As the world changes and the labor market with it, diversity, equity and inclusion (DE&I) are becoming increasingly valued by the workforce, especially Millennials and Zoomers. As a recruiter, you want to ensure that you have a representative team and that you are giving equal opportunities to all qualified candidates. The principle is easy to understand, but how does one effectively put a plan into action and are there tools available to help? Yes! Read on to learn more about diversity recruitment platforms and the top three features you should consider when choosing one that works for you.
Keep reading to discover:
What is a DRP?
A diversity recruitment platform (DRP) is a type of technology designed to improve diversity throughout the hiring process. It can be integrated with your existing recruitment software, job board or applicant tracking system.
What can a DRP do?
A DRP helps:
How to choose a DRP?
An increasing number of companies from startups to Fortune 500 companies are using a DRP. When choosing one, here are 3 features to look for:
1. Job description editor tools
Academic research has demonstrated that gendered wording in job advertisements exists and can reinforce existing gender inequalities in the workplace. To help recruiters write more inclusive job descriptions, many DRPs offer augmented editing tools. These features help reduce gender-coded language by scanning your job descriptions, scoring them, and making suggestions on how to improve your score.
2. Partnerships, networks and distribution
Once your job descriptions are ready to go, you want to publish them in the right places and get them in front of the right people. Therefore, the DRP you choose should be partnered with organizations that help expand representation in talent pools. Notable examples of such organizations include The Knowledge House and Techqueria, who provide support and resources to Black and Latin American professionals in the tech field.
3. Blind screening methods
Multiple studies have shown the presence of unconscious bias in the hiring process. To counter it, a DRP gives recruiters the ability to redact information that might inadvertently be used against a candidate, such as name, age, gender and/or background. This is called blind screening. By blocking out information that could lead to unconscious bias, the DRP contributes to creating a more equal playing field in which all qualified people get the same opportunities.
Conclusion
In short, your DRP must provide at least job description editing tools and blind screening methods. It’s also important to connect with other forward-thinking companies and organizations to make sure your jobs reach your target audience. As diversity, equity and inclusion continue being discussed, there are now ways for recruiters to efficiently go from conversation to action. And if they don't know where to start, looking for a DRP can be a great first step.
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