Diversity and inclusion is at the heart of most forward-thinking modern businesses. And rightly so, A diverse workforce can often be the linchpin to a healthy, profitable business.
Promoting the culture you've worked so hard to shape and mould can be challenging. It can be easy to obsess and over commit to the employer brand in the quest to attract more diverse talent.
As vital as candidate attraction is, it's just one piece of the puzzle. Getting quality applicants successfully through the recruitment process is equally as important to the overall hiring strategy.
Once you've mastered your employer branding and opened the floodgates to high quality candidates how do you ensure your recruitment process continues to be as diverse and inclusive as your EB? Are your employee hiring workflows water tight, or could you be leaving the door open to unconscious bias and discrimination?
At iintegra, we've approached the development of our Talent Acquisition Platform differently!
iintegra operate a little differently from some of the 'big boys' in the Talent Acquisition market. We understand that companies who embrace diversity will attract a wider range of applicants. We believe it's best practice to maintain impartiality throughout every stage of the recruitment process. That's why we've built structured and partially structured employee hiring workflows to completely remove bias and discrimination at recruiter and hiring manager level.
The traditional unstructured silo-based workflows that many Talent Acquisition Platforms (TAPs) provide in most cases includes a drag and drop functionality.
The issue with unstructured workflows is that the functionality allows recruiters to arbitrarily move applicants between stages. This means that the silo stages have no meaning or context at all aside from their label and possibly a bit of text to describe what the silo is.
In essence, we've done away with the concept of the unstructured workflows and replaced it with a partial or fully structured approach to workflows which increases the consistency and productivity of the recruiter.
Why did we do it differently?
We decided long ago to focus on providing fully structured workflows, offering a degree of flexibility to create partially structured workflows.
By using a partially or fully structured process, the recruiter and applicant are freed from the traditional ATS treadmill, each knows where they're going by showing them exactly where they've been. The process sets out a path to hire which can be directly translated from a company's internal procedures so that compliance is no longer left to the recruiter having a need to know every nuanced aspect of the documented standard process.
There's a trade-off when using a partial or fully-structured workflow where the recruiter loses some of the flexibility they would have in a non-structured drag and drop recruitment process. The benefits however outweigh the losses as the added structure helps to reduce costs, improve consistency and productivity, whilst also reducing levels of unconscious bias in the system by enforcing recruitment standards for all recruiters. The consistency also makes it easier for those who are responsible for analysing and measuring the effectiveness of the recruitment process. The accuracy and consistency removes assumptions and enables methodical data driven decisions.
Another point regarding the use of a partially or fully structured workflow is that the recruitment process becomes inherently fairer because it always follows the rules the recruiters company has defined for their recruitment process. All applicants are treated the same.
Workflow features / benefits comparison matrix
Here's an insight into the capabilities of different workflows.
|Consistency of recruitment process||None||Some||Full|
|Accurate cost tracking||No||Yes||Yes|
|Potential for unconscious recruiter bias||High||Reduced||Low|
|Applicant path to hire||
Leading to a poor, inconsistent applicant experience.
Non-linear (with linear sections)
Giving an improved applicant experience with monor inconsistencies at some points.
Giving a consistent applicant experience for all.
|Applicant data consistency||Low||Medium||High|
|Volume handling||Low||Low - High||Low - High|
|Process automation levels||
No automated decision tree
Partially automated decision tree
Fully automated decision tree
|Application stage context||None||Full||Full|
|Time spent managing individual applications||High||Low||Low|
|Models recruitment best practice||No||Yes||Yes|
|Applicant self service||Low - Medium||High||High|
|Recruiter discretion||Total||Partial (medium)||Partial (low)|
|Accuracy of recruitment reports||Low||High||
|Recruiter performance tracking||Inaccurate||Accurate||Accurate|
Interesting in learning more about structured customisable work flows? Would you like more information about our Talent Acquisition Platform?
Speak to an expert today on 01455 248 750 or request more information here.