Added: Kayln Keech - Date: 03.10.2021 18:04 - Views: 42797 - Clicks: 3344
Words matter. And the way we use them in job adverts can dictate whether or not people bother to apply. This is a big problem if you're a business trying to recruit more women and ethnic minorities into your workforce. So can tech help remove these unconscious biases?
A job description that uses the phrase "We're looking for someone to manage a team" may seem innocuous enough. But research, based on an analysis of hundreds of millions of jobhas shown that the word "manage" encourages more men than women to apply for the role.
Changing the word to "develop" would make it more female-friendly, says Kieran Snyder, chief executive of Seattle-based Textio, an "augmented writing software" company. Textio uses artificial intelligence to pore over job descriptions in real time, highlighting any terms that could come across as particularly masculine or feminine. The software then suggests alternatives.
When Australian software giant Atlassian used Textio's software for its job-ad copy, the were striking. She says Textio taught her company to avoid terms such as "coding ninja" - a common phrase in Silicon Valley job .
And the word stakeholder apparently "serves as a al to people of colour that their contributions may not be valued", adds Ms Blanche. Back inresearchers from Canada and the US found that job posts using more masculine wording "led women to have a lower sense that they would belong in the position or company than the same using more feminine wording," the report stated. The researchers also found that gender preferences can be conveyed subtly through words such as "competitive," or "leader", usually associated with male stereotypes, while words such as "support" and "interpersonal" are associated with female stereotypes.
Building on this kind of research, another recruitment tech company, TalVista, assesses job descriptions and highlights "discouraging" terms in red and "inviting" terms in green, asing an overall thumb up or thumb down score to the text. For example, replacing a word such as "build" with "create" achieves a better overall score, the company says. Tech firm Applied also offers gender-balancing advice for job and a tool that scores the overall reading age of the ad.
Applied s the UK government, Transport for London, Hilton Hotels and Penguin Random House among clients who've benefited from more inclusionary language in their job .
Textio's analysis reveals that with lengthy bullet points detailing the role's responsibilities will face a drop-off in women applying for the job. All this matters because a more diverse workforce has been shown to foster a wider variety of ideas and improve a company's profitability, recent research has shown. More Technology of Business. Employers realise, with the rise of a skill shortage here, that if you skew a job ad to only one group of applicants, you could be missing out on some very talented workers.
Data analytics and machine learning have certainly enabled far greater scrutiny of the language we use in recruitment, with decisions based on hard evidence rather than hunches. But as helpful as these writing services may be, some human resources HR experts caution against their overuse.
Dr Hirsh points out that where a job post is listed can also make a big difference to who applies. For example, if the post is announced on social media, those who aren't on those networks, most likely older candidates, may not even see it, she says.
But despite his reservations, Mr Tincup welcomes services such as Textio and Applied. Even the format of a job ad can make a difference. Who is to blame for 'self-driving car' deaths? for more Technology of Business features.
Related Topics. Language Employment discrimination Femininity.Do women really read these postings
email: [email protected] - phone:(885) 374-3441 x 5474
Why Women Don’t Apply for Jobs Unless They’re % Qualified