The Best Diversity Recruiting Software Tools for 2023

Diversity Recruiting is a process of recruiting employees who are from different backgrounds. This includes people of different races, ethnicities, religions, genders, sexual orientations, and abilities. The goal of diversity recruiting is to create a workforce that is representative of the population as a whole. This can help organizations become more innovative and better able to serve their customer base.

There are many different types of diversity recruiting software tools available on the market today. The best ones will help organizations to identify, attract and hire a more diverse workforce. Diversity Recruiting Software can be used by companies of all sizes to improve their hiring practices and increase their chances of attracting top talent from all backgrounds. Here is a list of some of the best diversity recruiting software tools for 2023:

#1: Greenhouse

Greenhouse

4.4
Overview Expand Collapse

Greenhouse is a software tool that helps companies with their diversity recruiting efforts. It includes features such as an inclusive hiring feature, which allows managers to rate candidates on specific attributes; a scorecard system to help identify patterns in why certain candidates are being rejected; and an employee advocacy tool, which allows employees to refer qualified candidates for open positions. Greenhouse is unique in its ability to help companies tap into their employee networks to find qualified candidates who may not otherwise be aware of the open position. Additionally, it provides financial incentives for employees who refer qualified candidates who are ultimately hired, which helps increase employee participation and results in better quality referrals overall.

Greenhouse Recruiting is an innovative software solution that streamlines the hiring process by stimulating enthusiastic interactions with candidates at every stage.

Conclusion

Compared to alternatives like Jobvite and RecruitiFi, Greenhouse is more expensive. However, it offers a more comprehensive set of features for diversity recruiting, including the Inclusive Hiring feature and the Employee Advocacy Tool. Additionally, Greenhouse's customer support team is very responsive and helpful, which gives companies confidence that they will be able to get the help they need if they encounter any problems. Overall, we believe that Greenhouse is the best option for companies who are serious about diversity recruiting.

Greenhouse ranks #1 on our list because they offer a more comprehensive set of features for diversity recruiting than any of their competitors. If your company is serious about diversifying its workforce, then Greenhouse should be your go-to platform.

Top Features Expand Collapse

Inclusive Hiring

The solutions provided by Greenhouse are intended to address unconscious bias at every stage of the hiring process.

What this is

Greenhouse's inclusive hiring feature is a set of tools designed to help companies make their hiring practices more diverse. It includes a candidate evaluation process that allows managers to break down their feedback by race, ethnicity, and religion; a tool for tracking recruitment progress; and tips for reducing bias in the hiring process.

Why this matters

Diversity is important for many reasons, including the fact that it can lead to better decision-making, improved creativity and innovation, and increased understanding of customer needs. A company that wants to be successful in today's economy needs to be able to attract and retain top talent from a diverse pool of candidates. The inclusive hiring feature helps companies do just that.

Our experience

We have used the inclusive hire feature at our company and it has been very helpful in making our recruiting more diverse. One difficulty we had was figuring out how to use the candidate evaluation process, but we were able to solve that by working with Greenhouse's customer support team. Overall, this feature has been a valuable addition to our recruiting toolkit.

The Greenhouse Scorecard

Using interview scorecards allows for more impartial, inclusive, and objective hiring decisions.

What this is

The Greenhouse Scorecard is a feature that allows recruiters to rate candidates on a scale of 1-5 for pre-determined attributes, and add comments for each attribute. This helps ensure that all decision-makers are evaluating candidates based on the same criteria. Additionally, the scorecards can be used to identify patterns in why certain candidates are being rejected, which can help reduce bias in the hiring process. 

Why this matters

The Greenhouse Scorecard is an important tool for companies who want to do diversity recruiting because it provides a way to evaluate candidates objectively. By rating candidates on specific attributes, companies can avoid making assumptions about qualifications or cultural fit. Additionally, by looking at patterns in why certain candidates are being rejected, companies can identify unconscious bias and take steps to mitigate it. 

Our experience

We have found the Greenhouse Scorecard to be a helpful tool in our diversity recruiting efforts. It has allowed us to create consistency in how we evaluate candidates and helped us identify areas where we need to focus on reducing bias. One difficulty we have had is that the scorecards can be time-consuming to fill out, especially for large candidate pools. To solve this, we have created a system where each recruiter is responsible for filling out scorecards for a certain number of candidates. This has helped us to balance the workload and ensure that all candidates are being evaluated fairly.

Employee Advocacy Tool

You can get the most out of the people who know your team best by setting up a referral program with incentives.

What this is

The Employee Advocacy Tool is a feature that allows employees to refer candidates for open positions at their company. Employees can browse through open positions and, if they know someone who would be a good fit, they can submit the person's name and contact information for consideration. This helps companies tap into their employee networks to find qualified candidates who may not otherwise have been aware of the open position.

