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 specialised talent acquisition professionals can ensure their hiring journey isn’t a one-size-fits-all approach.
All organisations 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 organisations lack the insight to do that—or have disorganized data that takes hours, days, even weeks to organise 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 programme. “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 minimise 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 Cloud provides you with candidate relationship management software (CRM), employee testimonial videos, beautifully branded DEI site templates, AI to reduce bias, and more.
Companies that want to become top DEI organisations 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.