“Career maps are as much a recruiting tool as they are a development tool. However, 47% of U.S. workers between the ages of 35 and 44 in a recent LinkedIn study said they don’t know what their career path should look like. LinkedIn described these employees as “career sleepwalkers” who aren’t sure whether they should stay in the same role or begin to learn new skills. Employers might be able to differentiate themselves with a career map strategy to appeal to these workers, experts previously told HR Dive. Such a strategy also could allow employees take ownership of their careers.
Avoiding unconscious biases in recruiting has become an industry-wide concern in recent years, too, so CareerBuilder’s new tools may be a response to audience need. Poor word choice in job ads can exclude or even offend otherwise qualified applicants; even subtle terms can hint at age, race or gender bias or seem to exclude applicants with a disability.
To diversify their talent pools, employers are increasingly putting inclusive language in their recruiting materials. One analysis by Burning Glass Technologies, for example, found that nearly 20% of U.S. job postings contained the term “sexual orientation,” up from the 2.4% recorded in 2010. Inclusive language can signal to prospective hires that the employers actively encourage diversity, the analysis said.