The role that AI plays in diversity in recruitment is still being debated.
Critics of AI are worried it will replicate human biases that already exist. Supporters believe AI can help us avoid unconscious bias and increase diversity in recruitment.
I’m biased (of course), but I’m a supporter of using AI in recruiting.
Here’s why: knowing AI has the potential to replicate an existing bias means we can monitor for it. And if a bias does occur, we know how to remove it.
Here are 4 promising ways in which AI is being used to help diversity in recruitment.
1. Continue reading
Diversity recruitment is a top priority these days. A SHRM survey found that 57 percent of HR professionals say their recruiting strategies are designed to attract diverse candidates.
Here are 5 proven strategies for improving your workplace diversity recruitment.
1. Offer flexibility as a workplace perk
Flexible work schedules and work-life balance are the most desired perks for women and Millennials.
2. Use a pre-hire assessment to measure candidates’ personalities and skills
Personality assessments increase workplace diversity because they lack adverse impact (i.e., the scores do not differ for minority candidates).
Diversity recruitment methods that reduce unconscious bias such as objective assessments are a great tool to help companies achieve workplace equality. Continue reading
People analytics thought leader Josh Bersin has stated that workplace diversity and inclusion is a top priority for 2016. Companies have notably stepped up. Intel CEO Brian Krzanich has pledged $300 million to increase the diversity hiring of women and underrepresented minorities.
It’s time to step up and do more. It’s not good enough to say we value diversity.
-Brian Krzanich, Intel CEO
That’s why I’ve created this 6 step how-to guide for attracting diverse candidates to help you achieve your diversity hiring goals.
What is diversity hiring? A definition
Diversity hiring is hiring based on merit with special care taken to ensure procedures are free from biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance. Continue reading