Why this matters

This feature is important because it helps companies broaden their candidate pool beyond those who are actively searching for jobs. It also helps build a sense of community and ownership among employees by giving them a way to directly contribute to the success of their company. Additionally, this tool can help reduce recruiting costs by providing an alternative to traditional advertising and headhunting methods. 

Our experience

We have found the Employee Advocacy Tool to be a valuable tool for recruiting. It has helped us reach candidates who we may not have otherwise been able to find. Additionally, it has helped create a sense of community among our employees and build ownership of the recruiting process. One difficulty we have encountered is that some employees are hesitant to refer candidates because they are worried about the person's qualifications or whether they will actually be a good fit for the position. To overcome this, we've created an internal referral program that provides financial incentives for employees who refer qualified candidates who are ultimately hired. This has helped increase employee participation and resulted in better quality referrals overall.

Pros & Cons Expand Collapse

Pros and cons of using Greenhouse for your diversity recruiting

Pros

  1. Greenhouse's inclusive hiring feature helps companies make their hiring practices more diverse. 
  2. The scorecard system helps ensure that all decision makers are evaluating candidates based on the same criteria. 
  3. The employee advocacy tool helps companies tap into their employee networks to find qualified candidates who may not otherwise have been aware of the open position. 
  4. The tips for reducing bias in the hiring process are helpful for creating a more equitable process. 
  5. The financial incentives for employees who refer qualified candidates help increase employee participation and result in better quality referrals overall. 

Cons

  1. The scorecards can be time consuming to fill out, especially for large candidate pools. 
  2. Greenhouse's customer support team is not always responsive or helpful. 
  3. Some employees may be hesitant to refer candidates because they are worried about the person's qualifications or whether they will actually be a good fit for the position.
Pricing Expand Collapse

Greenhouse pricing

The cost of Greenhouse depends on the number of users and the features you need. For example, the price for 5 users starts at $3,000 per year. If you need additional features such as advanced reporting or integration with other platforms, you may have to pay more.

Overall, Greenhouse is not the cheapest option on the market but it is still affordable. They offer a free trial so you can try out the platform before committing to a purchase. You can also get a quote from them to see how much it would cost for your specific needs.

#2: SeekOut

SeekOut

4.5
Overview Expand Collapse

SeekOut is a software tool that helps companies with their diversity recruiting efforts. It provides users with access to a large talent pool of difficult-to-find tech talent, as well as the ability to search for specific inclusion criteria. Additionally, SeekOut's advanced boolean search feature allows for customized strings with specialized characters to enhance accuracy when targeting passive candidates. Although it can be tricky to learn how to use all of its features at first, SeekOut's customer support team is quick to respond and help troubleshoot any issues you may have.

SeekOut's people-first talent optimization platform facilitates the recruitment, development, and retention of top talent for thousands of organizations.

Conclusion

Compared to alternatives like In-House or RecruiterBox, SeekOut is more expensive. However, it offers a wider range of features specifically geared towards diversity recruiting, which makes it worth the price for companies that are serious about increasing inclusion in their workforce. Additionally, SeekOut's customer support team is quick to respond and resolve any issues you may have with the tool.

Seekout ranks #2 on our list because of its ability to target passive candidates with greater precision and accuracy through advanced boolean search strings. Additionally, we appreciate the inclusion filter which allows users to specify exactly what type of diverse candidate they are looking for from underrepresented groups.

Top Features Expand Collapse

Diversity Filter

Improve diversity in your hiring practices and eliminate unconscious bias.

What this is

The diversity filter is a way to narrow your search results to only include candidates from underrepresented groups. You can select which groups you want to include in your search, and SeekOut will only show candidates who identify as belonging to those groups. You can also use the diversity filter to search for open jobs at companies that have a good track record for hiring diverse candidates.

Why this matters

The diversity filter is important because it allows you to find candidates who might not be showing up in your regular searches. It's also a way to make sure you're only considering companies that have a good record of hiring diverse candidates. This can help you avoid bias in your recruiting process.

Our experience

We used the diversity filter when we were looking for candidates for our engineering team. We wanted to make sure that we were considering a diverse pool of applicants, so we chose to include the following groups in our search: women, black or African American, Hispanic or Latino, Native American or Alaska Native, Asian Pacific Islander Desi American (APIDA), and LGBTQIA+. We had some difficulty finding candidates who identified as Native American or Alaska Native, but we were able to find a few by searching for job postings at tribal colleges and universities.

Inclusion Search

Improve your talent process for underrepresented groups by using data-driven insights. 

What this is

SeekOut's Inclusion Search is a powerful search tool that allows you to specify exactly what type of diverse candidate you are looking for, and then provides a list of candidates that match your criteria. You can search by race, ethnicity, gender, sexual orientation, disability status, and more. You can also specify the location of the candidates you are interested in, as well as their job titles and company size.

