Often referred to with the acronym DE&I, Diversity Equity and Inclusion is the hot topic of the recruitment industry right now. It has implications across the sector irrespective of whether recruitment professionals are working in human resources departments or consultants in recruitment agencies.
The acronym is self-explanatory but what is the reality of working practices for recruitment professionals in ensuring that their organisation adheres to Diversity Equity and Inclusion. DE&I broadly refers to possible bias based on age, gender, race, ethnicity, sexual orientation, education, disability, beliefs and other factors. It’s not just about striving for a diverse workforce because it is equally important to make sure that talent from that diverse workforce has ‘Equity’ whereby there is fair treatment, access, opportunity, and advancement for all. Just as important is ‘Inclusion’, the creation of working environments where everyone irrespective of falling into a diverse group is made to feel welcome, respected, supported, and valued to fully participate.
Talent Management Processes and Procedures.
To successfully implement any DE&I programme will require some significant training not just in the human resources teams but an additional focus on managers at all levels plus a roll out to all employees. After creating the organisation’s DE&I objectives it would be beneficial to conduct an internal audit to fully understand where the organisation currently sits when measured against any DE&I objectives. An audit will help identify any diversity gaps that need to be addressed with new processes and procedures or targeted training programmes.
Recruitment and DE&I.
Aside from an organisation’s current DE&I status and related training programmes the same principles need to be applied to talent recruitment processes. This will ensure that the company is recruiting talent with DE&I in mind because understanding the current status helps to identify any diversity gaps that need to be filled.
How Applicant Tracking Systems (ATS) can help with DE&I.
Having an ATS it makes it so much easier to assess the current diversity make up of existing talent by checking data on age, disability, ethnicity and gender for example. This data can then be fed into a recruitment strategy to assist in achieving talent diversity goals. Using ATS hiring tools can be a great help to fulfilling DE&I requirements as it allows recruiters to more easily identify positions and teams that are critical to address. Recruitment strategies can then focus on the diverse talent segments that need to be targeted.
One such company who are game changing the face of recruitment by providing a robust process to ensure adherence to DE&I principles as well as delivering more efficient recruitment is Hire Digital. A start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.