Applicant Tracking Systems: The Key to Improving Diversity and Inclusion in the Hiring Process
Diversity and inclusion initiatives have become increasingly important for companies of all sizes and industries. Many businesses are actively working to create a more diverse and inclusive workplace, and this includes their hiring processes. Applicant tracking systems (ATS) can play a vital role in improving diversity and inclusion in the hiring process. In this article, we’ll explore how ATS can help companies achieve their diversity and inclusion goals.
Removes Unconscious Bias
One of the most significant benefits of an ATS is that it can help remove unconscious bias from the hiring process. An ATS can help standardize the application process, allowing all candidates to be evaluated based on the same criteria. This can help eliminate any unconscious biases that may exist in the hiring process and ensure that all candidates are considered based on their qualifications and experience.
An ATS can improve transparency in the hiring process by providing real-time updates on candidate progress and making it easier for hiring managers to collaborate on candidate selection. This can help ensure that all candidates are evaluated based on the same criteria and that the hiring process is fair and transparent.
Increases Access to Diverse Candidates
An ATS can help increase access to diverse candidates by allowing companies to post job openings on multiple job boards and social media platforms. This can help companies reach a wider pool of candidates, including those from underrepresented groups. The ATS can also help identify and track candidates from underrepresented groups, ensuring that they are given equal consideration in the hiring process.
Analyzes Diversity Metrics
An ATS can help companies track diversity metrics such as the number of candidates from underrepresented groups, the number of interviews conducted with diverse candidates, and the number of hires made from diverse candidates. This data can help companies identify areas for improvement in their diversity and inclusion initiatives and make data-driven decisions to improve their hiring process.
Automates Compliance Reporting
An ATS can automate compliance reporting, making it easier for companies to comply with EEOC and OFCCP regulations. The ATS can automatically track and report on diversity metrics, ensuring that companies are meeting their compliance obligations.
When implementing an ATS to improve diversity and inclusion in the hiring process, here are some factors to consider:
Ensure that the ATS provides a positive applicant experience, as a negative experience can discourage candidates from applying to your company.
Integration with Diversity Job Boards
Look for an ATS that integrates with diverse job boards and social media platforms to reach a wider pool of candidates.
Choose an ATS that allows for customizable reporting so that you can track the diversity metrics that are most important to your company.
EEOC and OFCCP Compliance
Ensure that the ATS is compliant with EEOC and OFCCP regulations to avoid legal risks.
In conclusion, an ATS with the help of a Candidate Relationship Management System can help companies improve their diversity and inclusion initiatives by removing unconscious bias, improving transparency, increasing access to diverse candidates, analyzing diversity metrics, and automating compliance reporting. When implementing an ATS, consider factors such as the applicant experience, integration with diverse job boards, customizable reporting, and EEOC and OFCCP compliance. With the right ATS, companies can build a more diverse and inclusive workplace.