Textmetrics for Recruitment.
Our platform reads along, analyzes your text, and provides real-time improvement suggestions.
We identified the top 3 reasons why job postings lack quality
Limited Target Group
If you want to attract many suitable candidates, you should try to reach a target group that is as large and diverse as possible. At the same time, you want all your text to be in line with your organization’s branding, so you always convey the right message.
Flaws and Imperfections
Text quality is influenced by any number of seemingly small things. Together, these flaws can add up to a low-quality job posting. Special attention must be paid to spelling and grammatical errors, optimization for SEO/Google for Jobs, accessible language, and accurate and complete content. For example, a job posting should include required job skills and mention the right employee motivators.
When experienced recruiters leave the organization, their knowledge and best practices are not automatically transferred to the remaining team. This means that the creation of job postings is often left in the hands of newcomers who may have relatively little departmental knowledge to write the best job.
What Textmetrics Solves
Low quantity of applicants
Insufficient quality of applicants
No diversity among applicants
We identified 3 reasons why job postings do not attract diverse candidates
What will you experience as a manager or writer?
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.
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. gender-neutral language, overly long sentences, redundant or incorrect words, difficult language).