AI in Hiring, Artificial Intelligence, ATS, Candidate Experience, Candidate Qualification Screening, Change Management, Company Updates, Data Analytics & Reporting, Diversity, Equity, & Inclusion (DE&I), Hiring Assessments, Hiring Manager Engagement, Job Descriptions, Leadership, Managing Costs, Resumes, Talent Acquisition Problems
Talent acquisition teams have many priorities, and it’s hard to balance them all. What’s interesting is that many of the same priorities show up on the top initiatives list year-after-year.
If you are looking to make significant progress in any or all of these areas, then you need a solution that can PROVE they address all of these initiatives with practical examples.
With SmartRank:
Productivity – you could give your recruiters back 30% – 70% of their time back in their day
DE&I – you could have zero unconscious bias in your screening process
Hiring Manager Engagement – simply give them applicants that are EXACTLY what they want
Compliance & Legal – no bias data + 100% inclusive and objective screening = no calls from the EEOC and/or OFCCP
Data Analytics – remove assumption and opinion driven anecdotal conversations with data driven conversations
Applicant Experience – something actually new, different, better, and ultimately benefits the applicant
We can show how we specifically address each of these initiatives in less than 5 minutes each. If you are curious, schedule time with us to learn more (https://lnkd.in/gpyUcDF2)!
Diversity, Equity, & Inclusion (DE&I)
Your DE&I efforts might be terminally stalled and we can prove it.
Let’s rewind:
It is 2020 and companies will tell anyone who will listen that they prioritize diverse talent and they have renewed commitments to DE&I.
However by 2021 it was already reported that roughly 80% of companies were “going through the motions” when it comes to DE&I.
Fast forward to 2023 and big tech layoffs are everywhere. Women are disproportionately affected and underrepresented talent will face heavy competition for any open positions, especially entry level.
Many recruiters and TA teams are bracing for hundreds of new applicants and, unfortunately, resumes are the biggest source of unconscious bias when it comes to screening.
This is a recipe for disaster when it comes to DE&I progress.
Has your executive team (or maybe shareholders) put an emphasis on DE&I in the past few years?
Want to actually show some real progress?
SmartRank will help you create actionable and meaningful DE&I progress and reduce compliance and legal liability in the process.
Diversity, Equity, & Inclusion (DE&I), Resumes
While many companies are making great strides towards implementing Diversity, Equity, and Inclusion (DE&I) initiatives across their respective organizations, DE&I progress on the job applicant screening and selection process has still been largely ignored. But why? In one word…resumes!
Resumes influence recruiters and hiring managers both consciously and unconsciously. There are over 20 different documented biases that people engage when reviewing resumes. These include affinity bias, halo effect bias, contrast effect bias, recency bias, and many more. A simple Google search will show you multiple studies that prove these biases have real statistical impacts for job applicants.
These biases come into effect with resume attributes such as name, college attended, college not attended, year of graduations, previous employers, etc.
And yet the resume continues to be the most commonly used tool for screening applicants. How are companies addressing this?
- Training and awareness: while these are great practices to implement, they are not going to completely solve the challenges associated with unconscious bias…because the bias is “unconscious”! In other words, people don’t know they are doing it
- Artificial Intelligence: this is a can of worms I don’t want to open here, but I would encourage people to do some objective research on this topic. Many companies that sell resume scraping AI technology will attempt to prove that their algorithms are not biased. Some of these algorithms are extremely biased and some are less biased. Again, a simple Google search will show you plenty of studies on this topic. There are a lot of factors at play here such as the data they are using to teach their AI, the input data, how the algorithm works, and the person that wrote it. One thought for consideration is that algorithms are written by humans and humans are inherently biased
- Resume “masking” technology: this is where companies invest in a solution that “masks” or removes the attributes (e.g., name, graduation dates, etc.) that typically create bias. This is certainly the best option, but unfortunately it is the least adopted
If companies really want to address DE&I, then they should start at the very beginning of the process, with how they are screening and selecting applicants for interviews. However if companies continue to use resumes for screening, and don’t mask any of the information that typically creates unconscious bias, then this problem will be very challenging to solve in the near future.
