With Oleeo’s Intelligent Talent Acquisition platform, Diversity And Inclusion are hardwired into the end-to-end recruiting process, helping recruiters avoid bias and creating the inclusive experiences candidates deserve.
Keep data at the forefront of a fair and transparent process. Understand your baseline, identify trends, and track progress toward diversity in recruitment with pre-built metrics, analytics, and visuals. Oleeo’s diversity hiring platform is an out-of-the-box solution that helps teams put diversity recruiting strategies into action.
Oleeo enables inclusive candidate experiences that strengthen the impact of diverse recruiting strategies. Oleeo proactively roots out the subtle biases that can undermine progress. Job post debiasing, AI-powered selection criteria, dynamic workflows, and tailored content help bake fairness into every step of the recruiting process.
Oleeo’s diversity hiring platform includes Intelligent Writing, to help recruiters write job descriptions that appeal to everyone. Oleeo flags gender-biased words and instantly suggests replacements for masculine words that consistently deter female candidates.
Our resources library includes a selection of customer stories where Oleeo has helped to transform talent acquisition. Hear it straight from successful customers:
Read this guide to see why D&I must be a recruiting priority
A video on the importance of using unbiased language in recruitment
This infographic demonstrates why D&I is critical in recruitment
Diversity recruitment is the process of hiring job applicants in a manner that is free from bias. It involves adopting inclusive hiring practices, sourcing from diverse talent pools, and implementing processes to mitigate biases throughout the recruitment process.
Improving diversity in recruitment is essential for healthy business growth. By widening your pool of employees, you’ll introduce new perspectives to your business, as well as ensure that your company better reflects your community and clients.
By hiring individuals from different backgrounds, organizations can foster innovation, creativity, and improved problem-solving abilities. A diverse workforce can contribute unique insights, challenge the status quo, and help create a more inclusive work environment.
It has been proven time and time again that diverse and inclusive teams are more effective than teams who have the same experiences and perspectives – they generate more revenue, make better and faster decisions, and drive more innovation.
A diversity hire refers to an individual who is hired with the specific goal of increasing diversity within an organization. A diversity hire is generally considered a negative term because of the connotation that a candidate was not hired on merit but rather to fill a quota. The term diversity hire should not be confused with diversity hiring.
To increase diversity in recruitment, you need to target a wider pool of candidates. It’s essential to consider the language that you use in your job adverts and application forms, as words and phrases can alienate certain groups of people without you intending to. It’s also important to consider where you’re sourcing your candidates from; widen your search to include advertising on platforms you haven’t previously used.
Improving diversity in recruitment is an important goal, but it’s not an easy thing to accomplish with more traditional forms of recruitment. Whether we realize it or not, we all have inherent biases that can shape the way we choose candidates and the candidates we choose.
However, with diversity hiring initiatives, you can benefit from automation, intelligent writing, and unbiased selection to ensure that you’re selecting a wide range of diverse and talented candidates to fill your positions.
Not only will this save you time and make your hiring process more efficient, but your business will benefit from the diverse range of candidates you may not have otherwise located.
Inclusive Job Descriptions: Craft job descriptions that use inclusive language, emphasize a commitment to diversity and highlight an inclusive work environment.
Diverse Sourcing Channels: Utilize various channels to reach diverse candidates, such as online job boards that cater to specific communities, professional associations, and diversity-focused networking events.
Partnerships and Outreach: Collaborate with organizations, educational institutions, and community groups that support diverse talent. Engage in outreach programs, career fairs, and networking events to build connections with potential candidates.
Employee Referral Programs: Encourage employees to refer diverse candidates from their networks. Implement incentives or rewards to motivate employees to actively participate in the referral process.
Unbiased Hiring Processes: Implement blind screening techniques, structured interviews, and diverse interview panels to mitigate biases and ensure fair evaluations.
Employer Branding: Showcase the organization’s commitment to diversity and inclusion through its website, social media, and other promotional materials. Highlight success stories of diverse employees to attract candidates.
Successfully implementing diversity recruitment strategies requires a comprehensive and thoughtful approach. Here are some key steps organizations can take:
Leadership Commitment: Senior leaders must demonstrate a genuine commitment to diversity and inclusion by setting clear goals, allocating resources, and holding themselves accountable.
Diversity Training: Provide diversity training to recruiters and hiring managers to raise awareness of biases, foster inclusive behaviors, and ensure fair hiring practices.
Diverse Interview Panels: Create diverse interview panels to avoid biases and gain multiple perspectives during the candidate evaluation process.
Partnerships and Collaboration: Collaborate with external organizations, diversity-focused platforms, and educational institutions to expand the reach and access to diverse talent pools.
Employee Resource Groups: Establish Employee Resource Groups (ERGs) that provide support, networking opportunities, and a sense of belonging for underrepresented employees. ERGs can also serve as ambassadors to attract diverse candidates.
Metrics and Tracking: Establish metrics to track the effectiveness of diversity recruitment efforts. Regularly review data on candidate demographics, hiring rates, and retention to identify areas for improvement.
Inclusive Onboarding: Develop an inclusive onboarding process that welcomes and supports all hires, ensuring they feel valued and included from day one.
