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Solution: Diversity

NHS Trust Handbook: How to inspire, attract and recruit

Resources: Guide

Toolkit for NHS Trusts: How to Inspire, Attract and Recruit.

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The ultimate toolkit for NHS Trusts.

The war for talent in the UK is showing no signs of slowing down – and the NHS certainly isn’t immune to it. 

As NHS Trusts continue to battle it out for the top talent, the constant threat posed by private sector employers means the NHS needs to do more to have a competitive edge.

But how can you make your NHS Trust stand out to secure the best talent?

Oleeo’s guide shares our top tips for NHS Trust recruitment and best practices to inspire, attract and recruit the best NHS talent.

You’ll learn:

  • Know your NHS Trust's audience.
  • How to improve your candidate experience.
  • How to create and nurture a talent pool.
  • Ways to improve your time to hire.
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Finance Talent Acquisition 2024 Outlook

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Evercore Investment Bank

With Oleeo, Evercore streamlined their processes which significantly reduced admin.

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6 Steps to Recruit and Hire In-Demand NHS Candidates

Resources: Infographic

Steps to Recruit and Hire In-Demand NHS Candidates.

The war for talent in the UK is showing no signs of slowing down – and the NHS certainly isn’t immune to it. As NHS Trusts continue to battle it out for the top talent, the constant threat posed by private sector employers means the NHS needs to do more to have a competitive edge. 

But how can you make your NHS Trust stand out against the private sector competitors in the fight to secure the best talent?

Discover our six top tips to recruit in-demand NHS candidates with our infographic.

Download Now
6 Steps to Recruit & Hire In-Demand NHS Candidates thumbnail

Appeal to in-demand NHS candidates by:

  • Improving your employer branding
  • Making your job ads stand out
  • Use tools to help you locate the best candidates
  • Not discounting candidates based on unconscious bias
  • Improving your candidate processes
  • Always improving

Download our infographic today to power up your volume recruitment:

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Learn how to deal with NHS recruitment challenges or about the NHS recruitment process 

Diversity, Equity and Inclusion Recruitment Essentials: Recruiter E-guide

Resources: Guide

Diversity, Equity and Inclusion Recruitment Essentials.

Download Guide

Diversity is no longer a buzzword, it’s an expectation.

The only way you’re going to improve DE&I in your organisation is by recruiting a more diverse workforce. And that’s easier said than done right?

Our e-guide contains the essential steps to meet your DE&I goals. Which, as we know, will help to boost innovation, performance and, most importantly, revenue for your organization!

You’ll learn:

  • How you measure DE&I across your recruitment funnel
  • Quick changes you can make to diversify your hiring processes
  • Tips to improve your long term DE&I recruitment strategy
Download Now

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CohnReznick, Leading Accounting & Consulting Firm

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With Oleeo, Nottinghamshire County Council’s time-to-hire has been reduced from 70 days to a streamlined 42 days.

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Why Diversity, Equity and Inclusion Matters in Recruitment

Resources: Infographic

Why Diversity, Equity and Inclusion Matters in Recruiting.

Building a diverse, equitable and inclusive workforce is key to the success of your business. With 3 in 4 job seekers and employees (76%) saying that a diverse workforce is important when evaluating companies and job offers. And research showing that companies who are more diverse and inclusive are 36% more likely to outperform their competitors.

You can’t afford to be behind the curve.

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Snippet of Oleeo's infographic on Why Diversity, Equity and Inclusion Matters in Recruitment

Diverse and inclusive workforces prove to be:

  • More profitable
  • More likely to perform better
  • More innovative

Download our infographic today to discover why diversity, equity and inclusion matters in recruiting

Download Now

Diversity Insights Datasheet

Resources: Datasheet

Diversity Insights Datasheet .

Part of the Oleeo Recruiting Enablement platform, Oleeo Insights: Diversity is a SaaS solution that provides Talent Acquisition leaders with pre-built metrics, analytics, and visuals that answer questions about the state of diversity in recruiting and give insights into how to achieve diversity goals.

Oleeo Insights: Diversity dives into the topic of diversity, answering questions about the state of diversity in recruiting and giving insights into how to achieve diversity goals. The following questions are included in the solution. Only access insights into the Diversity topics that matter to you. While Oleeo Insights: Diversity includes pre-built metrics, analytics, and visuals related to gender, race, religion, age, disability, and sexual orientation, only the data you specify during onboarding with Oleeo will be included in the solution.

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Why Oleeo?

With automation and intelligence built-in end-to-end, the Oleeo Recruiting Enablement platform is an award-winning recruiting technology solution that enables organizations to make great and diverse hires faster and more efficiently than ever before. The chosen solution of global enterprise brands, as well as leading government agencies, police forces, and health services, Oleeo is being used by hundreds of employers in over 145 countries, processing millions of candidates each year. Visit oleeo.com.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Diversity Benchmarks Data Sheet

Resources: Datasheet

Diversity Benchmarks Data Sheet.

