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We score the text of your job descriptions using our proprietary algorithm.
The Total Job Score is based on gender neutrality, readability, job title, total length and a number of other criteria. Zero is the lowest score and 100 is the best. A good rule-of-thumb is that a Total Job Score of:
The Gender Score uses our proprietary database of words known to attract men versus women and tells you the % of words of each in your jobs. We recommend you get at least 50% of your words to be feminine-coded with a high of 70% feminine-coded still being ok.
If you need a reminder, you can access this information in your account under the “How Scoring Works” tab.
Deleting a Masculine Word
Ongig’s Text Analyzer tool makes recommendations to remove gender bias from your job descriptions to help you attract top talent.
To change a masculine-biased word to a gender-neutral word, click on the red underline word and choose from our gender neutral recommendations in the pop-up window.
If you can’t find a suitable replacement, we recommend either deleting the word completely or rewriting the sentence to omit the word.
Ongig's Text Analyzer software scores job descriptions for readability (as well as gender bias, racial bias and more).
Pay close attention to the "Grade Level" # in Text Analyzer.
To increase your Readability Score, you want to lower your grade level of writing. This might seem counter-intuitive, but the best candidates are busy and want you to write in very Plain English (not in an intellectual/long-winded style).
Write your job postings at 8th grade or lower readability and watch your Readability Score soar!
(see our article here: Why I Write my Job Postings at the 8th Grade Reading Level (or Lower!) ).
A couple of key tips:
Tagging a Hiring Manager
Tag a hiring manager to a job by editing the Job Details section at the top of each job in the Text Analyzer tool.
1. Click on “Show Additional Fields” in the job form.
2. Type the hiring manager’s name into the Hiring Manager section.
By tagging the hiring manager, you can view the score breakdown for each by clicking on the Hiring Manager tab on the “Dashboard”.
The Success Metrics are determined in your launch call of Text Analyzer. Together, we outline goals and benchmarks to ensure your teams' efforts are aligned with the overall goal of your leadership.
You access your company’s personalized success metrics by clicking on the Success Metrics tab at the top of the Text Analyzer Tool.
To make it easy to see how you're doing versus goal, we also provide your Total Score and Gender Score in the Success Metrics tab.
Text Analyzer flags adverbs under the “wording” tab to assist you in making your job descriptions stronger and better written.
Adverbs are words that modify verbs, adjectives and other adverbs. Most adverbs end in "ly" but other adverbs include well, fast, hard and late. Most adverbs should be avoided because they make the sentence longer and redundant.
For instance, you don't need to use an adverb like "actively" in this sentence:
The Customer Support lead actively supports 25 customers per day.
You don't have to remove every adverb from your job descriptions. Text Analyzer shows you what % of adverbs is healthy (see below).
By keeping your adverb usage in our recommended range and aiming for 100% Adverb Score, you will improve your Job Score.
Text Analyzer flags words and phrases that might be exclusionary. By exclusionary, we mean that they might make a person or group feel excluded. These exclusionary words often hurt your job description apply rate because they narrow your candidate pool. Some exclusionary words could also get you a discrimination lawsuit.
Here are some categories of exclusionary words with examples:
Is an exclusionary word that is gender-related also a gender-biased word?
In the case of an exclusionary word that is gender-related (e.g. "salesman"), this word might be flagged exclusionary but not always flagged as masculine-biased. For example, the word "salesman" is exclusionary to women (they'd prefer the phrase "salesperson"). However, Text Analyzer does not yet have any data proving that.
It's best to avoid exclusionary words in your job descriptions so you are more inclusive to candidates.
Ongig’s Text Analyzer flags exclusionary words and often provides inclusive synonyms to replace them.
If an exclusionary word appears in your job descriptions, it'll show up in two places:
1. The Exclusionary tab (pictured below)
2. The individual job page (in the inline editor -- pictured below)
For more information on exclusionary words, read our blog post, A List of Offensive (Exclusionary) Words Used in Job Descriptions and our 10 Tips for Recruiting People with Disabilities in Job Descriptions.
Go to the Dashboard tab and click on the Recruiter sub-tab to sort the scores based on your recruiters. This action allows you to see how recruiters' scores compare to each other for things like Total Score, Gender Bias and readability.
Note: this feature is available only if you're sharing the names of recruiters (by job) with Ongig. Don’t see your recruiters listed? See How Do I Tag a Recruiter to a Job?