July 1, 2021

4 Ways Eightfold Turbo-charges Diversity Hiring With Workday (part 4 of 4)

You’ve read the first three parts of this series, covering sourcing and screening, candidate engagement, and career sites/candidate experience.

Now, we’re going to take a look at diversity hiring, and the power of adding AI to a Workday system.

Imposter syndrome: Many women and minority candidates won’t apply for a position unless they meet all its qualifications. Eightfold’s career sites recommend and explain why candidates are a good fit for particular positions. These AI-powered insights give candidates the confidence to apply for positions they typically wouldn’t. This increases the number and share of applications from candidates from underrepresented groups. Postmates, for example, turned to a talent intelligence platform and increased Black, Hispanic, and female applicants sharply, the latter by 91 percent between September 2019 and September 2020.

Resume shortcomings: Resumes don’t reflect a candidate’s real potential because they are self reported and self assessed. This is especially true for underrepresented groups. Eightfold’s AI automatically enriches candidates’ profiles with skills and capabilities that don’t appear on their resumes. This gives recruiters and hiring managers a more accurate and complete picture of a candidate’s true potential. Employers create a level playing field where everyone’s evaluated based on their potential.

Bias: Candidate profiles contain personal information that can lead to unconscious bias. Eightfold anonymizes profiles, hiding information such as name or age. Recruiters and hiring managers aren’t inadvertently swayed by diversity attributes.

Diversity analytics: Most every company wants to improve diversity. But they have little insight into where the problem lies. Is it a sourcing issue? Are people dropping off after interviews? Rejecting offers? In what part of the company is each challenge occurring? Eightfold’s diversity dashboard shows conversion rates for candidates from various groups at each phase of the recruiting process. Employers see where bias is entering the hiring process, and can guide diversity training initiatives, and create accountability for diversity outcomes by department and hiring manager.

Take an in-depth look at “Augmenting Workday With Eightfold for Talent Acquisition” here.