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!
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!
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 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 descriptions – In 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 jargon – We 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 voice – The 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.
Do you have trouble recruiting women? Then you might want to read through your job ads once more before you post them. Chances are that they exclude women. Not because you want to exclude them, but because of something we call gender bias. The words used in job ads can have a masculine tone of voice. These job ads are appealing to men, but not to women. Female applicants will feel discouraged from applying. The result: fewer women will apply. That’s the very opposite of what you want if you wish to become a more diverse and inclusive company.
Too many masculine words
Gender bias can present itself in several ways. One of them is the use of a more masculine tone of voice. Job ads with a more masculine tone of voice often contain a lot of masculine words. Examples of this are analyze, support, collaborate and determined. Job ads with these strong masculine words receive fewer applications from women. In fact, the percentage of female applicants drops by 10%. Of all the applications companies receive, only 44% will be from women when the tone of voice is masculine.
Solve gender bias – use more female-coded or neutral language
To receive more applications from women, you need to use more female-coded or neutral language. And, of course, avoid using masculine words. Words to use in job ads are share, responsibility and together. If you succeed in this, the number of female applicants increases by 10% to 54%. And there’s more. When more women apply, it becomes more likely that a woman will get the job. The same goes for more men applying. This shows how important the language used in jobs ads is when it comes to diversity and inclusion. You need to avoid gender bias in job ads if you wish to become a more diverse and inclusive company.
How to avoid gender bias in job ads
Do you want to receive more applications from women? Then you’re in need of the Textmetrics platform. You can use our platform to avoid gender bias in jobs ads. It uses algorithms based on artificial intelligence. You can use it to write job descriptions with a gender-neutral tone of voice. These will appeal to both men and women. Women won’t feel excluded any longer. And the number of female hires will go up. It’s an important step toward becoming a more diverse and inclusive company.
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