To make it clear to see how well your job advert will appeal to a broad range of candidates, we give it an overall diversity score, and also break this down into several different categories, so you can see where you can make changes to give the best effect.
The large number on the left, under the semicircular gauge, is the overall diversity score. The higher this score, the better!
The numbers on the right relate to the way your advert is written.
- The Gender bias score is the ratio of 'feminine-coded' words to 'masculine-coded' words in your text. This score should be above 3 to maximise your ad's appeal. To increase the score, add more 'good' words and remove 'bad' words.
- Readability makes a big difference to who will respond to your text - or apply for your job! Generally it is good to avoid texts that are too complex (i.e. whose score is too high), but it's often good to avoid text that is too "simple" (although this is rarely a problem!). To help decide when the text is "too" complex or simple for your audience, you can choose the target reading level for this job.
- The word count reflects the fact that job ads that are too long tend to put people off, and that ads that are too short don't have enough information. Based on our collection of 5 million job adverts, the ideal length is 540–760 words.
The block at the bottom contain several pieces of information relating to best practice around job adverts. Getting these to a "Yes" will increase the appeal of your job advert, and help you follow best practice for recruitment. If the information is detected, the block next to the feature will go green and say, "Yes"!
- Location: it's helpful to say where a job will be located, so people know if they can get there easily. At present, this feature requires the location to be called out specifically (something like, 'Location: Cambridge') or for you to specify your office locations as particular Dictionary words.
- Salary: best practice is to include salary in job postings, but many companies still omit this crucial information. Including the salary helps people know whether they can afford to take the job you're recruiting for. At present, this feature requires the salary to be called out specifically (something like, "Salary £25,000").
- Accessibility: if your organisation has an accessibility policy, you should refer to it in the job ad and indicate how it affects the position. (If your organisation does not have an accessibility policy, you should probably develop one!)
- Diversity: if your organisation has a diversity policy, you should refer to it in the job ad and indicate how it affects the position. (If your organisation does not have a diversity policy, you should probably develop one!)
- Flexibility: if your organisation offers flexible working (variable working hours, working from home, job shares, part-time etc.), you should mention this in the job ad and indicate what options are available.