Why this matters

This feature is useful for companies that want to do diversity recruiting because it allows them to be very specific about the type of candidate they are looking for. This way, they can ensure that they are only considering candidates who meet their specific inclusion criteria. Additionally, this feature helps to level the playing field for underrepresented groups by making it easier for companies to find and recruit them.

Our experience

We have found SeekOut's Inclusion Search to be very helpful in our diversity recruiting efforts. We sometimes find it difficult to use, however, because the search criteria can be very specific and we often have to adjust our searches several times before finding a good match. Additionally, we sometimes find that the results are not as diverse as we would like them to be. To solve this problem, we typically try different combinations of inclusion criteria until we find a good mix of qualified candidates.

Advanced Boolean Searching

SeekOut's sophisticated Boolean search syntax provides you with granular control over your search. 

What this is

SeekOut provides an advanced boolean search feature that allows users to create customized strings with specialized characters to enhance search accuracy. This feature is particularly useful for sourcing candidates who may not be active on LinkedIn or other platforms. Through SeekOut's advanced boolean search, users can target passive candidates with greater precision and accuracy.

Why this matters

The ability to customize searches through Boolean strings is essential for companies looking to target specific candidate pools. This feature allows recruiters to be more efficient in their sourcing efforts and ultimately saves time by providing a more targeted list of candidates.

Our experience

We found SeekOut's advanced boolean search to be extremely helpful in our diversity recruiting efforts. By being able to create customized strings, we were able to target specifically the types of candidates we were looking for. One difficulty we encountered was that some of the characters did not seem to work properly when inputted into the string. However, after reaching out to customer support, they quickly helped us troubleshoot the issue and resolved it within minutes.

Pros & Cons Expand Collapse

Pros and cons of using SeekOut for your diversity recruiting

Pros

  1. SeekOut provides access to a large talent pool of difficult to find tech talent.
  2. The advanced boolean search feature allows for customized strings with specialized characters to enhance accuracy when targeting passive candidates.
  3. The diversity filter is a way to narrow your search results to only include candidates from underrepresented groups.
  4. You can use the inclusion search to find candidates who meet specific inclusion criteria. 
  5. Customer support is quick to respond and help troubleshoot any issues you may have.

Cons

  1. The platform can be tricky to learn how to use at first. 
  2. Sometimes the search results are not as diverse as we would like them to be. 
  3. The inclusion criteria can be very specific and we often have to adjust our searches several times before finding a good match.
Pricing Expand Collapse

SeekOut pricing

$495/month for a single user, $995/month for up to 5 users, and $1,995/month for an unlimited number of users.

The price is expensive compared to other recruiting tools on the market. However, it is affordable considering the features SeekOut offers specifically for diversity recruiting. They offer a free trial period so that you can test out the tool before committing to a monthly subscription. You will need to get a quote from SeekOut in order to determine the pricing based on your specific needs.

#3: Hired

Hired

4.3
Overview Expand Collapse

Hired is a software tool that helps companies recruit diverse candidates. The tool has a number of unique features that make it well-suited for diversity recruiting, including the Diversity Button, which allows you to surface underrepresented candidates first in your search results. Additionally, Hired's In-depth Candidate Preferences feature allows you to see each candidate's specific preferences in their profile, helping you to identify potential candidates who may be a good fit for your company. Finally, the Priority Inclusion setting ensures that underrepresented candidates are always included in your search results.

Hired works with over 10,000 companies worldwide to match thousands of active and qualified candidates to employment, using data-driven insights, diversity and inclusion (DEI) tools, skill assessments, and dedicated Customer Success Managers.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Hired's pricing is on the higher end. However, when you compare the features offered by Hired to those offered by its competitors, it becomes clear that Hired provides a lot of value for its price. In particular, the Diversity Button and Priority Inclusion feature are both unique selling points that make Hired a valuable tool for companies looking to increase the diversity of their workforce.

Hired ranks #3 on our list because of its diverse set of features designed specifically for recruiting diverse talent. While other software tools might have some similar features, Hired's platform is designed specifically with diversity recruiting in mind. This makes it an ideal tool for companies who are looking to increase the diversity of their workforce.

Top Features Expand Collapse

Diversity Button

Combat unconscious bias with Hired's Reduce bias feature.

What this is

The diversity button is a feature on Hired that allows recruiters to surface underrepresented candidates first in their search results. This is done by ranking the search results based on must-have and nice-to-have skills, as well as other factors such as location and experience level. With this feature, recruiters can quickly and easily find candidates that may be a good fit for their open positions.

Why this matters

This feature is important because it helps companies to find qualified candidates who may not be as easy to find through other means. This is especially useful for companies that are trying to increase the diversity of their workforce. By being able to surface underrepresented candidates first, recruiters can avoid bias in their hiring decisions and ensure that they are considering a diverse pool of applicants.

