Datapeople is using its own research and analytics to discover more inclusive tactics for hiring teams. The company asserts that traditional hiring processes leave a lot to be desired.
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Recruiting analytics company Datapeople is using its own research as well as analytics to discover more inclusive tactics for hiring teams. The company asserts that traditional hiring processes leave a lot to be desired when it comes to hiring for diversity, equity, and inclusion.
“Not all job seekers have the same opportunity under the traditional hiring model,” says Datapeople content lead Charlie Smith. “They may be equal under the law, but they don’t have the same access to good jobs. Bottom line, traditional hiring processes aren’t getting us to diversity, equity, and inclusion. It’s time for more inclusive processes.”
Datapeople makes a number of suggestions for how hiring teams can make their processes more inclusive. Teams may have to shelve some industry-standard tactics, but the analytics company says its suggestions are based on its own research and analysis of millions of job posts.
First, diversity statements on job descriptions are how companies tell potential candidates that diversity, equity, and inclusion are important to them. In their most basic form, they let job seekers know that the company won’t discriminate against them if they’re from a protected group. But regardless of form, diversity statements have an impact on how job seekers view the job and company. In Datapeople’s own research, the company has confirmed that diversity statements increase an organization’s perceived inclusiveness.
Second, sexism and racism are obvious negative biases that everyone knows about, but there are other biases. There’s also tokenism, ableism (bias against people with physical limitations), ageism, nationalism, elitism (mostly socioeconomic), and religion bias. By inadvertently including bias in job descriptions, hiring teams may accidentally deter job seekers from historically underrepresented groups such as women and minorities. Inclusive job descriptions use language and content that is proven to include, not exclude, all job seekers. That means addressing all biases.
Third, sourcing is an important piece of the diversity, equity, and inclusion puzzle. How hiring teams go about sourcing candidates determines who gets a shot at the job. Traditional sourcing methods limit the candidate pool, put the onus on a single recruiter (diversity recruitment), and artificially inject diversity into the candidate pool. They’re also vulnerable to unconscious biases. A better approach for diversity, equity, and inclusion is to focus on organic sourcing methods, which yield the most democratically sourced applicant pools. Organic candidates are job seekers who apply on a careers page or on common job boards that anyone with a computer and internet can access.
Finally, diversity hacks make well-intentioned yet clumsy attempts to bring candidates from underrepresented groups into the candidate pipeline. The primary problem with diversity hacks is that they target the bottom of the talent funnel instead of the top. But there’s no need to insert minority candidates at the bottom if they’re welcome them at the top. If hiring teams want to use diversity hacks, they should aim them at the top of the talent funnel, apply it to all roles, and take it beyond ethnic minorities to other underrepresented groups.
Contact Info:
Name: Cheryl Ng
Email: Send Email
Organization: Datapeople
Address: 90 Broad St Suite 803, New York, NY 10004, United States
Website: https://datapeople.io/
Source: PressCable
Release ID: 89047249
