DEI and Hiring Platforms

How recruitment technology transforms hiring

Current hiring technologies enable users to recruit differently than traditional methods. They have a broader reach, reduced bias, faster processes, and make better hiring decisions. Here are four key examples of how technology is streamlining and improving recruitment.

1. Precise outreach

Social media is effective at matching the right talent with the role. This personal approach comes with better response rates.

2. A streamlined pre-interview process

Resume screening software finds better quality candidates by parsing through high volumes of resumes. The workflow of recruiters becomes more efficient. This means they can spend more time with the best candidates.

3. Improved candidate experience

Improved interfaces and increasingly helpful chatbots make hiring easier for candidates. Automation of updates and interviews ensures that they can follow the hiring process.

4. Data-powered insights

Recruitment technology creates a smoother hiring process. It does this by translating data into trends and actionable insights. It offers a more nuanced, detailed overview of the individual compared to a resume.

Five types of recruitment technology

• Applicant Tracking Systems (ATS): These function as a hub for the candidate's progress through the recruitment funnel. ATS systems work across multiple job boards. They guide applicants through the entire hiring process.
• Resume search engines: These trawl through databases of resumes to find potential matches. They can search by specific metrics such as education or skills. They often use AI.
• Resume parsing software: Resume parsers take information from resumes and job applications. It puts this information in auto-fill fields in applicant tracking systems. This saves the user the time investment of having to manually fill out the information each time.
• Video interviewing platforms: These help hiring teams to talk to candidates in a more personalized setting, without sacrificing efficiency. This means that recruiters can scale their processes. They can assess the individual attributes of a higher number of candidates than if they could only meet in person.
• Skills assessment tools: Skills assessment platforms are a pre-interview tool. They assess the potential hire based on the skills that the job requires.

Best practices when implementing recruitment technology

Firstly, start with a plan. Monitor what you are currently doing and have a clear plan on how technology will improve that. Assess the technology in one team or department before scaling. Secondly, educate. Develop direct practices and online tutorials.

Thirdly, track the progress of the technology after implementation. Do this continuously to find areas for improvement. Tracking progress will help find untapped features. It will also help gauge the training needs of your team. Lastly, stay up to date. Ensure the latest features and upgrades are continuously in place.

How technology is helping DEI initiatives

Professionals working on DEI no longer rely on limited data to know the inner workings of their companies. They now have dedicated technology to help them with aspects of their work like hiring and company culture. They can make decisions from unbiased data. DEI technology uses targeted outreach methods to make the workforce more inclusive.

Artificial intelligence helps find and solve unconscious bias in hiring and promotion. It analyzes data relating to new and existing employees. For example, the AI system will find potential points of bias in the data. Once organizations are aware, they can decide on the best response. This is how using AI can boost diversity when hiring and promoting.

Using data analysis to improve DEI metrics

Here is how data helps guide DEI work based on their unique needs and experiences.

Application rates of minority groups. If the rates are too low, then there is a structural problem in the hiring process leading to unintentional bias. The solution is to reevaluate where to post jobs.

Interview callback rates. Unexpected results here point to a faulty resume screening process.

Offer acceptance rates. Differing rates point towards compensation misaligned with candidates. Re-examine compensation to ensure it matches the role.

Promotion rates. Uneven progress from minority groups highlights deeper issues within the organization. Keeping inclusion in tandem with growth improves retainment.

How to make virtual conferences more inclusive

• Use pronouns and screen names.
• Enable captions and offer transcripts.
• Choose a platform with accessibility options.
• Promote an inclusive environment so that everyone in the team feels comfortable.

How DEI affects remote work

Remote work creates new possibilities for those who struggle to work in a traditional office setting. For example, people with physical difficulties, caregivers, parents, and those in rural or isolated areas. These people can now take part in the corporate environment without disadvantage.

Slack, Zoom and Google Drive function well as DEI technology. Their primary uses (notably online meetings and sharing work) make them invaluable for a geographically diverse workforce.

Using diversity hiring tools

The following tools and methods help reach a larger number of qualified applicants:

Content analyzer: This checks written text for bias.

ATS: The previously mentioned ATS also functions well for diversity metrics. It gives detailed information about each applicant, enabling helpful analysis and insights.

Unconscious bias training: Training on stereotypes and biases means managers can make more objective decisions.

Diverse interview panels: The goal is to have a wide spread of people from diverse demographics.

Networking: Create partnerships with organizations that have a clear focus on DEI.

Skills-based assessments: Use these instead of ones influenced by background.

Guidance on best practice for interviews: Having a clear procedure keeps the process fair and consistent.

Anonymous resume reviews: These remove the possibility of unconscious bias.

KPIs for effective talent acquisition

Keeping track of talent metrics is demanding work. One of the best frameworks to monitor the recruiting process is by creating a talent acquisition dashboard. This is a display of key metrics and data related to recruiting. Here are the most effective metrics to measure in it:

1. The time to fill the role. Open roles mean lower productivity. They also mean lower morale because other teammates are doing extra work in the interim.
2. Quality of the hire. This examines the new hire in terms of performance, retention, and productivity. High-performing, long-retaining hires are the goal.
3. Cost per hire. Analyzing and understanding this number can help reduce the future hiring cost.
4. Source of hire. This is an effective metric as it highlights where to put future recruiting efforts.
5. The applicant-to-review ratio shows how well potential candidates move through the hiring funnel.
6. The offer-to-acceptance ratio helps TA teams to find specific trends in hiring. These relate to the infrastructure of the funnel.