Our experience

We used the diversity button when we were looking for candidates for our engineering team. We found it to be very helpful in finding qualified candidates who were not necessarily easy to find through other means. We did have some difficulty using the feature, however, when we were trying to search for specific skill sets. We solved this problem by using the Hired platform's search function to narrow down our results. Overall, we found the diversity button to be a valuable tool for recruiting diverse candidates.

In-depth Candidate Preferences

Use powerful filters to quickly find qualified candidates.

What this is

This is a feature that allows you to see a candidate's specific preferences in their profile, including job type, location, commute time, and more. This helps you to better understand each candidate and whether they would be a good fit for your company. You can also use this information to reach out to candidates and discuss their preferences further.

Why this matters

This feature is important because it allows you to identify potential candidates that may be a good fit for your company, but who may not have applied directly to your company. This can help you expand your pool of diverse candidates and increase the likelihood of making a hire. Additionally, this feature can also help you avoid wasting time reaching out to candidates who are not interested in your company or position.

Our experience

We used this feature to reach out to potential candidates who had the skills and experience we were looking for, but who were not actively seeking a new job. This allowed us to increase the diversity of our candidate pool and ultimately led to making a hire. We did have some difficulty using this feature at first, as it was not always clear how to find the preferences section in each candidate's profile. However, we eventually figured it out and found it to be very useful.

Priority Inclusion

What this is

Hired's Priority Inclusion feature is a setting that allows recruiters to make sure that underrepresented candidates are always included in their search results. This feature can be turned on in the candidate preferences section of Hired's recruiting software tool. You can set the Priority Inclusion feature to include a certain percentage of underrepresented candidates in your search results, or you can set it to show only underrepresented candidates in your search results.

Why this matters

The Priority Inclusion feature is important because it ensures that companies are considering a diverse range of candidates when they are making hiring decisions. This feature helps to level the playing field for underrepresented groups who may not have access to the same networks and opportunities as other groups.

Our experience

We used the Priority Inclusion setting when we were looking for candidates for a recent open position at our company. We turned on the setting so that we would see a certain percentage of underrepresented candidates in our search results. We found that this was helpful in finding qualified candidates who we might not have considered otherwise. However, we did find that some of the candidate profiles were not as complete as we would like them to be. To solve this problem, we reached out to Hired's customer support team and they helped us troubleshoot the issue.

Pros & Cons Expand Collapse

Pros and cons of using Hired for your diversity recruiting

Pros

  1. Hired has a number of unique features that make it well suited for diversity recruiting.
  2. The Diversity Button allows you to surface underrepresented candidates first in your search results.
  3. The Indepth Candidate Preferences feature allows you to see each candidate's specific preferences in their profile.
  4. The Priority Inclusion setting ensures that underrepresented candidates are always included in your search results.
  5. Hired's customer support team is responsive and helpful.

Cons

  1. Hired is a paid platform, so it may not be affordable for all companies.
  2. The platform is only available in certain countries.
  3. Some of the candidate profiles are not as complete as we would like them to be.
Pricing Expand Collapse

Hired pricing

Hired offers two different pricing plans:

  1. The Entry Level Plan starts at $995 per month and gives you access to Hired's full suite of features, including sourcing, screening, and scheduling tools. You also get a dedicated account manager to help you with your recruiting needs.
  2. The Professional Plan starts at $1995 per month and includes everything in the Entry Level Plan, plus additional features like priority candidate matching and custom branding for your company on Hired's platform.

#4: ClearCompany

ClearCompany

4.6
Overview Expand Collapse

ClearCompany is a software tool that provides companies with a way to goal-set, track progress, and measure success for their diversity recruiting efforts. The Inclusion Module offers users a SMART goal-setting wizard as well as reporting and analytics features to help users stay on track. Additionally, the In-house Referral System allows companies to solicit referrals from current employees in order to tap into existing networks and incentivize referral of diverse candidates. Finally, the Applicant Tracking System helps manage the hiring process by easily posting job openings on multiple boards, collecting applicant information in one place, tracking the progress of each candidate through recruitment stages, and communicating with applicants.

ClearCompany provides software, best practices, and planning tools for all stages of the talent lifecycle to enhance the candidate and employee experience.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, ClearCompany's pricing is on the lower end. However, it should be noted that ClearCompany does not have as many features as some of its competitors. For example, Jobvite offers a tool for sourcing candidates from social media networks like LinkedIn, whereas ClearCompany does not. Additionally, Greenhouse has a feature that allows users to create custom questions for job applicants, which can be helpful in screening for diverse candidates. Despite these differences, we believe that ClearCompany provides an affordable and user-friendly solution for companies looking to do diversity recruiting.

ClearCompany ranks #4 on our list because they offer an affordable and user-friendly solution for companies looking to do diversity recruiting. Although they don't have all of the bells and whistles offered by some of their competitors, we believe that their core functionality is more than sufficient for most organizations' needs.

