We have the data, you get the best
We identified 3 top reasons why companies don’t achieve their diversity and inclusion goals
Opportunities
One of the reasons why companies don’t reach their D&I goals is because of the fact they don’t understand how important diversity and inclusion goals are. They don’t know what opportunities D&I provides (for example, diverse teams operate better than homogeneous teams), and therefore it lacks attention to reach these goals.
Lost knowledge
When experienced employees leave the organization, their knowledge and best practices are not automatically transferred to the remaining team. This means that the creation of for example job postings is often left in the hands of newcomers who may have relatively little departmental knowledge to write the best job postings.
Limited target groups
A common problem is that organizations don’t write their content inclusive enough. They don’t write gender-neutral or culturally inclusive, or they don;t use the CEFR reading levels (understandable for native speakers as well as those with a limited language proficiency). All of this automatically means that you exclude people with your content. You are only reaching a limited target group.
We identified 4 reasons why job postings do not attract diverse candidates
- People can feel excluded in communications (language, age, gender, disability, cultural or political background, lack of digital skills).
- People don’t recognize themselves in the employer. They will never get motivated to be part of your company.
- The quality and quantity of applicants can be too low due to exclusion. Wrong job drivers lead to the wrong applicants. And a wrong image can lead to incorrect expectations.
- There’s an insufficient reach or accessibility (job descriptions are not found or understood).
What Textmetrics solves
- Low quality of job texts
- Low quantity of applicants
- Insufficient quality of applicants
- No diversity among applicants
- Continuous training
- Text quality no longer reflects badly on the image of the organization
- Reduce the risk of gender and age discrimination
The 4 pillars of the Textmetrics solution
What if, instead of attracting 40% of your target group (with a male-centered posting), you could reach and motivate 80% of the target group to apply (with gender-neutral language). Or, what if people get excited about every job posting you create because they are positive, clear, and energetic instead of too complex for your target audience?
Textmetrics is a data-driven language technology platform that helps recruiters write effective and accurate job postings and helps recruitment managers steer the impact of the postings with real data. During the writing process, recruiters are supported by an AI that reads with the recruiter, analyzes the text, and, based on data-driven algorithms, provides instructions for writing better and more effective job postings.
Augmented Writing
The Textmetrics augmented writing environment generates improvements and assists your staff in writing high-quality job postings. It reads and assesses while the job postings are being written and gives suggestions on how to improve the text. This according to preset criteria which meet your company’s standards. Existing job postings can also be monitored and quality can be controlled.
Algorithms
The artificial intelligence (AI) algorithms start by analyzing and measuring your company’s lexicon.
Textmetrics contains a vast set of algorithms that are able to interpret wording and suggest changes while writing content. The AI based algorithms are able to recognize aspects such as how formal/informal the text is, how sophisticated/easy to read, how friendly, amicable, neutral, feminine, masculine, and so on. Centrally, you can select your company’s preferences and, automatically, any person who writes content will be supported to apply the selected settings.
Data
Over the past years, Textmetrics has retrieved a lot of data to make sure that our platform gives you the best possible text outcome. For instance, data to analyze whether your text or job description contains words which are more appealing to men or to women. In 2020, we started working together with Intelligence Group, which gave us access to even more data. Now we can support you in writing the best possible job texts, tailored for every job you can imagine. While writing, you’ll instantly see the top 15 job drivers you should mention to your reader. We have the data and you get the best!
Insights
Textmetrics has more to offer than writing good texts. We give your texts purpose and we co-create together with you to come to job descriptions that inspire people. Texts that motivate people to work for your company and make sure that your branding is incorporated in the messages that you will put online. Make people feel like they are already part of your company, accelerate the feeling of inclusion and make sure your texts speak to a diverse group of people. Get the insights, get the best!
What will you experience as manager or writer?
Recruiters
Recruiters are supported by an AI during writing as it reads along with them, analyzes the text being created for a given purpose, and gives advice based on data-driven algorithms. Textmetrics also analyzes whether the text contains excluding, redundant, incorrect, or unnecessary elements and indicates exactly what can be adjusted to resolve those issues (e.g., lack of gender or cultural neutrality, overly long sentences, extra or incorrect words, difficult language use).
Managers
Managers are supported by a comprehensive reporting and monitoring environment that provides continuous insight into the quality of existing job openings, employer marketing texts, and all relevant communication.
The manager can perform analyses across job openings to see how they can be better written. For example, it pulls what competitors use in their job postings, which job titles perform better than others, and what content leads to the best candidates.
Recruiters
Recruiters are supported by an AI during writing as it reads along with them, analyzes the text being created for a given purpose, and gives advice based on data-driven algorithms. Textmetrics also analyzes whether the text contains excluding, redundant, incorrect, or unnecessary elements and indicates exactly what can be adjusted to resolve those issues (e.g., lack of gender or cultural neutrality, overly long sentences, extra or incorrect words, difficult language use).
Managers
Managers are supported by a comprehensive reporting and monitoring environment that provides continuous insight into the quality of existing job openings, employer marketing texts, and all relevant communication.
The manager can perform analyses across job openings to see how they can be better written. For example, it pulls what competitors use in their job postings, which job titles perform better than others, and what content leads to the best candidates.
Examples of our algorithms
Job drivers
Findability
Branding
Job drivers
Findability
Branding
We have the data, you get the best
Achieving these kinds of improvements is actually a fairly simple calculation. When postings take all of these points and others into consideration, more and better candidates apply.
