Though candidate experience will still be top-of-mind in 2019, next up on TA leaders’ priority list is diversity recruitment. In new research commissioned by Montage, 85% of TA leaders and recruiters reported they’re under pressure to increase diversity in hiring. There’s never been a more critical time to implement new diversity recruitment strategies and the technologies that can drive them.
Defining Diversity Recruitment
According to Montage research, organizations would most like to elevate their diversity in terms of race (48%) and gender (42%). Nearly a third (29%) would like to have greater age diversity as well. But that’s not all. TA leaders and recruiters say organizations are also interested in:
- Experience Diversity 42%
- Education Diversity 24%
Millennials (ages 22 to 37) are bringing a new definition of diversity to the workplace. They are 35% more likely to focus on unique experiences than older generations. They’re also 32% more likely to focus on respecting identities, and 29% more likely to focus on ideas, opinions, and thoughts.
As the largest generation in the workforce and one that’s digitally sophisticated, Millennials have the bandwidth to change things up. TA teams using new strategies and innovative technologies have already started pushing diversity recruitment forward. Older leaders, managers and workers who are still thinking of diversity only in terms of representation, equality and demographics will have to catch up.
Where Technology Can Elevate Diversity Recruitment Results
Unconscious bias is not the only barrier to diversity in hiring, but it is one of the most difficult to overcome. Unconscious bias creeps into hiring in the form of the quick judgments we all make which are influenced by our environment, culture, personal experiences and background. They’re part of the human brain’s hardwiring, and they influence our decision-making without our notice. Other types of bias can also limit the success of diversity recruitment.
Modern hiring technologies have been developed to reduce bias at various stages of the hiring cycle, including:
- Sourcing: Applications can revise job descriptions and postings to eliminate racial and gender bias as recruiters build their candidate pool.
- Screening and assessments: Some video interviewing solutions embed valid, proven assessments into their interviewing, and enable blind auditions via skills-based tests.
- Interviewing: Purpose-built video interviewing platforms support diversity recruitment by creating consistency and transparency in the hiring process. Some even feature AI-driven applications that enable blind interview reviews.
Tips for Optimizing Technology in Diversity Recruitment
TA teams using hiring technologies designed to reduce bias have the potential to make tremendous leaps forward in their diversity recruitment performance.
Still, there are a few things to consider:
- Apply the technology in the right place. Every organization has its own obstacles to greater diversity in hiring. TA teams should identify where their process needs improvement and the types of approaches to a solution offered by different platforms. If budgets are tight, prioritize the platforms by ROI they can deliver against your specific challenges.
- Implement proven technology. New software is being introduced daily as the digital revolution continues in HR. Many solutions now use AI applications. With your candidate experience and organization’s talent brand on the line, can you afford to implement a technology that doesn’t have a proven track record for positive results? As with any technology decision, evaluate carefully before you invest.
Like to continue with this learning? Get more of the data and strategies for technology-enabled diversity recruitment by downloading, Diversity & Inclusion: How Will You Lead?