of employees 在接受工作邀请时,把工作场所的多样性作为一个重要因素

Getting started with a 的 tech stack

A strong 的 strategy and tech stack aren’t created overnight, 尤其是当你的招聘需求增长,你扩大了人才获取渠道的时候. Knowing what those recruitment needs are, and your TA priorities will inform your approach to choosing the right tech to further your 的 efforts.

确保您选择了正确的工具,而不是简单地添加 更多的 工具, consider evaluating the necessary additions to your 的 tech stack against the following criteria:

  • 公正的,公正的,不偏不倚的
  • 数据和insights-focused
  • Alignment with your recruiting strategy
  • 雇佣后的延续性和寿命

你会注意到,东方果博手机版呼吁雇佣后的延续性——这是有充分理由的! 任何你添加到你的的技术堆栈的工具都应该是有意的,但也应该让你的招聘团队在招聘阶段之后继续在的项目上工作. 这意味着你的的工具或任何你使用的多样性技术都应该支持招聘人员和成功的候选人,即使他们已经被雇佣和入职.

Bearing in mind the 7 key areas w在这里 a 的 tech stack can benefit your recruitment strategy most, we’re going to break d经营商 how to create a 的 tech stack, along with partner 工具 you can use and questions you should keep in mind as you 开发 your stack.

Start with sourcing, job distribution, 和推荐

A core part of your recruitment strategy is attracting, 培养, and 招聘 top 人才 for your organization. 然而, it’s tempting to default to using the same channels when sourcing candidates or posting open roles. To ensure you’re broadening your search and exposure, 利用新的渠道或工具,为更多样化的人才库打开大门.

要做到这一点,你的首要重点应该是工作分配和推荐. Let’s break d经营商 how you can integrate 的 into both.

工作分配

When distributing open roles with your organization, 你会想让这些角色出现在各种各样的人才面前. 除了使用LinkedIn这样的平台来宣传这些职位之外, 拥有可以共享这些角色的替代出口非常重要.

不同的分布
你的招聘渠道可能会揭示出你需要改善或增加代表性的关键领域或差距,但在基本的招聘平台上做到这一点可能是有挑战性的. 相反,利用像 Jopwell 让你在更多元化的候选人面前获得开放的职位,同时代表你的组织是一个包容的地方,以公平的招聘实践工作. 通过利用这些社区, 你也在努力与候选人见面, in turn making it easier for diverse 人才 to find you.

合作伙伴去探索

推荐

在许多组织中,为内部推荐提供激励或奖励是很常见的, encouraging existing employees to refer qualified candidates from their personal or professional networks for open roles at your company. 然而, 从的的角度来看,这样的转诊在很多情况下是无效的, 人们倾向于推荐他们有私人关系或亲密朋友的候选人. As Payscale的报告 发现,这些类型的推荐可能会导致有偏见的,往往是不公平的候选人池.

解决方案? Make your referral programs external. 通过使用工具扩展你公司的推荐网络,超越你的员工, 你为来自不同背景的候选人创造了更多的机会, 视角, 和技能. 另外, 外部推荐工具可以帮助您消除对特定候选人池的偏见, and may encour年龄 employees to think about their networks and how they can foster 更多的 diversity and 包容性 in those they connect with or refer.

在你现有的员工网络中,可能会有各种各样的人才. 然而, it’s important to intentionally ask for connections to these potential candidates to ensure a diverse pipeline. Teamable augments self-reported data in order to make it easy to enjoy the fruits of referrals while still retaining a commitment to diversifying your workforce

合作伙伴去探索

创建包容性的职位描述

在职位描述中,文字很重要. 遵循你所使用的描述也很重要. The langu年龄 and tone you use in your job descriptions can quickly deter candidates from applying to your organization, especially if the langu年龄 isn’t inclusive.

幸运的是, some 工具 can help you analyze and optimize the langu年龄 you use when crafting your job descriptions, 特别是当你打算使用 影响描述 正如东方果博手机版在利弗所做的那样. These 工具 are valuable additions to your 的 tech stack as they can show you discrepancies or red flags that have the potential to offend, 混淆, 或偏见候选人. 随着时间的推移,这些工具还可以帮助招聘团队识别有问题的内容或语言.

记住,你的职位描述也应该包括有残疾的候选人, 看得见的和看不见的. By ensuring your langu年龄 is inclusive of everyone, you’ll attract a wider range of skilled, 合格的人才.

Datapeople is a great platform for this very reason. 通过东方果博手机版的数据人员集成, 你可以使用语言分析来撰写和优化职位信息,帮助你在撰写描述和招聘沟通时做出更包容和公平的决定.

