Using tech to make your team more diverse

Buts let’s starts with some hard facts

• Only 2% of people are selected for interviews
• On average, an open role at a well-known company gets 250–300 resumes. 75% of these resumes came from some sort of online portal (the company’s online application, a career aggregator site like Indeed.com, etc.).
• Once submitted, these applications are screened by Applicant Tracking Software that scans them for keywords. At the end of the process, 10 resumes (4%) make it into the hands of a recruiter. One person gets hired.
• When you apply online you have a 0.33% chance of getting hired. And that’s if you meet the on-paper qualifications.
• If you’re coming from a non-traditional background on top of all that — good luck

HR software can help you remove some biases from the hiring process, such as gender preference, favourable treatment to fellow alumni or ex-colleagues as well as discrimination against the disabled, pregnant women, older candidates and physical attributes, such as piercings, body art and religious symbols.

Here are some other ways you can leverage technology to reduce biases and improve diversity at your workplace:

• Look at recruiting platforms that let you create a customized online test as the first step in the hiring process, so you can narrow down candidates without bias.
• Use social media more often to post career openings and reach a wider, more diverse candidate pool.
• Rate candidates on their potential — nurturing and allowing them to challenge themselves can increase retention.

Here are some steps you can take to promote and improve diversity:

• Target a diverse candidate pool to encourage candidates from all backgrounds to apply. Develop and promote a positive and inclusive work culture by setting expectations about acceptable behaviour and leading by example.
• Train employees on cultural, gender, religious and social differences, so they avoid using discriminatory language and practices. Encourage openness and celebrate differences so all people feel welcomed.
• Equip managers and leaders to deal with incidents swiftly and in a sensitive and unbiased way. Avoid instances where employees feel afraid or discouraged to share with their managers by offering other options for reporting, including anonymous ones. Make it clear to employees and managers that you have a zero

Hire for Potential, Not (Just) Track Record

See potential, not just evidence of past success. Look for someone who has a strong interest or passion for causes or missions that are similar to yours, and, separately, evidence that the person is really good at what he or she has done before (even if that’s a variety of different things).

Unlocking potential has to do with marrying someone’s skills and passions