Top Features Expand Collapse

Diversity Inclusion Module

What this is

The Diversity Inclusion Module is a software tool that helps companies create and track goals for their diversity recruiting efforts. The module includes a goal-setting wizard, which guides users through the process of setting specific, measurable, achievable, relevant, and time-bound (SMART) goals. Once goals are set, users can track progress towards those goals using the module's reporting and analytics features. 

Why this matters

The Diversity Inclusion Module is important because it provides a framework for companies to set and track progress toward specific diversity recruiting goals. By having this data available, companies can make informed decisions about how to allocate resources in order to most effectively meet their diversity recruitment targets. 

Our experience

We have found the ClearCompany Diversity Inclusion Module to be extremely user-friendly and helpful in tracking our company's progress on meeting our diversity hiring quotas. The goal-setting wizard was very straightforward and easy to use, and we were able to quickly get up and running with tracking our progress. One challenge we did encounter was that some of the reports were not as customizable as we would have liked them to be; however, customer support was able to quickly help us resolve that issue. Overall, we have been very pleased with the module and would recommend it to other companies looking for a way to track their diversity recruiting efforts.

In-house Referral System

Make it simple for your current employees to share external job postings.

What this is

The In-house Referral System is a tool that allows companies to solicit referrals from their current employees. This can be done through an internal website or email system. Employees are given a list of open positions and asked to refer to qualified candidates. If a referred candidate is hired, the referring employee may receive a bonus or other reward.

Why this matters

This feature is useful for companies because it helps them tap into their existing network of contacts. It also incentivizes employees to refer diverse candidates, which can help increase the diversity of the applicant pool. Additionally, this system can help save time and money on recruiting costs.

Our experience

We have used the in-house referral system at our company for many years now with great success! The process is simple and efficient, and it has helped us recruit many talented individuals who we might not have otherwise found. One difficulty we sometimes encounter is that some employees do not keep up with the open positions list, so they may not be aware of all opportunities available. To solve this, we make sure to communicate regularly with employees about the system and encourage them to check the list frequently.

Applicant Tracking System

Recruiting quickly and efficiently, no matter where you are, is easy with ClearCompany's applicant tracking system tools.

What this is

The ClearCompany Applicant Tracking System (ATS) is a software tool that helps companies keep track of job applicants and manage the hiring process. The ATS can be used to post job openings, collect and store applicant information, and track the progress of each candidate through the hiring process. You can also use the ATS to communicate with applicants and make hiring decisions.

Why this matters

The Applicant Tracking System is a valuable tool for companies that want to do diversity recruiting because it helps them keep track of job applicants and manage the hiring process. Diversity recruiting is all about making sure that you are considering a wide range of candidates for open positions, and the ClearCompany ATS can help you do just that. With this tool, you can easily post job openings on multiple job boards, collect applicant information in one central location, track each candidate's progress through your recruitment process, and ensure that you are considering a diverse pool of candidates when making hiring decisions.

Our experience

We have used the ClearCompany ATS to post job openings, collect and store applicant information, track the progress of each candidate through our recruitment process, and communicate with applicants. We have found this tool to be very user-friendly and helpful in managing our hiring process. One difficulty that we have encountered is that the ATS does not always accurately reflect the status of each candidate's application. For example, we may receive an application through the ATS but it will not show up as received in the system. This can be frustrating when trying to keep track of which candidates have applied and which ones have not. However, we have found that if we contact customer support they are usually able to help us resolve these issues in a timely manner.

Pros & Cons Expand Collapse

Pros and cons of using ClearCompany for your diversity recruiting

Pros

  1. Allows companies to goal set and track progress for their diversity recruiting efforts
  2. Inclusion Module offers users a SMART goal setting wizard as well as reporting and analytics features to help users stay on track
  3. Inhouse Referral System allows companies to solicit referrals from current employees in order to tap into existing networks and incentivize referral of diverse candidates
  4. Applicant Tracking System helps manage the hiring process by easily posting job openings on multiple boards, collecting applicant information in one place, tracking progress of each candidate through recruitment stages, and communicating with applicants 
  5. Customer support is responsive and helpful

Cons

  1. The search feature leaves much to be desired; could be improved with boolean search functionality
  2. Some reports are not as customizable as would be ideal
  3. Applicant Tracking System does not always accurately reflect the status of each candidate's application
Pricing Expand Collapse

ClearCompany pricing

The pricing for ClearCompany is subscription-based and starts at $99/month. They offer a free trial, and you can get a quote for pricing by contacting them directly. In general, their prices are considered to be affordable in the market for a tool that does diversity recruiting.