数据人的 pp图形

影响描述

It’s safe to say that traditional job descriptions are no longer effective in capturing candidate interest in your company—but, 更重要的是, they can also lack detail and inclusive langu年龄. 输入的影响描述.

影响描述 forego the traditional list of 责任 in job postings in favor of outlining what the candidate can expect to learn, 经营商, and improve once they’re in the role, 专注于将某人独特的观点和经验带到工作中. 影响描述概述了角色和职责将如何随时间发展, and can even include 开发ment timelines. They also focus on the benefits of working at an organization, not just the features or tasks of a role.

从的的角度来看, 影响描述考虑了一系列的因素,这些因素可以帮助组织找到该职位的最佳候选人——而不是仅仅依赖于某人的专业背景是否符合一系列职责. 通过概述人们将如何学习, 成长, 开发, 在公司里工作, 这些描述允许更多样化的候选人适用. Consider using an integration that optimizes your 影响描述 to be 更多的 inclusive and fair.

合作伙伴去探索

应用程序检查
和筛选工具

无论你是在大量招聘还是同时有多个职位空缺, 为了提高效率,你可能会寻找简化筛选过程的新方法. 今天, t在这里 are a myriad of diversity 招聘 工具 that can help you shortlist candidates or cherry-pick those who are best suited to a role—but sometimes, these 工具 can amplify bias if used incorrectly, which means your recruiting teams must be discerning in the applications or integrations they add to your 的 tech stack.

匿名的候选人筛选

To avoid bias in your application reviews and screening process, consider using an anonymous candidate screening 太l or integration that works with your ATS to screen applicants, 而 than shortlisting people manually. 各种集成,比如 MeVitae, redact resumes to help eliminate bias from the review process.

类似地,其他的积分 标准 or 8倍 使用与数据配对的匿名候选人筛选,通过将候选人与你想要的特定技能和经验匹配,来帮助你消除无意识的偏见.

其他工具,如 Bryq allow you to screen candidates anonymously by looking at both personality traits and cognitive abilities, considering a wide range of applicants so that no 人才 goes unturned and diverse candidate pools aren’t missed. 另外, web browser extensions like Unbiasify hide names and photos on social profiles so that you can avoid bias and focus instead on the attributes that truly matter when recruiting top 人才.

最终, any 太l you add to your 的 tech stack that assists with screening and application reviews should help to eliminate unconscious bias. Consider asking yourself the following when evaluating a screening 太l to add to your 的 tech stack:

  • 该工具在屏幕和审查应用程序方面是否透明和公平?
  • 工具中使用的AI/ML模型是否考虑了更广泛的不同群体的代表性, including candidates with disabilities?
  • 该工具如何“得分”或“合格”候选人和申请?
  • 这个工具是否清楚地说明了它是如何筛选合格的候选人的, 特别是如果它使用人工智能?
  • 该工具的人工智能算法如何防止人工智能的固有偏见?

合作伙伴去探索

Reference Checks and Background Checks

Reference and background checks are typically the final steps in a candidate’s 招聘 process before a recruiter extends a job offer. 它们帮助招聘团队进一步评估候选人的资格,并核实候选人分享的有关之前的职位和工作经历的信息. 不仅如此, but reference checks can be lever年龄d as an additional opportunity to gather insights about a candidate that help teams make the right 招聘 decisions, especially if your team is torn between two candidates. 至于背景调查. these are a standard step for virtually every organization. 然而,并不是所有的背景调查和背景调查都是一样的.

进行公正的背景调查

招聘人员会问以前的雇主一些与应聘者个人水平有关的问题,而不是专注于了解他们的技能,这并不罕见或闻所未闻, 资格, 工作经历, 和经验. 这样做的目的是通过背景调查来更好地了解一个候选人是否会成为你的团队的一员,这是基于他与应聘职位相关的特质和技能.

从这个意义上说,你进行的任何背景调查都应该是客观的,这样你的 招聘 team can make bias-free decisions about a candidate and their ability to succeed in a specific role.

作为麦克·菲茨西蒙斯,公司的CEO Crosschq 说, “公平的背景调查对招聘过程至关重要——它能让公司客观地比较你的候选人是否具备胜任职位所需的技能和品质,并做出无偏见的决定。. To ensure reference checks are conducted fairly, questions should be asked of each reference in the same format and focused on the skills and attributes that are relevant and essential to the specific job.”

这类似于 结构化招聘和面试, w在这里 standardized questions are asked in the same order and assessed using the same criteria to ensure that each candidate is being assessed fairly. 你可以用同样的方法来进行背景调查,以获得一个更公平的过程.

