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Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.
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Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn moreImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesModernise, streamline, and accelerate your communication with candidates and personnel.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesHow PRMG attracts 50% more applicants for niche finance roles with the iCIMS Talent Cloud.
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Learn moreWe believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.
Learn moreStreamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.
Learn moreThe combined power of iCIMS and Infor helps organizations strategically align their business and talent objectives.
Learn moreOur award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
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May 14, 2021 
6 min read
We all fear the dreaded candidate response: “Thanks for considering me for this opportunity, but…”
It’s heartbreaking when a favorite candidate takes themselves out of the running. Not only that, but candidate drop-off slows your hiring, increases cost-per-hire, and is just plain stressful. As you can imagine, it gets even more complex when looking at your DEI hiring strategy. If you didn’t design your hiring process with their specific needs in mind, candidates from historically excluded groups (HEGs) might feel unwelcome.
Due to that complexity, roles for diversity-focused recruiters jumped 800% between 2017-18 and 2019-20, according to Gartner TalentNeuron™ data. Companies serious about DEI know that specialized talent acquisition professionals can ensure their hiring journey isn’t a one-size-fits-all approach.
All organizations have a responsibility to listen to those from historically excluded groups and tailor the hiring experience to their wants and needs. Plus, due to unconscious bias, there must be extra measures to ensure an equitable experience for candidates from HEGs, such as AI and anonymized resumes.
Talent from HEGs drops off for many reasons—your exclusive job description, a lengthy application process, and a lack of diversity on your interview panels. There’s plenty that can go wrong and decrease the representation in your hiring pipelines. How can you safeguard your processes to get ahead of potential pitfalls instead of reacting to problems as they arise?
It’s key to have comprehensive insights into your hiring funnel, from sourcing to advancement, so you can identify where your hiring process could be more equitable at every stage. Many organizations lack the insight to do that—or have disorganized data that takes hours, days, even weeks to organize into a useful overview. According to Korn Ferry, 53% of recruiters aren’t using all their hiring data for insights. There’s a lot of valuable information they’re leaving on the table.
It’s essential to choose an Applicant Tracking System (ATS) that provides you with the insights you need in an easily digestible way. To boost DEI outcomes, make sure you can view each funnel stage broken down by demographic so you have the data you need to act.
We at iCIMS have been using DEI Analytics to elevate our own DEI hiring program. “These are new insights for me,” said iCIMS Chief People Officer, Jewell Parkinson. “The visual displays make the data interpretation very intuitive.”
Read on for three specific ways you can use DEI Analytics in iCIMS ATS to minimize drop-off and maintain a diverse talent pipeline:
While having ATS data can help you identify areas to improve the candidate experience and reduce bias, it’s only one part of a broad set of DEI initiatives. At iCIMS, we see DEI as a holistic, candidate-first journey at every funnel stage, including better employee retention. The talent acquisition software provides you with candidate relationship management software (CRM), employee testimonial videos, beautifully branded DEI site templates, AI to reduce bias, and diversity recruiting tools.
Companies that want to become top DEI organizations need a plan in place to build an authentic candidate experience, reduce bias, retain top talent, and measure your efforts—every step of the journey.
Do you want to learn more about reducing drop-off by building an equitable DEI candidate experience? Check out our ebook Inclusive Hiring at Every Recruitment Stage.
and receive free tips on how to attract, engage, hire, & advance the best talent.