#5: hireEZ

hireEZ

4.6
Overview Expand Collapse

hireEZ is a software tool that helps companies with their diversity recruiting. It has a number of unique features that make it different from other tools, including the Boolean Builder, Diversity Search, and Hiring Planner. These features make hireEZ an effective tool for finding qualified candidates from underrepresented groups. Additionally, the Hiring Planner feature helps companies save time and money by allowing them to plan their hiring needs in advance.

With hireEZ, you can conduct a thorough search across 800M+ candidate profiles from a wide range of backgrounds, as well as discover market hiring trends to formulate fact-based hiring strategies that are in line with your company's aims.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, hireEZ is much more expensive. However, it does offer a lot of features specifically for diversity recruiting. Additionally, the Hiring Planner feature can help companies save time and money by allowing them to plan their hiring needs in advance. Overall, we believe that hireEZ is a good investment for companies who are serious about diversity recruiting.

hireEZ ranks #5 on our list because it is an effective tool for finding qualified candidates from underrepresented groups. 

Top Features Expand Collapse

Boolean Builder

You don't have to be an expert in Regular Expressions and Boolean to use HireEZ's Boolean Builder; all you need to know is how to construct simple queries.

What this is

The Boolean Builder is a tool that helps you create search strings for sourcing candidates on the internet. You can enter in a job title and the Boolean Builder will suggest different terms to use in your search string, as well as how to combine those terms using AND/OR operators. You can also use the Boolean Builder to create search strings for specific skills, companies, or locations.

Why this matters

The Boolean Builder is a valuable tool for diversity recruiting because it helps you find candidates who may not be actively searching for jobs. By using the Boolean Builder to create targeted search strings, you can find candidates who have the skills and experience your company is looking for. Additionally, the Boolean Builder can help you find diverse candidates by allowing you to target specific groups with your searches.

Our experience

We used the Boolean Builder to create search strings for a variety of positions at our company. We found that the Boolean Builder was especially helpful for finding candidates with specific skills or experience. For example, we were able to use the Boolean Builder to find engineers with experience in Python programming. However, we did have some difficulty using the Boolean Builder to find diverse candidates. This was because many of the terms suggested by the tool were not related to diversity. To solve this problem, we manually added diversity-related keywords to our searches.

Diversity Search

Use hireEZ's Diversity Sourcing to actively seek out candidates from underrepresented groups, such as Black or African Americans, Native Americans, Hispanics, women, and veterans, for your open positions. 

What this is

The Diversity Search feature allows recruiters to search for candidates from underrepresented groups. This can be done by specifying the groups that a company wants to target in their searches, and hireEZ will return results accordingly. For example, if a company wants to focus on recruiting women, they would specify this in the Diversity Search settings and hireEZ would only return results for female candidates.

Why this matters

This is important because it helps companies focus their recruiting efforts on finding qualified candidates from groups that are traditionally underrepresented in the workforce. By being able to specifically target these groups, companies can make sure that they are not unintentionally excluding potential great employees simply because of their background or identity. Additionally, this also helps companies track their progress toward meeting diversity goals within their organization.

Our experience

We have found the Diversity Search feature to be very helpful in our work. It has allowed us to focus our searches on finding qualified candidates from groups that we might not have otherwise considered. We have also been able to use it to track our progress toward meeting diversity goals within our organization. One difficulty we had was that sometimes the results would return candidates who were not actually from the underrepresented group we were searching for. However, we were able to solve this by being more specific in our search terms.

Hiring Planner

Collaborate with team members to streamline engagement through coordinated scheduling and email campaigns, and speed up the hiring process through unified, well-aligned communication.

What this is

Hiring Planner is a feature that helps companies plan their hiring needs in advance. It allows users to input data about the number of open positions, the skills required for those positions, and the timeline for filling those positions. The software then provides recommendations about where to source candidates, what types of candidates to look for, and how many candidates to interview.

Why this matters

This feature is useful for companies because it allows them to be proactive instead of reactive when it comes to their hiring needs. By inputting data into the system ahead of time, they can avoid last-minute scrambling when new positions open up or old ones need to be filled. Additionally, this tool can help companies save money by ensuring that they only interview as many candidates as necessary.

Our experience

We used this feature when we had an influx of new job openings due to company growth. We inputted data about the skills required for each position and the timeline for filling those positions. The software then provided recommendations about where to source candidates and how many candidates to interview. We found this feature to be helpful because it allowed us to be more organized in our recruiting process. However, we did have some difficulty using the software when trying to input data for multiple positions at once. We solved this problem by breaking down the data entry into smaller chunks so that we could focus on one position at a time.

Pros & Cons Expand Collapse

Pros and cons of using hireEZ for your diversity recruiting

Pros

  1. HireEZ has a number of unique features that make it different from other tools, including the Boolean Builder, Diversity Search, and Hiring Planner.
  2. These features make hireEZ an effective tool for finding qualified candidates from underrepresented groups. 
  3. The Hiring Planner feature helps companies save time and money by allowing them to plan their hiring needs in advance. 
  4. The Diversity Search feature allows recruiters to search for candidates from underrepresented groups, which is important for meeting diversity goals within organizations.
  5. The software is easy to use and provides a great overview of likely salaries and best locations to find specific talent skill sets.