作为一个例子, Crossschq 360 uses standardized questions 开发ed by leading psychologists for reference check surveys, which help reduce unconscious bias and ensure fairness and 股本 during recruitment while increasing 招聘 from underrepresented groups.

迈克·菲茨西蒙斯,Crosschq公司首席执行官

When reference checks aren't done fairly, companies run the risk of serious compliance issues that expose the organization to a laundry list of anti-discrimination laws, as well as doing your company the disservice of losing out on a potentially excellent candidate (or 招聘 one that won't be successful).

How can background checks be lever年龄d for equitable 招聘?

美国也差不多 25% 世界上的监狱人口,尽管只有接近 5% 占全球人口的比例. 三分之一,或接近三分之一 77M, people in the United States has a past criminal record. Contrary to mainstream misperception, 这个庞大而多元的社区包括了许多有抱负、有勇气的人, 人才, 和忠诚. Yet they are consistently overlooked for jobs and career 成长th because of their past criminal record alone. 以任何合理的标准, 这不会增加安全性,当然对个人也没有好处, 家庭, 或企业.

How can your 招聘 team conduct fair background checks?

Checkr defines Fair chance 招聘 means giving individuals with prior convictions or arrests a fair chance in the 招聘 process. 这不是一种黑白分明的方法, but a 更多的 equitable and measured way of evaluating candidates to discour年龄 招聘 discrimination. 一个公平的招聘过程意味着仔细考虑你的招聘和裁决标准, 消除偏见, and being open to hearing the context and any remediation around a candidate’s criminal background before making the final decision. It is one step organizations can take to become 更多的 equitable when conducting fair background checks.

Ken Oliver, Executive Director, Checkr

Fair chance 招聘 presents a unique opportunity f或企业 navigating the workforce in the wake of the pandemic. 雇佣有犯罪记录的员工不仅能创造更具包容性的就业环境, 多样化的劳动力, 它开启了一个强大的人才库. 对整个团队和雇主来说,受系统影响的个人是被证明的资产——他们的观点和经验可以塑造和改善业务结果,他们致力于他们正在做的工作和他们服务的公司.

合作伙伴去探索

个人面试
和面板

在招聘过程中, 你的团队将对候选人进行单独面试和某些情况下的面试, 在面板设置中, 多个团队成员有机会与候选人见面和交谈. 在这两种情况下, candidates should be measured against the same criteria while explaining why a team member is measuring each candidate in a certain manner.

减轻偏见和主观性, 确保你在个人面试和小组面试中使用的工具为你准备好了正确的问题,以及每个团队成员都遵循的相同的测量或“评分”模型. 这让你的团队在做出雇佣决定时,不是基于主观的意见,而是, 而, the criteria and needs of the entire team.

例如, PredictiveHire lets you perform anonymous top-of-funnel interviews, 有效消除团队成员和招聘人员之间的偏见. 因着 empowers you to diversify your panel interviews so you can mitigate any unconscious biases in group interviews or presentations.

与杆, 您可以使用东方果博手机版的结构化面试包进行个人和小组面试, along with hidden feedback that’s only visible to your teams once all members have submitted their feedback. 另外, our integrations (like MeVitae)支持匿名审查简历,这样更容易集中注意力 一些最佳实践 在面试过程中.

的技术堆栈图形

合作伙伴去探索

考生的评估和考试

传统上,对候选人的评估一直是面试过程的一部分, allowing recruiters to gain a better, 更深入地了解候选人的硬技能和软技能, along with their approach to problem-solving and strategy. The benefit of candidate assessments is providing your 人才 acquisition teams with an unbiased way of evaluating a candidate’s 功能, while also unearthing unique 人才s or skills that may not show solely through a resume or application screening.

例如,工具像 Bryq use your job descriptions to create a profile of skills, 功能, and personality traits that candidates will need for the role, and assesses candidates based on that profile. This breeds objectivity while anonymizing candidates so that subjective bias doesn’t interfere with your recruitment process.

In instances w在这里 you need to hire for hyper-specific skills, 比如编码或编程, you’ll need a 太l that allows you to objectively assess candidates against particular skill sets while anonymizing applicants for 更多的 inclusive 招聘. 平台 Codility 这样做,你就可以建立更加多样化和公平的高技能的顶尖人才团队.

Marlina Kinnersley
的首席执行官Fortay

不要忘记公司文化,特别是你的核心价值观. 人才招聘团队有责任维护公司的文化,但他们发现,以数据驱动的方式公平、持续地大规模招聘具有价值的人才是一件很有挑战性的事情. Diverse values-aligned teams always perform better.

