These days, more and more companies are willing to establish diversity in their organization. In fact, 76% of job seekers actively seek diversity from their employers today.
With such a high demand for diversity and inclusion, recruiters must take their hiring game to the next level by prioritizing DE&I.
But hiring a diverse workforce can be challenging, especially without the right tools and technology. So here’s how recruiters can use recruitment technology to boost diversity hiring efforts.
Diversity in Interview Panels
Using its in-built features, a hiring tool can schedule and coordinate interviews among team members. But going a step further, it can also help you ensure that the interview panel is formed with recruiters from diverse backgrounds.
Your #RecTech can use its smart AI and scan the backgrounds of your hiring team members to bring a variety of experience and skill sets under one roof in a single recruiting board.
This can help avoid scheduling conflicts and ensure a wide range of perspectives are represented in the hiring process. This, in return, will also promote diversity in your hiring decisions.
It can also eradicate the scope of unconscious bias creeping into your candidate placement procedure to a great extent.
Measuring Diversity Hiring Analytics
Recruiters can invest in a free applicant tracking system software with various handy features to help them hire more diversely. The most useful ATS feature for diversity hiring has to be the ability to track key hiring metrics and analytics.
This data can provide valuable analytics on your diversity hiring efforts and track the inclusivity ratio in aspects like applications received, candidate pipelines, interview panels, etc. Recruiters can use this information to identify areas for improvement and efficiently measure the success of their DE&I hiring initiatives.
Also, keeping up with the diversity hiring statistics and monitoring all the progress in real time is a great way to ensure that the team is truly working towards the goal.
Around 48% hiring professionals admit that bias impacts their choice of candidates at every stage of the hiring process.
Blind hiring is a unique recruiting strategy where a candidate’s name, gender, age, and other identifying information are hidden from their applications and resumes to reduce unconscious bias.
This technique helps create a clean palette and allows recruiters to make hiring decisions solely based on the applicant’s eligibility.
Recruitment technology can help facilitate blind hiring by automatically removing identifying information from job applications through keyword filtration. Resume filtering helps extract only the most relevant data from resumes for the recruiters to evaluate to avoid the risk of bias.
And the most interesting perk of blind hiring is the fact that it can actually elevate the efficiency level of the resume screening process. With lesser information to deal with, it makes the procedure smooth and seamless.
Hiring softwares can help distribute job postings to a broader audience. This vast exposure helps your open position quickly grab the attention of a diverse group of interested candidates.
Many recruitment platforms offer integrations with job boards, social media platforms, and other recruitment channels to ensure job postings reach a vast pool of job seekers and serve the desired purpose.
You can also use technology to identify candidate sourcing platforms that host a diverse group of job seekers, making it easier to reach more people just through a simple job post.
Did you know utilizing diversity recruiting software for inclusive hiring will allow your company to generate 36% more leads than its competitors?
Implementing the principles of inclusivity in your hiring approach need not be a hard catch anymore. Technology can make it way easier and definitely more effective, encouraging you to reach your D&I goals faster.
It’s safe to say that applying advanced technology is imperative for an inclusive workforce that can uplift your organization and bring different perspectives to the table.