Cons

  1. HireEZ can be expensive for companies, especially those that are small or just starting out. 
  2. The talent pool on HireEZ is relatively small, which could limit the number of qualified candidates a company is able to find. 
  3. Hiring Planner can be difficult to use when trying to input data for multiple positions at once.
Pricing Expand Collapse

hireEZ pricing

$199.00/month - entry level price

Overall, the pricing for hireEZ is expensive in comparison to other options in the market. However, given that it offers a lot of features specifically for diversity recruiting, it may be worth the investment. They do have a free trial available so you can test out the platform before committing to anything. Quotes are also available upon request.

#6: Datapeople

Datapeople

4.4
Overview Expand Collapse

Datapeople is a software tool that helps companies increase diversity in their applicant pools. It does this by providing guidance on how to make job postings more inclusive. Additionally, Datapeople offers an Inclusive Language feature, which checks the language in job descriptions for words and phrases that may deter underrepresented groups from applying. Finally, the JD score allows users to see how well their job description stacks up against others in terms of inclusivity.

Datapeople helps you organize and augment your recruiting data to enhance crucial aspects of your hiring process, such as the job description prospective employees see and the reports you share internally.

Conclusion

Compared to alternatives like Unitive ($495/month) and Inclusion.io (price on request), Datapeople is significantly more affordable. However, it should be noted that Unitive and Inclusion.io offer more features than Datapeople. For example, Unitive includes a tool for tracking the progress of underrepresented groups in the hiring process, while Inclusion.io offers a platform for creating an inclusive culture within organizations.

Datapeople ranks #6 on our list because it is one of the most affordable diversity recruiting tools on the market. While it does not offer as many features as some of its competitors, it is a good option for companies who are looking to increase diversity in their applicant pools.

Top Features Expand Collapse

Inclusivity Score

The use of Datapeople's real-time guidance can help you write job descriptions that are more likely to be successful and attract a diverse pool of qualified candidates.

What this is

The Inclusivity Score is a measure of how inclusive a job posting is. The score ranges from 0 to 100, with 100 being the most inclusive. The Inclusivity Score is calculated using a combination of factors, including the use of gendered language, the number of qualifications listed, and whether the job posting includes information about pay or benefits.

Why this matters

The Inclusivity Score matters because it helps companies gauge how well their job postings are appealing to underrepresented groups. A high score means that the posting is likely to appeal to a wider range of candidates, which can help companies increase diversity in their applicant pools. Additionally, knowing where your company's job postings fall on the inclusiveness spectrum can help you identify areas for improvement. For example, if you notice that your company's postings consistently receive low scores for gendered language, you may want to consider revising your style guide or conducting training on gender-neutral writing.

Our experience

We used Datapeople's inbuilt analytics feature to see our average inclusivity score over time and found that we had made progress but wanted to do more work around making sure our jobs were accessible for people with disabilities. We also found that many of our job postings were missing information about benefits or salary, which we knew was a turnoff for potential candidates. To solve these problems, we developed a template for job postings that included mandatory fields for benefits and salary information, as well as guidance on how to make postings more accessible. We also began using Datapeople's suggestions function to help us revise our existing job postings.

Inclusive Language

Maintain the positive language that entices applicants, and get rid of the potentially damaging or ambiguous language that might turn away qualified applicants.

What this is

The Inclusive Language feature is a way to check whether the language in your job descriptions is likely to deter underrepresented groups from applying. It does this by looking for words and phrases that have been shown, through research, to be associated with a less diverse applicant pool.

To use the Inclusive Language feature, simply enter some text into the box on Datapeople's website. The tool will then analyze the text and highlight any words or phrases that may need to be changed in order to make the job description more inclusive.

Why this matters

The Inclusive Language feature is useful for companies that want to do diversity recruiting because it helps them identify which parts of their job descriptions may be deterring underrepresented groups from applying. This information can then be used to make changes to the job descriptions so that they are more welcoming and inclusive.

Our experience

We used this feature by inputting several different job descriptions into Datapeople's website. The tool highlighted several words and phrases that needed to be changed in order to make the job descriptions more inclusive. We made these changes and then resubmitted the job descriptions for approval

JD score

Keep an eye on what's being said in job postings in terms of language and usage to entice more qualified candidates. 

What this is

The JD score is a way for you to see how well your job description stacks up against others in terms of inclusivity. The higher the score, the more inclusive your JD is. This is a great way to see where you can make improvements to your JD so that it is more welcoming to all types of candidates.