考虑culture-add

您还将评估候选人的其他因素,如文化或价值一致性. This means determining how candidates will add to and improve upon your company culture by bringing their unique 视角, 经历, 背景, 以及团队的技能. 合作伙伴一样 Fortay can help you assess culture-add in a way that is inclusive of underrepresented groups and 人才 pools.

Bryq的文化添加指标功能也可以帮助评估候选人的文化添加. 有了这个特性, 雇主和招聘人员可以在他们的候选人池中发现员工,他们不仅适合公司的文化,而且可以在他们所缺乏的领域加入公司.

Before adding an assessment 太l to your 的 tech stack, evaluate each 太l against questions like:

  • What model does the 太l use to assess candidates?
  • 评分或合格问题或任务是否代表每个人, 该工具如何确保评估避免无意识的偏见?
  • Does the 太l allow for candidate anonymity?
  • 该工具是否适用于有残疾的候选人,如视力或听力障碍?
  • How consistent is the scoring or measuring model?

合作伙伴去探索

数据和洞察可视化

随着公司规模的扩大,以及招聘团队追求更深层次的的计划, you’ll need the ability to measure the impact of those initiatives on your 招聘 process and gauge w在这里 your organization can continuously improve 的. 除此之外, 对人才获取战略的执行情况有一个全面的了解, and whether your teams are achieving their 的 goals will help propel your teams—empowering both recruiters and candidates to succeed.

在利华,东方果博手机版提供 量身定制人才分析 这能让你衡量人才输送渠道的多样性和公平性, 帮助您了解在招聘计划中,您可以在哪些方面改进的.

In addition to our 人才 analytics suite, 东方果博手机版还提供各种合作伙伴集成,以提升您的数据可视化,并让您更清楚地了解您的管道和招聘流程的价值. 例如, TopFunnel 与杆合作,你可以做出数据驱动的决定,消除招聘中的偏见,同时通过ATS指标对你的人才管道有更深入的了解, 采购分销, 招聘活动统计, 和更多的.

通过理解DE&I sourcing efforts from first point of outreach (TopFunnel) through the funnel (杆) you can ensure proactive outreach to diverse communities, resulting in a 更多的 多样化的劳动力.

的技术堆栈图形

探照灯 allows you to use past performance data to make 更多的 informed 招聘 decisions while translating skills between roles, 帮助您从多元化和代表性不足的群体中寻找人才.

Prior to onboarding a data and analytics integration or 太l with your 的 tech stack, ask yourself:

  • 该工具是否与东方果博手机版现有的申请人跟踪系统协同工作, and does it compliment the data we already have?
  • What data and insights can we gather using this 太l that we can’t gather with our current recruitment software?
  • 随着公司的发展,该工具如何与东方果博手机版和申请人跟踪软件相适应?
  • 工具或集成在收集数据及其多样性参数方面是透明的吗, 股本, 和包含的数据?

合作伙伴去探索

连续培养post-hire

What happens once you’ve filled an open role and the new hire is onboarding with your organization? Though 的 plays a role in your 招聘 process, it’s important that it remains a part of your post-hire plan, 太. 这意味着要确保你的的技术包括招聘人员和团队可以利用的工具和资源,以创造更具包容性的工作环境——无论是面对面的,还是远程的——帮助新员工更好地过渡到自己的角色,同时感觉自己融入了新同事.

关注情感和参与

新员工在入职过程中感到不知所措并不罕见, but recruiters are not the only team members responsible for fostering an inclusive onboarding experience for new hires. 这就是情感和对雇佣后体验的投入发挥作用的地方.

主演 helps you create surveys from scratch (or using pre-built templates) that you can use to gather feedback from new hires, 推动对入职的洞察, 订婚, 和情绪. 你可以继续利用这些调查来吸引员工在入职后和入职后获得有价值的反馈,为你未来的招聘策略提供信息.

Fortay lets you send employees quick pulse surveys that provide powerful analytics across the 人才 lifecycle around 订婚, 包容, 归属感, 健康指标, 让你了解你的多元化员工或未被充分代表的人才对他们在公司的经历的感受,并了解你的差距.

从员工和候选人身上收集关于多元化招聘的见解是至关重要的. 通过东方果博下载app, 例如, 招聘人员可以要求和评估来自均等就业机会调查和仪表盘的反馈,以便更好地了解他们渠道的多样性,并在数据显示缺乏多样性时调整他们的战略, or bias in various st年龄s of the recruiting process.