Oleeo Diversity Benchmarks is a SaaS solution that gives recruiters access to population diversity data by region, and the ability to compare that data to their hiring results. It helps answer high level questions to understand how your business performs against population statistics for the region(s) in which they are filling posts, with a focus on racial diversity. Oleeo Diversity Benchmarks can be used in conjunction with Oleeo Recruit (ATS) or as a standalone solution.

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Talk To Us Today

Why Oleeo?

With automation and intelligence built-in end-to-end, the Oleeo Recruiting Enablement platform is an award-winning recruiting technology solution that enables organizations to make great and diverse hires faster and more efficiently than ever before. The chosen solution of global enterprise brands, as well as leading government agencies, police forces, and health services, Oleeo is being used by hundreds of employers in over 145 countries, processing millions of candidates each year. Visit oleeo.com.

Tell me Everything

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Deliver gender de-biasing in recruitment with Oleeo

Deliver gender de-biasing in recruitment with Oleeo.

This video gives you more information on what the tool offers to help you ensure gender de-biasing in recruitment with Oleeo.

Talk To Us Today

Using Oleeo Technology.

Language is a key contributor to such bias – if you want to know more, this video shows how to eliminate it. There is much evidence published that shows that subtle but systematic wording differences can influence job appeal negatively and increase gender inequality. These differences also exist in candidate CVs or resumes, and perpetuate biases – either unconsciously through the human recruiter or through machine learning representations.

Eliminating gender bias needs to include technology that helps amplify blind recruitment. Oleeo has sought to deliver gender de-biasing in recruitment. We have done this by seeking to establish features that may differentiate a male candidate’s CV or resume from a female candidate’s resume. We have considered if there are lexical, syntactic and semantic differences in the text that distinguishes male and female CV or resumes and if these differences are then perpetuated or amplified in machine learning representations of the CV and resumes – this video explains it more.

Using Oleeo technology, recruiters can determine if disparate impact on the gender minority may occur in the hiring process due to statistical differences in the underlying male and female CVs or resumes, manifesting as redundant encodings of gender information in machine learning representations of CVs and resumes. This is why gender de-biasing in recruitment with Oleeo is paramount.

Oleeo analysis has demonstrated how small, but statistically significant patterns, such as resume length, readability and use of certain words can easily lead to gender identification and influence a recruiter looking to achieve gender balance subconsciously. 

Findings that influenced this product include:

Whilst the statistical differences for CVs or resumes between different job sectors are very apparent, the differences in a specific job sector between male and female CVs or resumes was more subtle but still statistically significant. For instance, the number of sentences, words and unique words used in a CV or resume have distinct differences across job sectors.

However, there is a gender difference in that 90% of the top-10 male discriminant words are proper nouns and nouns, whereas only 68% of the top-10 female discriminant words are proper nouns and nouns. This indicates that proper nouns usage plays a big role in differentiating male and female CVs or resumes, which is not surprising as it encompasses given names which have gender connotations.

Even with blind recruitment methods applied, the redundant encoding of gender in machine learning representations could still be an issue and appears to be amplified, which could lead to disparate impact on the gender minority.

An add-on module to Oleeo Recruit

Intelligent Writing helps recruiters create gender-neutral job postings/descriptions, attracting more female candidates. Leveraging artificial intelligence, Intelligent Writing identifies gender biased words and recommends gender-neutral alternatives. This datasheet gives you more information on what the tool offers to help you ensure gender de-biasing in recruitment with Oleeo. Click the buttons below to view this short video or talk to us today about how we can assist with your gender de-biasing in recruitment needs.

Talk To Us Today

Tell me Everything

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Ensure gender de-biasing in recruitment with Oleeo

Resources: Datasheet

Ensure gender de-biasing in recruitment with Oleeo.

It’s no great secret that gender diversity and inclusion have never been more central to business as uncertainty dominates headlines and continues to make waves globally.

Language is a key contributor to such bias. There is much evidence published that shows that subtle but systematic wording differences can influence job appeal negatively and increase gender inequality. These differences also exist in candidate CVs or resumes, and perpetuate biases – either unconsciously through the human recruiter or through machine learning representations.

Eliminating gender bias needs to include technology that helps amplify blind recruitment. Oleeo has sought to deliver gender de-biasing in recruitment. We have done this by seeking to establish features that may differentiate a male candidate’s CV or resume from a female candidate’s resume. We have considered if there are lexical, syntactic and semantic differences in the text that distinguishes male and female CV or resumes and if these differences are then perpetuated or amplified in machine learning representations of the resumes.

