To recruit a diverse and inclusive workforce, companies, both large and small, utilize applicant tracking systems (ATS). ATS are able to collect and quickly sort through numerous applications. But for all of the efficiency and convenience they provide, they are far from perfect and may inadvertently leave some qualified candidates falling through the cracks. Consider these potential elements of bias and discrimination that perhaps are embedded in your recruitment system and could lead to missing out on exceptional talent.
Equal Access – or Not?
Contrary to a common assumption, not everyone owns or has easy access to a computer and high-speed Internet. While libraries and other facilities provide computer access, various factors often complicate accessibility for users. To grasp the extent of this issue, imagine not having Internet access at home and needing to take a bus after work to use a library computer for an online application. This scenario could include challenges such as childcare responsibilities, technical glitches, limited operating hours, and/or bad weather. Such circumstances are a reality for numerous individuals in the workforce today, underscoring how Internet access is unequal for many.
Obscure Questions
Many online applications contain questions that are both obscure and difficult for applicants to comprehend or respond to, especially for individuals of diverse cultural backgrounds. This applicant, who is a Togolese immigrant, described his bewilderment over a particular question while taking an online personality test at a large corporation: “…then it asked me if I have done my share of causing trouble. I am wondering, ‘What is a share of trouble?’ All I want to do is stock shelves and practice customer service…” Such ambiguous and perplexing questions have the potential to derail the online application process.
Cumbersome Systems
Not all online application systems are created equal. While some are fast, straight forward, and simple to complete, many others are excessively cumbersome. They are long, take forever to load, and are not designed with the applicant in mind.
Arbitrary Application Deadline
Some organizations strictly adhere to application deadlines. There are various reasons for an applicant not to complete an online application, including technical issues within the application system. For example, one applicant diligently completed her application before the deadline, only to encounter a glitch preventing submission. After ensuring that all information on the application was complete and accurate, she contacted the designated person to rectify the issue. After several email exchanges and a brief delay, she was ultimately informed that her application could not be accepted due to the missed deadline. The reality is, the completion of an application form should not be the sole determinant of an applicant’s eligibility, as it is just a technicality. In this instance, the organization might have invested significant resources in attracting this candidate, such as through job fairs, campus visits, or costly advertising campaigns. However, their applicant tracking system inadvertently blocked her attempts to engage with them directly. It only required a small adjustment to extend a welcoming hand to this candidate and include her in their application process.
Enhancing your diversity hiring initiatives involves establishing strategies to remove these obstacles. While applicant tracking systems can be extremely helpful in collecting and sorting through large volumes of applications, their effectiveness hinges on how they are utilized. Understanding systemic biases and adopting tools for integrating equity and inclusion into recruitment and hiring processes is crucial. Explore our online diversity and inclusion training courses and resources at diversityintegration.com for further insights.
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