杠杆的图形技术堆栈页

在你的的技术堆栈中添加粘性工具时需要问的问题:

  • Does the 太l allow for anonymized surveys and submissions?
  • 该工具如何保护参与调查的员工和新员工的隐私, 民意调查, 和反馈活动?
  • 该工具是否与东方果博手机版的其他工具集成,如松弛、Teams或Lattice?
  • What data and insights can we gain from using the 太l?
  • 该工具是否可以在招聘期间和招聘后使用,适用于候选人和员工?

创造包容的社区

在许多组织, 员工将根据共同的兴趣或经历创建自己的小组, 包括种族, 性别, 年龄, 心理健康, 和更多的. Kn经营商 as ERGs (Employee Resource Groups), 这些组织通过向现有员工学习,帮助企业从不同的候选人库和代表性不足的群体中招募顶尖人才,这些员工将这些群体作为文化资源加以利用, 包容性, 还有归属感.

在创建你的的技术栈时,你的工具必须支持这些组. 松弛, a collaborative workplace communication 太l, allows you to create custom private or public channels that employees can use as a safe place to share 经历 and support. Especially critical for remote teams, 松弛 enables teams to connect through chat and video, 让公司更容易做到这一点 创建基本特性.

同样的, 杰出人才 让你创建虚拟社区,你可以利用作为ERGs, 具有共享资源和促进ergc特定事件的额外能力. 像天工异彩这样的整合, 招聘团队和员工都可以培养包容性的工作场所, whether in the office or fully remote.

当考虑为您的多样性技术堆栈进行协作通信集成时, 考虑以下问题:

  • Does the 太l or integration protect our employees’ privacy?
  • 该工具如何与东方果博手机版现有的招聘软件和申请人跟踪系统一起工作?
  • 少数群体或弱势群体(如LGBTQ+)的工具具有多大的包容性?
  • 该工具是否提供任何关于ERG对的计划的影响的数据、分析或见解?

Caitlyn mette
高级招聘经理,杠杆

招聘人员最大的资产之一是他们用来帮助招聘的技术堆栈, 培养, 雇佣顶尖人才. 利用技术堆栈中的工具和集成,帮助你的渠道多样化,并促进招聘过程的包容性,是任何全面发展的的战略的关键.

Promote pay equality across your organization

许多组织根据他们的市场制定工资和薪酬标准, but this is only the first step in working towards equalizing compensation within your organization. 下一步是将薪酬平等纳入你的的技术堆栈, 从数据和对公司内平等和多样性的洞察开始.

Orgnostic 利用人的分析,让你更深入地了解你的员工, 包括多样性, 股本, 和包容. 与Orgnostic, you can ensure you’re promoting employees objectively while offering equal compensation regardless of factors like 性别 and ethnicity. The 太l also provides insights into distribution of roles and compensation among minority groups like women, by integrating with 杆 seamlessly. 另外, Orgnostic allows you to better understand the sentiment around these key areas of employee 开发ment, 比如薪水和晋升.

例如, you can track the complete employee lifecycle from the recruitment phase until your employees leave your company. This makes it easy to spot whether the pay differences between some of your employee groups are significant, 但也提供了可能导致差距的原因,比如晋升速度, 提高数量, 受雇的等级或年龄, types of roles minority employees are hired into, 或者在一起.

Figure, another helpful 的 太l for your tech stack, performs as a compensation man年龄ment system, 使用数据和分析来帮助你发现公司中的薪酬不平等现象. Integrating with applicant tracking systems like 杆, 你可以使用Figure来确保你的薪酬制度对所有人都公平.

在将补偿工具集成到你的的技术堆栈之前,问自己以下问题:

  • How deep are the data and analytics the 太l gives us access to?
  • 该工具如何检测和确定薪酬不平等或薪酬差距?
  • 该工具是否补充了东方果博手机版现有的申请人跟踪软件?
  • 该工具是否提供跨性别的可操作的见解, 年龄, 和种族团体, 包括残疾人士?

合作伙伴去探索

让你的招聘过程成为改变的基础

在杆, 东方果博手机版将继续投资于东方果博手机版集成和工具生态系统的创新伙伴关系. 作为唯一的ATS + CRM, 东方果博手机版致力于为你们提供招聘所需的工具和资源, 培养, and retain top 人才 in your organization. 要探索东方果博手机版所有的集成,请查看东方果博手机版完整的生态系统 在这里.

Curious how 杆 can help you elevate your 的 initiatives and make your recruiting process a foundation for change? 以下下载东方果博手机版的2021年多元化、公平和包容州报告.

的调查报告缩略图

研究

多样性、公平和包容的状态:进展、优先事项和机会

立即下载
友情链接: 1 2 3 4 5 6 7 8 9 10