Promoting Diversity and Inclusion through Your Recruitment ATS

Your recruitment applicant tracking system (ATS) is more than a software that’s made for recruiting. It’s also a tool where you can advocate diversity and inclusion within your organization.

In this article, we’ll break down the importance of these interconnected HR concepts and how it intertwines with your ATS. Let’s get right into it!

Your people represent your brand

In the corporate world, the people should be the heart of your organization. Without them, you wouldn’t be able to progress towards any improvement at all. They are your arms and legs and can make or break overall success. That said, it’s very vital who you bring into your company, too.

Like in the saying “birds of the same feather flock together”, it speaks true for companies. All the employees represent your brand. Their work ethics and how they interact within the system-- internally and externally-- will be associated with the organization. Every single one of them contributes to the “persona” that your business is trying to achieve.

While you might think it’s going to be good to bring in staff with the same background and mindset, that’s not necessarily the case. On the contrary, it’s advised to have a diverse group of people who have similar interests and can work together towards a common goal.

Even the world-renowned Mckinsey has been emphasizing the winning concept of company diversity. Aside from the ever-growing essence of gender and cultural representation, it also proves that businesses that value this have outperformed those that don’t by 36% in terms of profitability!

It’s the coming together of various minds with unique sets of experiences and skills that lead to this work productivity like never before.

Diversity In, Inclusion In

Of course, it can be quite a challenge for the management team to ensure a harmonious company culture though and through. It may take a while to adjust for everyone to get along and accept each other’s differences.

However, when that is achieved, you’ll be surprised how the feeling of belongingness or inclusion can leave a huge impact on the business.

According to a study by Deloitte, promoting involvement and making sure that all the employees feel they have an equal and significant role within the organization pay off well. There is an increase in job performance by 56%, a decrease in employee sick leaves by 75%, and a big reduction in employee turnover by 50%!

A survey by the same group even shared that 94% of respondents agree that the feeling of inclusion and belongingness can drive organizational performance prominently.

5 Ways Your Recruitment ATS Can Help with Diversity and Inclusion

It’s truly amazing how such social listening and regard for well-being can bring higher ROI and reflect on employee efficiency. While human interactions play a big part in perpetuating such outcomes, the use of tools shouldn’t be dismissed, as well.

Your very own recruitment ATS can help in bolstering your efforts in nurturing and maintaining company diversity and inclusion. Here are 5 ways how:

A Recruitment ATS gives you more time to screen candidates carefully

The end goal of recruitment is hiring people. Before you get to that point, it’s given that you conduct a series of interviews and assessments. When they are the right fit, that’s when you onboard them.

With your trusted tool, it allows you to save time in sourcing and screening candidates. Thus, giving you more opportunities to focus on the human aspect in evaluating them. 

With the ability to post job ads on multiple channels with just a few clicks and parse resumes at incredible speed, you’ll get a bunch of prospects funneled into your platform. You can make better use of this saved time to better understand the talent and see how well they fit within the company.

Promote diversity through your job posting

Even the copy of your job posts can bring in a diverse group of people. Don’t underestimate the power of words! This is what people read and, if it doesn’t appeal to them, the chances of them applying is practically nil.

Make your job post engaging and compelling enough to prove that your company welcomes all groups of people without bias or discrimination. This is a great way to gather a larger talent pool and, at the same time, improve your employer branding.

Read more about our tips on how to create a killer job description for your post!

Maximize your ATS and measure diversity using collected data

There are two ways on how you can go about this. First, you can easily track performance in terms of your diversity recruiting strategy. Your recruitment ATS can reveal who you’re hiring and check their demographics to continually improve diversity equity and inclusion.

Some companies also use their ATS to set their own goals to advocate diversity. For instance, they make sure to balance the gender ratio of the company by hiring 50% male and 50% female. Others ensure that there are enough ethnic representations to improve employer branding and have an overall global work atmosphere.

Your recruitment ATS can easily do these with its capable functionalities.

Remove unconscious bias during candidate screening

Unconscious bias is hard to get rid of, which is why people do it without them knowing it! Your recruitment ATS can help in being more objective in its screening procedures than any other humans can.

Without taking regard to the name, ethnicity, gender, or other personal details, the software just scores and recommends candidates based on job match. It gives equal chances to those who fit the role due to their experience, skill sets, etc. Awesome, right?

Manatal’s candidate scoring and AI recommendation system do a great job in removing such unconscious biases and help recruiters bring top talents justly and fairly. If that’s not wonderful enough, it’s also worth mentioning that your time to fill will be greatly reduced by a mile.

Improve your career page and show your care for diversity and inclusion

There are a lot of companies around the world that embrace diversity and inclusion. There's Johnson & Johnson, Mastercard, and Marriott International to name a few. We’re not just basing them on facts like how many employees they have and where they’re from. It’s very evident in their career page, too.

Just from this page alone, you’ll see how much they value the concepts. They include texts that explain how they care for their employees regardless of background. They even add tons of photos or videos, which aid in visualizing how it’s like to work for them.

This is a great way of cultivating employer branding and enticing people across the borders to apply for a job in your company. Customize your career page well through your recruitment ATS, and you’ll reap the benefits fruitfully. You can do this easily with Manatal.

With just a few clicks, you’ll be able to create beautiful career pages that reflect your organization’s cause in the most appealing way.

Company diversity and inclusion are tough cases to crack. However, with your recruitment ATS and the right leadership style, you’ll be able to greatly improve social coherence that makes a significant improvement to the business.

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