Let’s talk about the B in DEIB

Let’s talk about the B in DEIB

For quite some years now, companies have put a lot of effort into building a diverse, engaged and successful workforce. A place where everyone feels welcomed and heard. Diversity and inclusion goals play an important role here. But just focusing on diversity and inclusion is not enough anymore. To create a workplace culture that welcomes everyone and attracts talent, you’ll need a DEIB program. DEIB is short for diversity, equity, inclusion and belonging. The last one, belonging, deserves some extra attention. But why does belonging matters so much in the workplace? And why is now the time to add it to your strategy? You can find out here.

What does belonging mean?

Belonging is all about inviting people to be themselves at all times. They shouldn’t need to behave differently or be a different person when at work. Instead, people should be encouraged to feel comfortable in their own skin. They must feel safe enough to bring their own ideas to the table. Because it’s the ideas and talents of a variety of people that companies benefit from. DEIB efforts are not just aimed at including everyone. They are also meant to increase company performance, innovation, and revenue.

Why does belonging matter in the workplace?

Belonging is an essential part of a DEIB strategy. A strong sense of belonging means people feel genuinely welcomed to participate. When people feel accepted and part of something, they are more willing to support one another. And to support the goals of the organization. Employee satisfaction will go up when people truly feel like they belong. This is important for retaining employees and for attracting new talent as well. Once potential candidates learn how happy current employees are, it’s more likely that they want to work for you. In times like these, when staff is scarce, this is more important than ever.

Textmetrics and DEIB

At Textmetrics, we offer a platform you can use for your DEIB program. It uses artificial intelligence (AI) algorithms that empower you to improve all written communication. You can use it for writing content that appeals to everyone in the organization. That’s important if you want to create a culture of true belonging. And if you wish to benefit from all the advantages that has to offer.

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

3 ways to improve your diversity recruitment strategy

3 ways to improve your diversity recruitment strategy

How are your company’s diversity efforts coming along? Do you succeed in hiring people of different backgrounds, ages, and genders? Or do your diversity and inclusion goals seem to be out of reach? If so, there is some work to be done on your diversity recruitment strategy. But diversity recruitment is not as simple as it might seem. It’s all about hiring a team that reflects the general makeup of society. Women, men, and people of all ages, races, religions, and backgrounds. But also people with different experiences, skills and knowledge. How do you reach out to all of these people? 

How improve your diversity recruitment strategy

When your diversity recruitment strategy doesn’t lead to the desired effects, something needs to be done. How else are you going to reach your diversity and inclusion goals? The three tips below can help you further improve your diversity recruitment strategy:

  • Develop an employer brand that showcases diversity

A strong employer brand that is known for valuing diversity is important. People from different backgrounds all need to feel welcome at your company. Do they see you as a company that values diversity in a team? Then it’s more likely that they will want to work for you. You can develop a strong employer brand by encouraging current employees to talk about your business. For employer branding, it’s also important to work on your written communication. That you value diversity needs to be reflected in everything you publish.

  • Use blind resumes

In recruitment, bias often sneaks in. Unintentionally, you might invite more men than women for a job interview. Or you might consider all older employees to be too experienced to work for your company. To remove this bias, you can use blind resumes. By doing so, you invite people purely based on their education, skills, and experience.

  • Remove bias from your job ads

Job descriptions are also part of the recruitment process. Here, bias prevents some groups of people from applying. Sometimes women don’t feel spoken to, or words you use discourage older people from applying. To prevent this from happening, you should use inclusive language. When you use inclusive language, you minimize the number of people who feel excluded. Things like gender bias and age bias become a thing of the past. 

Use Textmetrics to improve your diversity recruitment strategy

You can use Textmetrics platform to improve your diversity recruitment strategy. Using algorithms based on artificial intelligence, it reads and analyzes your content. And it then gives you real-time suggestions for improvements. These improvements will help you: 

  • use more inclusive language to write job descriptions that are free of bias;
  • develop the right employer brand; and
  • find the right tone of voice for everyone in your target group.

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

How can employer branding help you in recruitment?

How can employer branding help you in recruitment?

In recruitment, employer branding is something we often overlook. However, it can have a huge impact on your company’s workforce. All companies benefit from having a strong employer brand. Because every company wants to recruit the best possible candidate for a job. Especially when the labor market is tight and it’s difficult to find talented employees. 

Employer branding is about positioning your company as an employer of choice. Candidates in your target group need to think of your company as a place they really want to work. That’s the only way to hire the most talented candidates. And to retain the ones who already work for you. Building such a reputation takes time. You need to establish company values, a work culture, and a brand personality. These need to align with the aspirations of these talented candidates. What unique benefits can you offer future employees in return for their skills and experience?

What can employer branding do for recruitment? 

It’s not that easy to create a positive employer brand. To become a company the most talented candidates want to work for takes time. But if you succeed in doing so, you can reach a number of goals that you currently can’t. In recruitment, employer branding is important

  • To compete in the battle for talent

Especially when you’re recruiting for a smaller company, the competition for talented candidates is fierce. To attract the best candidates, you need to build a strong employer brand. It’s the best way to maximize your chances in the battle for talent. Especially when you’re hiring young, talented professionals.  