Download Now
Talk To Us Today
Intelligent writing

Using Oleeo Technology.

Using Oleeo technology, recruiters can determine if disparate impact on the gender minority may occur in the hiring process due to statistical differences in the underlying male and female CVs or resumes, manifesting as redundant encodings of gender information in machine learning representations of CVs and resumes. This is why gender de-biasing in recruitment with Oleeo is paramount.

Oleeo analysis has demonstrated how small, but statistically significant patterns, such as resume length, readability and use of certain words can easily lead to gender identification and influence a recruiter looking to achieve gender balance subconsciously. Findings that influenced this product include:

Whilst the statistical differences for CVs or resumes between different job sectors are very apparent, the differences in a specific job sector between male and female CVs or resumes was more subtle but still statistically significant. For instance, the number of sentences, words and unique words used in a CV or resume have distinct differences across job sectors.

However, there is a gender difference in that 90% of the top-10 male discriminant words are proper nouns and nouns, whereas only 68% of the top-10 female discriminant words are proper nouns and nouns. This indicates that proper nouns usage plays a big role in differentiating male and female CVs or resumes, which is not surprising as it encompasses given names which have gender connotations.

Intelligent Writing.

Even with blind recruitment methods applied, the redundant encoding of gender in machine learning representations could still be an issue and appears to be amplified, which could lead to disparate impact on the gender minority.

An add-on module to Oleeo Recruit, Intelligent Writing helps recruiters create gender-neutral job postings/descriptions, attracting more female candidates. Leveraging artificial intelligence, Intelligent Writing identifies gender biased words and recommends gender-neutral alternatives. This datasheet gives you more information on what the tool offers to help you ensure gender de-biasing in recruitment with Oleeo. Click the buttons below to read the datasheet or talk to us today about how we can assist with your gender de-biasing in recruitment needs.
Download Now
Talk To Us Today

Tell me Everything

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

5 Recruiting Diversity Metrics to Measure

5 Recruiting Diversity Metrics to Measure Year-Round.

Did you know that diverse teams outperform non-diverse ones by 35% and 57% of employees think their companies should be more diverse? With diverse hiring initiatives on the rise, it’s important for companies to track and measure their current progress towards a more diverse workforce. Evaluating the following can help your organization take diverse hiring to the next level. Take a look at these 5 of the most important recruiting diversity metrics to track.

Start by considering how you can get a holistic view of where your organization is lacking or excelling in diversity. Keep in mind that some of the percentages may cross over as employees can be a member of more than one segment.

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5 Diversity

Using Oleeo Technology.

A study by the Administrative Science Quarterly Journal found that when Asian candidates made their names sound more “white” they were twice likely to receive a call back than when using their Asian names, and the same was true for African-Americans. Are you aware of the diversity of candidates in your hiring process? Have you measured it against race, gender, age, disability and even Veteran status? Gather your data to and chart the findings – the numbers may surprise you!

Again, keep in mind that some of the percentages may cross over as employees can be a member of more than one segment. Overall, how does your applicant pool compare to your existing workforce? Is your applicant pool full of minority candidates but your existing workforce is lacking them? Highlight areas of discourse for discussion with your higher ups!

Remember: it’s one thing to hire and employ diverse candidates, but are you keeping them? Use this following chart to see which areas of diversity aren’t sticking around for the long-haul, then investigate with exit surveys to find out why. Keep in mind that some of the percentages may cross over as employees can be a member of more than one segment.

Next, where are the majority of your diverse candidates coming from? Use this information to reallocate recruitment budget towards the right channels of diverse hires and again keep in mind that some of the percentages may cross over as employees can be a member of more than one segment.

Observing current workforce trends is important. Are there pay discrepancies among your minority vs white employees? What about males and females? The age section, we can let slide, since as we age and earn more experience our salaries increase… but are your disabled workers not earning as much as non-disabled? Highlight discrepancies and get these numbers in front of execs. These charts don’t lie!

Employees and job applicants are protected under legislations.

Finally, remember your employees and job applicants are protected under legislations such as the U.S. Equal Employment Opportunity Commission which prohibit employers from discriminating against any employee or job applicant for their race, color, sex, religion, pregnancy, disability, national origin, age, and even genetics. EEOC complaints are made public and any job seeker or existing employee can access them.

All of this can be resolved if you invest in the help of a streamlined, integrated applicant tracking system to reduce bias and ensure compliance amongst your recruitment team. Click the buttons below to read the full report or talk to us today about how we can assist.

Download Now
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Tell me Everything

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Ultimate checklist for buying diversity tech

Resources: Guide

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.

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Diversity recruitment

Using Oleeo Technology.

Step 1: Audit Your Recruitment Process, Set a Budget & Time to Make a Decision

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.

Tell me Everything

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

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