Ultimate checklist for buying diversity tech

Diversity recruitment

Ultimate checklist for buying a diversity recruitment solution.

Diversity and inclusion are highly valued by incoming talent, and have all around positive impacts on your organization’s performance. These overwhelming benefits have led leaders to take notice. In 2017, 69% of executives rated diversity and inclusion as an important issue, while Glassdoor found that 35% of hiring decision makers expect to increase their investment in diversity and inclusion efforts. If you’re reading this, you are probably one of those who know just how crucial a healthy diversity and inclusion program is to your organization. But knowing you need a change is only the first step. Now it’s time to find the right talent acquisition tool to develop and support your strategy. This checklist will help you evaluate diversity recruitment software solutions to ensure that you find the one that best suits your unique hiring goals and needs.

Diversity recruitment

Using Oleeo Technology

Step 1: Audit Your Recruitment Process, Set a Budget & Time to Make a Decision: Before you can make any decisions on the right tool, you will need to audit your current recruitment process and team capabilities. Without the background research, you run the risk of choosing a solution that doesn’t work or not receiving the buy-in from leadership or employees. Assess Your Needs. Your talent acquisition team knows what it takes to hire talented employees, and most likely has a few strategies and tools that work in addition to those that don’t. Take an account of those elements that are succeeding and be sure they will not be interfered with while noting where adjustments have to be made. This will save your team from frustrations and budget from strain.

Step 2: Make a Wish List: Dream a little. If you could have your new technology solve any problem or provide guidance on any strategy, what would you ask for? Make a list of those dream features and watch for them in demos with vendors. Be sure to ask if they’re top priority!

Step 3: Fill in the Blanks: After gathering more information on your own needs and limitations, you will need to understand what exactly can fill in those gaps without hindering what already works. Data will help ensure you’re meeting compliance and will help give strategic direction for improvements. Collecting demographic data in addition to tracking the source of candidates can help your team strategize better approaches to reaching diverse talent in addition to helping identify the areas of hiring that lack diversity hiring success. Throughout the year, measuring things like your total workforce diversity breakdown, diverse employee retention rate and pay disparities might unveil risks to your hiring success and employer brand as well as help direct your entire diversity program.

Step 4: Get Buy-in: Typically when we hear “buy-in” we think getting executives on board. While that is half the battle, albeit a lengthy, overwhelming half, it is only half. On the other side of this buy-in lies your talent acquisition team from recruiter to hiring manager. In order for your diversity recruitment solution to help your program, you will need the users to love its features as much as the executives love its return.


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