  • To retain the best employees

Employees in companies with a strong employer brand are more productive, proud and happy. This is exactly what you need for employees to become brand ambassadors. When they share their experiences with their talented friends, more people will want to work for you. Happy and productive employees are also more likely to stay on longer. They might even leave positive reviews online, persuading others to apply.

Use Textmetrics to build a strong employer brand

To build a strong employer brand, you need to work on all of your written communication. That’s easier said than done. Fortunately, technology can be a big help here. You can use the Textmetrics platform to reflect your employer brand in all of your written communication. 

The Textmetrics platform analyzes what you write. And our augmented assistant provides real-time suggestions whenever you deviate too far from your brand identity. This allows you to ensure that all written content is consistent with your employer brand. And delivers maximum impact on the talented candidates you want to reach. 

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

Age bias —3 examples in recruitment and how to avoid it

Age bias —3 examples in recruitment and how to avoid it

Often, the labor market isn’t quite similar society. Some groups of people are underrepresented. Older workers are one of those groups. And age bias is responsible for this. In short, it means that companies—although often unintentionally—discriminate when it comes to the age of applicants. In recruitment, we see this happen very early on in the process. Job descriptions regularly discourage older people from applying. This happens in a number of different ways. It’s a real shame because older workers bring a lot of experience to your company. Diverse companies also perform better and are more innovative. All the more reason to remove age bias from the recruitment process.

3 examples of age bias in recruitment 

Age bias in recruitment starts with the job descriptions companies publish. There are a number of different ways age discrimination sneaks in here:

  • The language used

A lot of job descriptions contain words that older people don’t identify with. Think of words like energetic and vibrant. These might give older workers the impression that you are looking for someone younger. Try to use more neutral words instead. Words that appeal to people of all ages.

  • The experience asked

When it comes to experience, you should describe in neutral terms the kind of experience you’re looking for. Refrain from using numbers. Because listing a maximum number of years of experience will discourage older people from applying. They probably have a lot more experience than the 10 years you listed.

  • The necessary qualifications 

Be careful with the qualifications you list in your job description as well. Only list the qualifications that are absolutely necessary for the job. We often see graduates listed as a qualification. This might give older workers the impression the job is not meant for them.

Use Textmetrics to avoid age bias in recruitment

Above are three examples of age bias in job descriptions. In particular, the language used can be a challenge to get right. Because what are age-neutral words, so to speak? At Textmetrics, we offer a platform that can help you to eliminate age bias from your job descriptions. It’s very easy to use. The platform gives you suggestions while you’re writing. For example, words that discourage older candidates from applying are highlighted. You can replace these with words that appeal to everyone. These alternatives are suggested to prevent any form of discrimination. As a result, your job descriptions will be free of age bias. And you’ll receive applications from people of all ages.

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

How to use SEO in job descriptions

How to use SEO in job descriptions

Do you ever wonder why so few potential candidates apply to your jobs? You put all of this effort into writing good job descriptions. And you give them a prominent place on your website. But do you also optimize your job descriptions for SEO? Probably not. Most jobseekers use a search engine to look for a new job. They enter the name of the type of job they are interested in. Often, they also mention the city or region where they want to work. The results that pop up in the search engine is where your job ad needs to be listed. Preferably somewhere at the top of the page. You need to use SEO in job descriptions to make this happen.

Job descriptions optimized for SEO

Optimizing your job descriptions for SEO starts with keyword research. What keywords do job applicants search for when they are looking for a job like yours? Remember that it’s important to use the keywords your target group would use. It’s tempting to give your job a really fancy name. But if jobseekers aren’t using this to search for a similar job, they will never find your job ad.

When it comes to SEO in job descriptions, it’s important to:

  • Mention the keyword in the job title. Preferably also add the location to the job title, since a lot of jobseekers include this, too. Call the job title what it is. It shouldn’t be too long and include any jargon. Instead, you should use clear, plain language.
  • Mention the keyword in the subtitle, first paragraph and a few times in the job description. Don’t overdo it here. Keyword stuffing is not okay. Also, try to mention some synonyms and don’t use more than three to four variations of the keyword.
  • Add a page title and meta description to your job ad. And don’t forget to mention the keyword in both of them.

Use Textmetrics for SEO in job descriptions

To find the perfect candidate for your job, jobseekers need to be able to find your job ad online. Implementing SEO in job descriptions is what you need to do. It’s especially important if you wish to become a more diverse and inclusive company. Because for that to happen, you need to reach your whole target group with your job ad.

But how can you be sure that your job description is optimized for SEO? By using the Textmetrics platform! It has a special recruitment module to implement SEO in job descriptions. And it provides you with real-time suggestions for improvements. Perhaps you need to mention the keyword once more in a subtitle. The platform will give you an SEO score and will tell you exactly what to do to improve it. You’ll end up with job descriptions that have the perfect SEO score and are easy to find online.

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