Why this matters

Inclusivity is important in recruiting because it allows you to reach a wider pool of talented candidates. By making your JD more inclusive, you are increasing the chances that someone from an underrepresented group will apply for your open position. This is especially important for companies that want to increase diversity in their workforce.

Our experience

We have found the JD score to be a helpful way to gauge how inclusive our JDs are. We use it as a starting point for making improvements to our JDs so that they are more welcoming to all types of candidates. One difficulty we have had is that sometimes the suggested changes do not seem like they would be genuinely inclusive. For example, one suggestion was to replace the word experienced with skilled. However, we feel that this could exclude people who may not have a lot of experience but are still skilled at the job. We solved this problem by discussing the suggested changes with our team and coming up with alternatives that would be more inclusive.

Pros & Cons Expand Collapse

Pros and cons of using Datapeople for your diversity recruiting

Pros

  1. Datapeople helps companies increase diversity in their applicant pools.
  2. The Inclusivity Score is a great way to see where you can make improvements to your JD so that it is more welcoming to all types of candidates.
  3. The Inclusive Language feature is a helpful way to check whether the language in job descriptions is likely to deter underrepresented groups from applying.
  4. Datapeople offers an easy to use template for job postings that includes mandatory fields for benefits and salary information, as well as guidance on how to make postings more accessible.
  5. Datapeople's suggestions function is a great way to revise existing job postings.

Cons

  1. The Inclusive Language feature may not be 100% accurate, and it is possible to make changes that do not actually make the job description more inclusive.
  2. Some of the suggested changes made by Datapeople's Inclusivity Score may not be genuinely inclusive. For example, one suggestion was to replace the word experienced with skilled. However, this could exclude people who may not have a lot of experience but are still skilled at the job. 
  3. Datapeople's Inclusivity Score is only one measure of inclusivity, and it is possible to have a high score without actually having a very inclusive job posting.
Pricing Expand Collapse

Datapeople pricing

The price for Datapeople is $149 per month. This price is considered to be affordable in the market for a tool that does diversity recruiting. Additionally, Datapeople offers a free trial so that you can try the tool before committing to it.

#7: Gem

Gem

4.8
Overview Expand Collapse

Gem is a software tool that helps companies with diversity recruiting. It offers features like candidate score, referral incentives, and a diversity dashboard to help users expand their pool of potential recruits and increase the diversity of their workforce. We found Gem to be generally accurate in terms of predicting candidate fit and helpful in providing statistics on our progress. However, we did have some difficulty reaching out to underrepresented groups that were not already in our network.

By leveraging data and automation, Gem's Talent Engagement Platform enables large and medium-sized recruiting teams to more effectively engage talent, create diverse and high-quality pipelines, and hire predictably at any scale.

Conclusion

Compared to alternatives like SmartRecruiters and Jobvite, Gem is more expensive. However, it should be noted that these alternatives do not offer all of the same features as Gem. In particular, they lack the automation and reporting capabilities that make Gem so valuable for diversity recruiting efforts. Additionally, both SmartRecruiters and Jobvite require a LinkedIn recruiter license in order to use them; when this cost is factored in, the price of Gem may be comparable to those options.

Gem ranks #7 on our list because it provides valuable features for companies looking to improve their diversity recruiting efforts. These features include a candidate score system, referral bonuses, and a diversity dashboard. While the price is higher than some alternatives on the market, it is worth noting that this tool provides a lot of features and functionality that other tools do not offer.

Top Features Expand Collapse

Candidate Score

What this is

Candidate Score is Gem's way of assessing a candidate's potential fit for a job. It considers factors like skills, experience, and education to generate a score from 1-100. This score is meant to be used as a starting point for further assessment; it is not meant to be used as the sole basis for hiring decisions.

Why this matters

When you're trying to assess a large pool of candidates, it can be difficult to know where to start. Candidate Score makes that process easier by giving you an initial idea of which candidates are more likely to be a good fit for the job. This can save you time in the long run by helping you narrow down your list of potential candidates. Additionally, because Candidate Score takes into account factors like diversity and inclusion, it can be helpful in ensuring that you're considering a diverse range of candidates.

Our experience

We've found Candidate Score to be generally accurate in terms of predicting candidate fit. However, we've also found that it's important to consider other factors beyond just the score when making hiring decisions. Additionally, we've occasionally had difficulty with the scoring system itself; on rare occasions, it has generated seemingly random or nonsensical scores (e..g., 60% instead 90%). However, these issues have been resolved quickly by Gem's customer support team.

Referral Incentives

What this is

Referral Incentives is a program that allows companies to offer referral bonuses to employees who refer candidates from underrepresented groups. The idea is that by offering these incentives, employees will be more likely to refer qualified candidates from these groups. This can help a company expand its pool of potential recruits and increase the diversity of its workforce. 

To use this feature, a company first determines what kinds of referral bonuses it wants to offer. Once this is decided, the company then creates an incentive plan in Gem and shares it with its employees. