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With a more diverse talent pipeline, our clients can make better, more effective hiring decisions. These recruitment success stories share how 6 companies improved their workflows using Ongig’s Text Analyzer tool.
Recruiting is a challenging process, even with the best resources and staff for support. But it can also be an opportunity to connect with people, learn new things, and acquire new professional skills. And the right technology, like Ongig’s Text Analyzer tool, can save you valuable time and make the recruiting process more seamless and effective.
How Ongig’s Text Analyzer Tool Works
Too often, we find companies using job descriptions that are formulaic, outdated, inconsistent, non-compliant, or full of industry jargon.
Sometimes there are offensive phrases, gendered language, or other subtle cues that turn away the very qualified candidates that your team works so hard to attract. We know what you’re thinking — that your job descriptions definitely don’t contain any offensive phrases or language. But good intentions only go so far when it comes to mitigating the effects of unconscious bias.
The unfortunate truth is that many common, seemingly innocuous phrases have racist origins. This language may slip by, unnoticed by members of your team, but chances are high that it will be noticed by some potential candidates for your job posting. The same phenomenon occurs with gendered language or industry jargon, which is often invisible to team members and highly visible to top candidates.
Your recruiting team can’t afford to unknowingly drive away qualified candidates because of an imperfect hiring process. Job descriptions need to be reviewed carefully for biased or gendered language and overuse of jargon.
Ongig’s Text Analyzer is the solution! It scans job descriptions for language that needs to be removed or edited. We created it to find gendered and offensive language, jargon, and stylistic inconsistencies. It also helps improve readability and create consistent compliant templates for your job ads.
Our clients have used our tools to diversify their talent pipeline, reduce gender bias in hiring, and increase apply rates. Here are 6 recruiting success stories about clients who used Ongig’s tools to refine their hiring process.
Recruitment Success Story #1 – A Global Employment Website
We recently collaborated with a global employment website to evaluate job descriptions for inclusivity. The September 2022 study on 60,000 jobs revealed Ongig’s Total and Inclusive Scoring are predictive of higher application rates in different industries. This proved Text Analyzer accurately pinpoints problem areas that, when addressed, can improve response rates. Total applications increased by 13%. Applications from female candidates increased by 21%.
Recruitment Success Story #2 – A Healthcare Staffing Firm
Recruiting is a labor-intensive process, especially when managing the creation and posting of hundreds or thousands of jobs at a time. These recruiters face a monumental task in streamlining and automating their process while also keeping their job descriptions interesting, effective, compliant, and consistent.
We helped a healthcare staffing firm address the task of managing large volumes of job descriptions. Text Analyzer now automates 100% of this client’s job posting process. The job descriptions no longer require the oversight of a recruiter, even when they post over 100,000 jobs per month.
Recruitment Success Story #3 – An American Healthcare System
Old job descriptions grow stale quickly, so if you’re using templates to repeatedly recruit candidates for similar positions, you have to work hard to stay up to date. Text Analyzer takes the work out of maintaining and improving your job description catalog. We successfully worked with a U.S. healthcare system to update their entire job description catalog. Text Analyzer automatically scanned over 5,000 job descriptions for consistency, compliance, and inclusivity. If you’re looking to review job descriptions in bulk without compromising on quality, our AI-powered tool is the way to go.
Recruitment Success Story #4 – An Enterprise Entertainment Company
A hiring solution is only as good as the results it produces. When we worked with an enterprise entertainment company, their top concern was candidate quality. How could updating their job descriptions affect the quality of candidates coming into their talent pipeline and hiring process? Could job descriptions with inclusive and gender-neutral language attract a better class of new hires?
Yes. After working with Ongig to improve job descriptions with more accurate and inclusive language, hiring managers reported a 100% increase in candidate quality. Inclusive job descriptions are effective in recruiting top talent, and updating them doesn’t have to be a laborious process. Text Analyzer is automated and powered by AI, so you can focus your energy where it does the most good.
Recruitment Success Story #5 – An Aerospace Technology Agency
In part because STEM fields were among the last to accept gender equality in the workplace, employers in fields like math and engineering struggle to recruit women. And as a consequence of the disproportionate number of men in these fields, job descriptions for STEM roles often contain masculine and gendered language that may discourage female applicants.
We took on these problems when we worked with an aerospace technology agency to refresh their job descriptions. The company saw a 22% increase in female applicants for jobs in male-dominated fields like engineering and finance.
Recruitment Success Story #6 – A National Insurance Organization
Struggling to diversify your talent pipeline? Companies are rightly investing their dollars in DE&I efforts, but they often overlook job descriptions as a barrier for candidates of color, women, employees with disabilities, and other underrepresented groups. Job descriptions that include outdated or offensive language can ruin your attempts to cultivate diversity in your talent pipeline.
This was our focus when we collaborated with a national insurance organization to revamp their recruitment. Our efforts paid off! They saw a 4X increase in applications from diverse applicants and huge progress towards their goals for diversifying recruitment. And, the increase in applications from underrepresented groups was seen across the company’s departments. Ongig’s Text Analyzer provides them with a foundation for more effective, more diverse recruitment moving forward.
Best Practices for Leveraging Ongig for Your Recruitment Success
Using Ongig’s text analyzer can help you attract the best candidates and create a positive candidate experience from the start. But how do you make the most of its features for your recruitment success? Let’s explore some best practices to optimize your job postings and align them with your employer branding strategy.
Optimize Job Descriptions for the Right People
A well-crafted job posting is the first step in a successful recruitment process. Ongig’s text analyzer helps you write clear, inclusive descriptions that attract high-quality candidates while reducing adverse impact.
To improve your application completion rate and recruitment success, keep job descriptions concise and focused. Highlight essential responsibilities, skills, and company values, but avoid unnecessary jargon that might discourage qualified applicants from applying.
Including a strong employer value proposition (EVP) also gives new candidates a better chance of seeing how they fit into your company culture.
Improve Employer Branding to Attract the Best Talent
Your employer branding plays a huge role in drawing in great candidates. Ongig makes it easy to craft compelling, inclusive job descriptions that reflect your strong employer brand.
So, make sure your postings highlight your company’s mission, vision, and work-life balance initiatives. Job seekers are more likely to apply for roles where they feel a sense of alignment with the company’s purpose.
Additionally, incorporating employee referrals and testimonials from top performers can boost credibility and help potential hires visualize themselves as part of your team.
Use Data-Driven Decisions to Improve Recruitment Metrics
Ongig provides valuable insights to help you make data-driven decisions in your talent acquisition team. So, by tracking recruitment analytics, you can measure the effectiveness of your recruitment strategies, from source of hire to offer acceptance rate. Thus, improving your recruitment success rate.
Key recruitment metrics to monitor include:
- Number of applicants per job
- Conversion rates from views to applications
- Recruitment challenges in attracting better candidates
- Number of days to fill an open position
- Retention rates and manager satisfaction with new hires
Tracking these key performance indicators (KPIs) will help you refine your recruitment strategy and attract the right hire faster.
Enhance the Candidate Experience with Clear Communication
A smooth application process is crucial for attracting good candidates and keeping them engaged. So, Ongig helps eliminate biased or confusing language, ensuring that your job descriptions provide an inclusive and positive experience for all applicants.
To further improve the interview process, make sure your hiring team and HR teams communicate expectations clearly. This reduces negative experiences and also increases your selection process efficiency.
Using social media platforms and job boards to share optimized job descriptions can also expand your talent pool and bring in more qualified applicants.
Make Your Hiring Process More Efficient
With Ongig’s technology, you can streamline your recruitment success and reduce the total cost of hiring by attracting the right people upfront.
