your keyword a couple of times. It’s an SEO tactic that can significantly increase the findability of your job ad.

SEO in job descriptions and Textmetrics

The Textmetrics platform has a special recruitment module for SEO in job descriptions. It helps you do several things. Like writing job ads that are optimized for SEO. And descriptions that don’t exclude anyone, but include the right job motivators. And job ads that are perfect for Google for Jobs. You’ll end up with job descriptions that are easy to find online. Just what you need to attract a diverse group of talented candidates.

3 tips to improve your diversity recruitment strategy

3 tips to improve your diversity recruitment strategy

Are you struggling to reach your diversity and inclusion goals? Then you might need to improve your diversity recruitment strategy. Diversity recruitment is all about hiring a diverse range of people. And it’s not as easy as it might sound. Because how do you reach people from all ages, genders and races? And people who are also diverse in terms of their skills, education and experience? We’ll tell you all about it here. Discover our three tips to improve your diversity recruitment strategy.

How to improve your diversity recruitment strategy?

  1. Write inclusive job descriptions 

Research shows that most job descriptions don’t contain diverse and inclusive language. You need this to reach a diverse group of people. Currently, job descriptions often contain more masculine words (gender bias). As a result, women aren’t very likely to apply. Another problem is age bias, which mostly excludes older people. Inclusive language helps you out. You’ll end up with job descriptions that appeal to people of all ages and genders.  

  1. Create an employer brand that showcases your diversity

Most people who apply for a job research the company before doing so. It is important to show how diverse your company is. Because this diversity is an important factor in people’s decision to apply or not. So, what you need is a strong employer brand that is known for valuing diversity. Your employees play an important role here. You can use their stories and experiences to show how diverse your workforce is. 

  1. Proactively approach underrepresented candidates

If candidates from different backgrounds don’t come to you, you can always go to them. You can use social media platforms, like LinkedIn, to proactively reach out to a diverse group of applicants. It doesn’t hurt to take matters into your own hands. It’s a good first step to make your company more diverse.

How Textmetrics can help with your diversity recruitment strategy

The Textmetrics platform can help with your diversity recruitment strategy. For this, it uses algorithms to read and analyze your content. You’ll then receive real-time suggestions for improvements. These will guide you to use more inclusive language in your job descriptions. It also helps you develop an employer brand that showcases your diversity. Lastly, it assists with using the right tone of voice for everyone in your target group.

Curious about what that would mean for your diversity recruitment strategy? We’d love to tell you all about it.

Everything you need to know about employer branding

Everything you need to know about employer branding

You want to be a company everyone wants to work at, right? That way, you’ll always attract the most talented employees. People of different backgrounds, genders and ages. Because diversity in the workforce is important. It’s good for profit and innovation. And it helps you reach your diversity and inclusion goals. To become a company people want to work for requires some work. There is something you need to be excellent at. We call it employer branding.

  • What is this? 
  • Why does it matter? 
  • How do you build an employer brand? 

We’ll tell you everything you need to know below. 

What is employer branding?

Your employer brand is what makes it stand out. Why do talented candidates want to work for you? Employer branding is all about reputation. To build a good reputation, you need to work on promoting your company. Potential candidates need to know why working at your company is better than working at others. 

Why does employer branding matter?

It’s getting harder to attract candidates for your job openings. And you ideally want the most talented candidates for the job. You need to stand out from the crowd. You need to be a company they want to work for due to your reputation. Your employer brand needs to be stronger than that of the competition.

How do you build an employer brand?

An employer brand is built on a foundation of great communication. You need to have a well-written career site. Here, candidates will read about why they should join your organization. What unique policies, programs and benefits do you offer? Testimonials and stories from employees who already work for you are also essential to building your employer brand. The same goes for clear job descriptions. You want them to be convincing and appealing. They should be written in such a way that everyone in your target group feels compelled to apply. 

Textmetrics and employer branding

Employer branding requires work on all your written communication. The Textmetrics platform can be of great help here. The platform analyzes your content. Then provides you with real-time suggestions when you deviate too far from your brand identity. This way, you’ll know that all written content is consistent with your employer brand. Delivering maximum impact on the talented candidates you want to reach.

