Age bias is expensive. A study conducted by AARP and the Economist Intelligence Unit found that age discrimination against older adults cost the economy $850 billion in 2018 alone. Note: Most age discrimination lawsuits relate to The Age Discrimination in Employment Act (ADEA) which forbids age discrimination against people who are age 40 or older. It… Read more »
Our Ongig team talks to hundreds of people a year about which applicant tracking systems they use because the applicant tracking systems are often directly related to candidate experience and employer branding (things we care deeply about). So, we’re by no means experts on the best applicant tracking systems. However, we’ve learned a bunch on… Read more »
Are your job descriptions consistent? If not, you risk confusing candidates and causing more work for your hiring managers and recruiters. Creating consistent job descriptions across your organization helps maintain clarity, ensure fairness, and improve the hiring process. Consistent job descriptions can also cut time-to-fill — specifically, the time it takes to get from req… Read more »
Want to recruit veterans or enlisted members of the military? I’m guessing yes. There are 1 million+ people in the U.S. Armed Forces and 250,000 per year transition out of the U.S. military. If you want to recruit veterans better, first you have to speak their language…their job lingo in particular. Veterans and enlisted members… Read more »
We’ve had some people ask about the difference between job descriptions, job postings and job ads. It’s a valid question since these terms are often used interchangeably. Here’s some clarity based on the many years my team and I have spent automating our job description software. What is a Job Description? The phrase “job description:… Read more »
You’ve heard me talk about “readability” in job descriptions recently. It’s vital. Readable job descriptions have higher apply rates. We’ve measured the success of different job description strategies with machine learning. We found that readability is one of the three most important qualities a job description can have. The other two are gender-neutrality and overall… Read more »
When you write a job description, you are not just writing it for the candidate, you are also writing it for Google, Bing, Indeed, and any other search engine out there. That’s why you need the right SEO tips to make sure your JDs get seen. Writing for search engines is one of the key… Read more »
Despite the hard work of activists and women in every industry, gender bias remains in the hiring process. Many hiring professionals are aware of more common forms of gender bias, like pregnancy-related discrimination. Less well-known is biased language in job descriptions. But biased language in job descriptions, like job descriptions that favor masculine-coded words and… Read more »
If you’re using multiple applicant tracking systems, it likely hurts your pre-apply candidate experience for your company career site. It might force candidates down a path before they even know which path is right for them. For example, I know one major financial company who has 12 applicant tracking systems across 12 countries. I know… Read more »
An About Us statement is a critical piece in a job posting or website. Like any content on your job pages, it’s an opportunity to sell and attract the candidate! After reviewing thousands of About Us statements through our Text Analyzer job description software, I want to share a few things in this article: What… Read more »
The examples of unconscious bias in job descriptions are rampant. There is plenty of research confirming hiring biases: AARP noted that older adults received job offers at a rate that is 68% lower than younger candidates Across all age groups, the US Bureau of Labor Statistics revealed that persons with a disability were much less… Read more »
If you want to attract more female candidates, a good place to start is to eliminate your job description gender bias. Job description gender bias is the easiest lever for you to pull to hire more women. The 80/20 Rule is in effect here. Well, almost. You can remove about 70% of job description gender… Read more »
You need an automated system for job description management to post and fill jobs faster. Here are the key steps I recommend for your effective job description management: 1) Job Description Library If you’re reading this, I’ll assume your current job description management process is not cutting it. Let’s start from the beginning… You’re going… Read more »
How good is your diversity statement? I asked my team to send me some of the best examples of diversity statements they could find. They reviewed the Fortune 100 Best Workplaces for Diversity list and also Googled “Most Diverse Companies.” They gave me a list of 30 diversity statements they found. I whittled that down… Read more »
The purpose of an EEO (Equal Employment Opportunity) statement is to comply with EEOC (Equal Employment Opportunity Commission) law but there’s also a marketing aspect to it. The words in your EEO statement (which often appear in all your job postings) are also words that a candidate will measure you by. That’s why I ran every EEO statement… Read more »