Leveraging recruitment data allows you to refine talent pipelines, decrease bad hires, and also make the recruitment process more effective.
So, apply these best practices to improve your recruiting metrics, reduce shorter time to hire, and find ideal candidates who align with your company’s goals.
How to Measure the Impact of Job Description Optimization
Once you implement Ongig’s job description optimization tools, it’s crucial to track key metrics that show whether your efforts are making a difference. Therefore, monitoring the right recruitment data helps your hiring team refine strategies and make data-driven decisions toward recruitment success. This also helps you create an effective recruitment process that attracts high-quality candidates.
Key Metrics to Track:
1. Application rate
This measures how many job seekers apply to your job openings after viewing them. A higher application rate usually indicates that your job descriptions are clear, engaging, and aligned with what candidates are looking for. So, if your application rate is low, consider refining your content to be more compelling and inclusive.
2. Quality of hire
It’s not just about getting more applicants—it’s also about attracting the right hire. Track whether your new hires meet performance expectations, fit your company values, and contribute positively to your organization. This metric helps determine if your job descriptions are also if they’re attracting better candidates who are a good fit for your team.
3. Diversity improvement
Optimizing job descriptions with inclusive language can help broaden your talent pool and attract candidates from different backgrounds. So, measure the demographic data of new candidates over time to see if your recruitment efforts are increasing diversity and reducing adverse impact.
4. Offer acceptance rate
A well-optimized job description sets clear expectations about the role, company culture, and work-life balance. So, if potential hires are frequently declining job offers, there may be a mismatch between what’s advertised and the actual role. Therefore, tracking this metric helps you adjust job postings to better reflect reality.
5. Time to fill
This tracks the number of days it takes to hire better candidates from the moment a position is posted to when an offer is accepted. So, an effective job description should shorten this timeline by attracting qualified applicants more quickly.
6. Retention rates
A well-optimized job description helps set accurate expectations for new employees, leading to higher retention. So, if retention rates are low, it might indicate that the job description didn’t fully capture the responsibilities, expectations, or company culture.
7. Recruitment costs
Consider the total cost of hiring, including advertising, recruiter time, and onboarding expenses. If optimized job descriptions reduce the number of unqualified applicants, improve hiring speed, and increase manager satisfaction, they can help lower hiring costs.
Tools and Methods to Analyze Recruitment Performance:
Recruitment analytics platforms – Platforms like Ongig, LinkedIn Talent Insights, and Google Analytics provide valuable insights into recruitment metrics, such as applicant demographics, conversion rates, and engagement with job postings.
Applicant tracking systems (ATS) – Your ATS helps track number of applications, source of hire, and recruitment challenges like drop-off rates in the application process. So, use this data to refine job descriptions and ensure a positive candidate experience.
Candidate feedback surveys – Gathering insights directly from applicants helps you understand if job descriptions are clear, appealing, and informative. Poor feedback may signal the need for adjustments to your recruitment strategy.
Employee referral programs – If employee referrals increase after optimizing job descriptions, it could indicate that employees feel more confident sharing job postings. And this can lead to a stronger talent pipeline of high-quality candidates.
Tracking these key performance indicators ensures that your recruitment strategies are working efficiently. Therefore, by leveraging recruitment data, refining job descriptions, and continuously optimizing based on recruiting metrics, you can attract top performers, reduce bad hires, and improve your hiring team’s success.
Common Challenges & How Ongig Helps Overcome Them
Optimizing job descriptions is a key factor in attracting the right candidates, yet many organizations face challenges that hinder recruitment success. Ongig’s AI-powered Text Analyzer tool helps tackle these obstacles, making job postings more inclusive, visible, and engaging.
1. Addressing Bias in Job Descriptions
Challenge:
Unconscious bias in job descriptions can discourage diverse talent from applying. In other words, gendered language, exclusionary phrases, and jargon-heavy descriptions may alienate underrepresented candidates.
