In recent years, a growing number of companies have made diversity and inclusion their number one priority. It is what their employees, customers, suppliers and society asks for. But who is in charge of the diversity and inclusion goals a company sets? For most, the answer will be HR. But, diversity and inclusion is actually a management strategy, not an HR program.
So, is HR really the department that should be in charge of D&I? Probably not. What you should do is hire a chief diversity officer.
Why do you need a chief diversity officer?
If you really want to take a step forward, you need to seriously consider hiring a chief diversity officer. Change is never easy. This certainly applies to a work culture. So, if you want to make a real change and have a more diverse workforce, investments are needed. For these investments, you’ll get a lot in return.
Being more diverse and inclusive makes the hiring process a lot easier. In a survey of jobseekers, 67% say that diversity is important to them. If you are a diverse company, it will be easier to attract and keep talented employees. Secondly, a more diverse workforce is more productive and creative. People from diverse backgrounds bring a variety of perspectives to the room. This often leads to more and better ideas. Lastly, being more diverse can really boost your reputation and positively set you apart from competitors.
What requirements should be in the job description for a chief diversity officer?
Preferably, a chief diversity officer has experience in the field of diversity and inclusion. But since this is a new field of expertise, this might be hard to find. Instead, you should look for people with the right skills for the job. A chief diversity officer has the ability to
– influence and be a change agent.
– design a strategy and deliver results.
– communicate effectively across all levels of the organization.
Someone with experience in marketing, sales or communications could be a great fit. Especially if he or she has advocated for more diversity in previous jobs. Experience in HR is not necessary to be a good chief diversity officer. Being passionate about diversity and inclusion is far more essential.
The challenges a chief diversity officer has to deal with
Diversity and inclusion plays a role throughout the whole company. This means that there is so much that a chief diversity officer is in charge of. And this makes it one of the hardest jobs out there. Issues can be found in recruitment, promotion, pay, team behavior, leadership, and day-to-day business.
How do you measure diversity and inclusion across all of these aspects? And how do you promote it? The chief diversity officer has to come up with a management strategy for this. An organization-wide plan that describes what’s necessary to reach the D&I goals that have been set.
There are many types of diversity. It’s not just race, age and gender, as some people might think. Religion, ethnicity, class, sexual orientation, disability and nationality are other dimensions of diversity. And each dimension requires a different approach.
How Textmetrics can help you with the job description for a chief diversity officer
It can be quite challenging to find a chief diversity officer. It’s a relatively new job that not everyone is familiar with. You’ll need to write a good job description to attract candidates. One that will appeal to as many people as possible. To people of all ages, and to men and women alike. A job description that a chief diversity officer would suggest writing. And one that is easy to find online.
The Textmetrics platform helps you write inclusive job descriptions for this. Job posts that have a more gender-neutral tone of voice and appeal to both men and women. And job descriptions that are free of any bias and optimized for SEO and Google for Jobs. It’s essential to reach as many people as possible. This increases your chances of finding the chief diversity officer you’re looking for.
Have you heard about data-driven recruitment yet? And what it can do for your organization? It can help you reach your diversity and inclusion goals, for example. And save you time and money. What about a smoother and easier recruitment process? Data-driven recruitment can help you do all that and more. But what is data-driven recruitment?
Data-driven recruitment is actually a very simple innovation. It uses technologies, techniques and data to analyze a large group of candidates. This makes it easier for you to find candidates with the right skills, experience and mindset to be successful. And it eliminates biases in the recruitment process. Which is exactly what you need to reach your D&I goals.
Why you need a data-driven recruitment process
Data-driven recruitment increases the quality of a hire. You no longer hire someone solely on their application letter. Instead, you analyze data from several sources to make a choice. Think of past jobs, social media and online publications. With all this data, you make better hiring decisions. And there’s more. Data-driven recruitment also means:
- You can focus more on diversity
Without knowing it, there might be some bias in your recruitment process. When candidates seem equally suitable, it’s difficult to choose between them. You might choose the younger candidate. Or the male candidate. Data-driven recruitment prevents this from happening. You choose someone solely based on data.
- You can increase productivity
It can take quite a while to hire someone. With data-driven recruitment, you reduce this time. It does so by analyzing which parts of your hiring process could be more productive. And because you invite candidates based on data. You reduce the chance that someone will disappoint at the interview stage. This saves you the time of inviting someone else.
- You can write better job descriptions
Data-driven recruitment can also help you in writing better job descriptions. These job ads are easy to understand and use inclusive language. And they are not aimed at people from a specific age or gender. In other words: they appeal to everyone in your target group.
Data-driven recruitment and Textmetrics
Do you want to implement data-driven recruitment in your hiring process? Then the Textmetrics platform is the first step. It uses algorithms based on artificial intelligence to read and analyze your job descriptions. It gives you real-time suggestions for improvements. The result:better job descriptions that are free of bias and have a gender-neutral tone of voice.
Employer branding and recruitment marketing are two terms you probably know. Maybe you already use one of them—or both—to attract as many candidates for your job as possible. This can help you reach your company’s diversity and inclusion goals. But do you know exactly which is which? While they are often seen as similar recruiting strategies, they are quite different. Employer branding defines the brand. Recruitment marketing promotes it using various channels. They are best used together, as this will give you maximum results.
Read more about these two very different strategies below.
