Prejudice and bias are now being eliminated due to the surge in the use of tech tools for diversity recruiting. Helping you in every step of the recruitment process and hiring highly skilled, motivated, and suitable candidates ideal for a specific position. Today’s tech tools for diversity recruiting are meant to be easy-to-use and efficient, saving your company time and money.
Diversity recruiting tech tools are helping Talent Acquisition leaders to demolish the biases, prejudices, favoritism, and gender, race, and color tags. According to the Hired’s 2020 State of Salaries Report, there was a notable difference between the salaries of White and Black tech Professionals. Applicants from the Black community were offered less than $10k on average compared to White candidates.
DE&I Should Be in the Company’s DNA
(Not Just a Statistic)
The success of any business lies in the honest work and high skills of the employees. The tech giant Apple took considerable steps for diversity recruitment in 2020. According to the data presented on Apple’s website, they hired 64% of people from minorities and filled up 43% of the leadership in the USA with them.
Diversity recruiting can also have a positive impact on employee retention. Team members can experience a higher level of enthusiasm and motivation that comes from seeing or being part of the Diversity, Equity, and Inclusion (DE&I) program. However, DE&I cannot be fully implemented unless management fully adopts and embraces diversity at all company levels through a concise DE&I strategy.
Using Tech Tools for Diversity Recruiting
Prejudices, bias, and partiality related to gender, race and/or sexual orientation can be targeted with the help of Artificial Intelligence and data science to work impartially. Tech tools have been used for decades now in operational and management processes, but now they are making their way into recruiting.
One great example is AirBNB; their use of data has helped them with their diversity recruitment. They focused on gender inequality in the workplace, doubling their female data scientist participation from 15% to 30%.
Tech tools should be used at every step of the diversity recruiting process to ensure that the procedure is free from bias and prejudice. Here are some that we recommend using.
1. AI for Job Descriptions
One of the first steps is creating a strategic job description to go with the opening on the company’s career site and supporting platforms. The overall description should not only be appealing, but each word should be bias-free. A popular tool to achieve this is Textio, which is an augmented writing platform that suggests alternatives to certain words that might create a sense of prejudice in the job description.
2. Machine Learning for Selecting High-Potential Candidates
Evaluating candidate applications should be done objectively and impartially. Machine learning can be used for equitable candidate assessments, ensuring that applicants with high skills and potential will be selected. Hiretual is software that can be used for this purpose, using algorithms to get the perfect candidate/position match.
3. AI for Impartial Interviewing
After finding appropriate candidates, the next step is to interview them. The tech tools ensure that the interviewers are unbiased during the interview; hence, tech tools for diverse recruiting pick random interview committee members to interview the candidates.
The tech tools make the virtual interviews possible, prepare a set of questions to be asked and help the interviewers to follow hiring criteria for all candidates. Video interviewing is another DE&I tool opportunity, and software like HireVue provides structured interview guides for more consistent and fair interviews.
4. AI for Employee Salary Assessment
At this stage, the ideal candidate has been selected. Now, the last to-do thing is to decide the pay of the new employee. Compensation can be defined through machine learning technology that assess skills, and their market value, without human bias.
Companies such as IBM have been working with in-house AI technology to determine salary increases. These decisions are directly related to the employee’s skills and their market value over any other factor, as Johanna Daly, VP of Compensation, Benefits, & HR Business Development at IBM, said “Certain new skills are scarce and high in value, while other skills have become commoditized”.
Pierpoint International is helping talent acquisition teams hire unbiased, high potential, and highly skilled and talented employees for their organizations. We understand the importance of having a DE&I workplace, and for this reason, Pierpoint International makes DE&I internal and external efforts that bring fruitful results.
Kainat Khan is an experienced SEO content writer who has been providing writing services since 2016 for several organizations. She focuses on writing for the talent acquisition and technology industries. She is currently pursuing a Master's Degree in Information Technology. Her strength lies in a deep understanding of artificial intelligence, machine learning, and how to take advantage of HR technology.
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