How an applicant tracking system can drive diversity, equity, and inclusion

If I asked you, “Does your applicant tracking system support hiring diverse talent?” you’d like to answer ‘yes.’ But is it true?

Everyone wants to say that their tech enables them to eliminate bias and build a diverse, winning workforce.

Unfortunately, that’s just not the case.

Efficient recruitment technology helps surface best-fit talent within applicant tracking systems. However, basic applicant tracking systems are not inherently built to suggest an arrangement of diverse candidates. That’s counterproductive to its function—surface the best application centered on role-based criteria and keywords. (It doesn’t know to provide various options.)

That isn’t very reassuring to hear, mainly because we know that diverse teams = winning teams.

A more diverse workforce results in a 35% increase in business performance

That’s why your TA team focuses on recruitment marketing. They allocate time and money to create authentic career sites that reflect your culture and employee base and include employee testimonials and employee-generated videos. They also craft compelling content to use in CRM and text campaigns that go out to your numerous talent communities and internal talent pools. All of this in hopes of appealing to the right talent, wherever they are.

After you spend all those resources to attract diverse talent to your organization, you can’t let the ball drop on the process’s actual hiring part.

How can your applicant tracking system drive DEI?

How do you enable your applicant tracking software to showcase the best-fit, diverse talent you worked so hard to attract?

You use the right applicant tracking system — one fueled by recruitment software that’s continually learning.

With iCIMS Talent Cloud AI and Machine Learning (natively built-in to iCIMS Applicant Tracking,) you can drive the hiring portion of building a diverse, winning workforce.

iCIMS AI and ML dramatically improve overall recruiter productivity to accelerate resume review, compare candidates, and remove initial subjective assessments.  The tech also automatically routes best-fit profiles directly into your hiring workflow— all with the assurance that your initial sourcing strategies reduce bias.

3 ways iCIMS Applicant Tracking System drives DEI

Let’s dig into those efficiencies more.

Three top ways iCIMS Applicant Tracking System fosters unbiased hiring is by mitigating biases, reviewing 100% of candidate applications, and matching applicants to the right role, with tech.

  1. Use tech in your ATS that mitigates biases.

With automated matching and ranking, your applicant tracking system reduces subjectivity that may be present in human reviews (whether conscious or not). This tech enables your team to see all the best-fit talent, regardless of their name, race, or gender.

  1. Eliminate all the unintentional biases, part two.

Speaking of leveraging tech that lowers unintentional biases, applicant tracking systems automate the review of 100% of candidate profiles. Meaning every applicant has a fair shot at the open role. (Say goodbye to recruiter fatigue.)

As a bonus, by using applicant tracking software, you unlock the full potential of your talent pools and employee profiles — boosting internal mobility opportunities and reducing your current time to fill.

  1. Match applicants to posted jobs with role-fit tech.

Use the data you have. iCIMS Talent Cloud AI uses resume data, career site searches, and chatbot interactions to connect with job seekers with best-fit roles.

As you build your workforce, it’s critical to see how your current applicant tracking software supports unbiased and data-driven decisions — at every stage of the hiring process. (Dive into more stories, strategies, and tactics for diversity and inclusion in recruiting here.)

Do you want to learn more about the strategies and tech needed to build a diverse, winning workforce? Check out the 2021 Recruiting Strategies Guidebook.

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