How Ongig Helps:
- AI-Powered Bias Scanner – Identifies and flags biased language, gender-coded words, and non-inclusive terminology, helping recruiters write fair and neutral job descriptions.
- Diversity-Focused Suggestions – Offers alternative phrasing to make job posts more welcoming to all candidates.
- Real-Time Feedback – Ensures inclusive job descriptions before they go live. Thus, reducing the risk of biased hiring language.
Impact: Companies using Ongig’s text analyzer experience increased diversity in their applicant pool, which fosters a more inclusive hiring process.
2. Improving Job Post Visibility and SEO
Challenge:
Even well-crafted job descriptions won’t be effective if they’re hard to find. So, poor keyword optimization, lack of structure, and weak SEO can bury job postings in search results, reducing the number of applicants.
How Ongig Helps:
- Keyword Optimization – Ensures job descriptions rank higher in search engines and job boards by identifying the most effective industry-related keywords.
- Structured Formatting – Improves readability with clear headings, bullet points, and concise wording to keep candidates engaged.
- ATS Integration – Ensures job postings are formatted correctly for applicant tracking systems, increasing discoverability.
Impact: Companies leveraging Ongig’s SEO insights see a boost in job post visibility and a higher number of qualified applicants.
3. Enhancing Candidate Engagement
Challenge:
A dull, overly complex, or unclear job description can deter top talent from applying. Therefore, if candidates don’t immediately understand the role, responsibilities, and company culture, they may move on to a competitor’s listing.
How Ongig Helps:
- Compelling Content Recommendations – Helps craft job descriptions that are engaging, clear, and aligned with employer branding.
- Mobile-Friendly Optimization – Ensures job descriptions look great and function seamlessly on mobile devices, where a large portion of job seekers apply.
- Inclusive & Transparent Language – Encourages clear, jargon-free descriptions that make job expectations accessible to all candidates.
Impact: Companies using Ongig Text Analyzer experience lower drop-off rates and also an increase in candidate engagement. Thus, leading to higher-quality applications.
Therefore, by addressing these common challenges, Ongig empowers companies to create inclusive, high-performing, and well-optimized job descriptions, ultimately driving recruitment success.
Future Trends in AI-Powered Recruitment
Recruitment is changing fast, and AI tools like Ongig are leading the way. As technology evolves, hiring teams will have even more ways to create better job descriptions and attract top talent. So, here’s a look at what’s ahead.
- Smarter, More Inclusive Job Descriptions
AI will get even better at spotting bias in job posts. Tools like Ongig will help companies write job descriptions that appeal to a wider audience, using language that welcomes everyone. So, you can expect AI to suggest clearer, friendlier wording that makes job posts easier to understand.
- Stronger SEO and Visibility
Search engines and job boards are always changing. So, AI will help companies stay ahead by recommending the best keywords and formatting for job posts. This, therefore, means more qualified candidates will see the job—and apply.
- Personalized Candidate Experiences
AI will make job searches feel more personal. Imagine a system that tailors job recommendations based on a candidate’s skills and interests. With AI-powered chatbots and smart job descriptions, you will be able to create a smoother, more engaging hiring process.
- Better Data for Smarter Hiring
Recruiters like you will rely more on AI to track which job descriptions work best. So, by analyzing data, AI will help hiring teams refine their strategies, leading to better job postings and stronger hires.
Right now, AI-powered recruitment is just getting started. However, as tools like Ongig continue to improve, you will have more ways to attract top talent, reduce bias, and make hiring easier than ever.
Why I Wrote This:
Because the recruiting process is so labor-intensive for human resources staff, job descriptions are often an afterthought. But they shouldn’t be! Job descriptions are often the first candidate-facing messaging that applicants see when they are exploring jobs with your organization. They have the power to make or break your reputation among potential candidates, so they should be taken seriously. Take the next step towards effective job descriptions with Ongig. Schedule a demo to see how we can help you.