What is employer branding?
Employer branding consists of everything to do with the reputation of your company. You want to position your company as an employer of choice. A company that talented candidates want to work at and your current employees want to keep working at. It takes time to build up that reputation. And you’ll need to set up company values and a work culture. And personality that aligns with the aspirations of these employees. You need to clearly define the unique set of benefits your company offers. As well as what you offer employees in return for their skills, capabilities and experience.
Have you successfully built a good employer brand? Then you’re communicating that your company is a good employer and a great place to work.
What is recruitment marketing?
Recruitment marketing consists of everything to do with promoting your employer brand. And delivering the right message to the right candidates. So, for successful recruitment marketing, you’ll need a strong employer brand. And to promote your employer brand, you’ll need to create a great recruitment marketing strategy. This is done by:
- Writing clear and attractive job advertisements.
- Creating interesting and engaging recruiting content, then sharing this content through different channels.
The differences between employer branding and recruitment marketing
There are three clear differences between employer branding and recruitment marketing:
- Employer branding is about defining your company’s brand. And recruitment marketing is all about promoting it using various channels.
- Your employer brand will remain pretty much the same. Recruitment marketing is constantly evolving. And you’ll need to adjust your strategy based on the latest trends and innovations.
- Your employer brand comes first. Once you’ve built your company’s reputation, you can work on your recruitment marketing strategy. Recruitment marketing can’t exist without your employer brand.
How Textmetrics can help
Building a strong employer brand requires work on all your written communication. The Textmetrics platform can be a big help here. Our augmented assistant provides you with real-time suggestions when you deviate too far from your brand identity. This allows you to ensure that all written content is consistent with your employer brand. Delivering maximum impact on the talented candidates you want to reach.
Does your company have ambitious diversity and inclusion goals? Then you probably already know about the important role job descriptions play in achieving them. A workforce can become more diverse when its job descriptions are unbiased. And understandable to everyone in the target group. With the right phrasing, everyone feels spoken to.
The findability of your job description is key. Because the more people you reach, the more potential candidates apply. This is where search engine optimization (SEO) comes in. Up next, we’ll tell you all about the importance of SEO in job descriptions.
Optimize job descriptions for SEO
People looking for a new job almost always turn to Google. It is important to have your job descriptions in the first positions. The same goes for the widely used widget Google for Jobs. A good position there can draw a lot of attention to your job descriptions. To reach those positions, using SEO in job descriptions is a must.
It is important that you know the keywords that potential candidates use when they search for job ads. You can use online tools to research this. In many cases, though, the job title—for example, “front end developer”—is a good keyword to use. To optimize your job descriptions for SEO, you then need to:
- Mention the keyword at the beginning of the title (H1) of the job description.
- Add the keyword to one of the subtitles (H2) of the job description.
- Mention the keyword in the first paragraph of the job description—preferably at the beginning of the paragraph.
- Use the keyword approximately 6 times (based on a job description of 500-600 words).
- Use some synonyms of the keyword in your job description.
SEO in job descriptions: how Textmetrics can help
So, there are quite a few things you need to pay attention to while writing job descriptions. Unfortunately, there is not always enough time for this. Luckily, the Textmetrics platform can be a big help here. It uses algorithms based on artificial intelligence to read and analyze your content. It then provides you with real-time suggestions for improvements, including how to use SEO in job descriptions.
The platform can analyze how well your job descriptions score on SEO. It points out how you can optimize it for Google for Jobs. You’ll still have to write the job ads yourself. But you’ll get the help you need. So your job descriptions have the perfect SEO score.
When we speak about more diversity and inclusion in the workforce, gender diversity is something that almost always comes up. Companies strive for more women in leadership roles, or more women in general, but struggle to succeed in doing so. Gender bias plays an important role here. And it all starts during the recruitment process.
Because to hire more women, these women first have to apply to your jobs. They will only do so if you can appeal to them and convince them that they are the candidate you’re looking for. What is the role of gender bias in recruitment? And how can a gender decoder prevent it?
Gender bias and gendered language
Gender bias in recruitment relates to the simplified judgments we make about the characteristics of jobs and the ideal candidates for them. For example, recruiters might label traits like analytical thinking and emotional thoroughness as typically male. When these traits are needed to excel in a job, they may unconsciously be looking for male candidates.
This gender bias can be spotted in the job descriptions recruiters write through the use of gendered language. They use gendered nouns and pronouns that put women off applying for certain jobs. For example, a job description may contain words like man, mankind, man-made, policeman, the common man and he, while these can easily be replaced by more gender-neutral nouns like person, people, machine-made, police officer, the average person and he or she.
The use of a gender decoder to prevents age bias
One way to prevent yourself from using gendered language, which you often do without even realizing it, is through the use of a gender decoder. It’s a tool that analyses job descriptions to help you understand the hidden implications of the language you have used. It highlights the gendered nouns and pronouns that you might have used, but also words that are associated with masculine or feminine traits, such as aggression for men and compassion for women. Unintentionally, these words contribute to a gender bias.
The Textmetrics platform
The Textmetrics platform has a built-in gender decoder that does exactly what we’ve just described. It analyses your job descriptions and gives you suggestions for a more gender-neutral tone of voice and options for words that appeal to both men and women. By doing so, you give women an equal chance to apply, and it becomes a lot easier to hire them for your jobs.