Warum B1 für Stellenbeschreibungen wichtig ist

Warum B1 für Stellenbeschreibungen wichtig ist

Vier tipps um die Lesbarkeit ihrer Stellenanzeigen zu verbessern

Bekommen Sie weniger Antworten auf Ihre Stellenbeschreibungen als erwartet? Vielleicht liegt es daran, dass nur wenige Menschen sie verstehen können. Die verwendete Sprache könnte zu schwierig sein. Das durchschnittliche Leseniveau sinkt und das wirkt sich auf die Zahl der Leser aus. Denn wie viele andere Unternehmen wollen auch Sie wahrscheinlich eine vielfältigere und integrativere Belegschaft. und das beginnt mit Stellenanzeigen, die jeder verstehen kann. Das bedeutet, Stellenanzeigen zu erstellen die auf B1-Niveau geschrieben sind. Hierzu müssen sie die folgenden Tipps befolgen!

Dies ist der zweite von zwei Artikeln, in denen wir Ihnen vier Tipps zum Verfassen barrierefreier Stellenbeschreibungen geben. Lesen sie weiter um die nächsten vier tipps zu entdecken.

1. Verwenden sie kürzere Wörter

Wörter die mehrere Silben haben sind schwerer zu lesen, vor allem für Menschen mit Leseschwäche, wie z.b. Legasthenieker. Dass heisst sie sollten lange Wörter mit kürzeren Synonymen ersetzen.

Hier einige Beispiele:

  • ‘Bedürfnis’ statt ‘Anforderung’.
  • ‘Team’ statt ‘Personal’.
  • ‘Über“ statt ‘bezüglich’.

Für viele mehrsilbige Wörter gibt es ein kürzeres Synonym. Manchmal braucht es nur ein wenig Zeit um sie zu entdecken.

2. Vermeiden sie Jargon wenn möglich

Jargon kann es Menschen schwer machen Stellenanzeigen zu verstehen. Vielleicht verwenden Sie häufig Branchenjargon weil Sie daran gewöhnt sind. Für Außenstehende könnten diese Begriffe völlig unbekannt sein. So können sie ungewollt Menschen ausschließen, nur weil sie den Jargon nicht kennen.

3. Verwenden sie Integrative Sprache

Sie wollen alle motivieren sich zu bewerben. Männer, Frauen, und Menschen aller Altersgruppen und Ethnien. Nur so können Sie Ihre Ziele in Bezug auf Vielfalt und Integration erreichen.

Um dies zu erreichen, müssen Ihre Stellenanzeigen frei von Vorurteilen sein. Oft werden ältere Menschen in Stellenanzeigen ausgeschlossen, und haben einen eher maskulinen Tonfall. Diese alters- und geschlechtsspezifischen Vorurteile sind nicht integrativ und müssen vermieden werden. Sie müssen in einer Weise schreiben die alle anspricht, und zwar auf einem verständlichen B1-Niveau.

4. Schreiben Sie so wie Sie sprechen

Um die Lesbarkeit einer Stellenbeschreibung zu verbessern, sollten Sie so schreiben wie Sie sprechen. Eine Möglichkeit um dies zu tun besteht darin Fragen zu stellen. Genauso wie Sie den Bewerbern bei einem Vorstellungsgespräch Fragen stellen würden. Eine andere Strategie ist das Schreiben in der ersten und zweiten Person. Sie können dies erreichen, indem Sie “wir” oder “unser” (erste Person), und “Sie” und “Ihr” (zweite Person) in Ihren Stellenanzeigen verwenden. Genau so wie Sie es tun wenn Sie persönlich mit Menschen sprechen.

Wie Textmetrics beim Schreiben auf B1-Niveau helfen kann

Wir haben ihnen vier tipps gezeigt mit welchen sie die Lesbarkeit ihrer Stellenanzeigen verbessern können. In diesem Artikel  haben wir noch vier weitere für Sie. Brauchen sie etwas Hilfe? Die Textmetrics Plattform kann ihnen helfen. Die Plattform verwendet KI-Algorithmen um die Lesbarkeit ihrer Stellenbeschreibung zu bewerten, und um ihnen Vorschläge zu liefern um B1 level zu erreichen. All dies um die Lesefreundlichkeit zu verbessern. Infolgedessen werden sich mehr Menschen bewerben, und es wird leichter sein, Ihre D&I-Ziele zu erreichen.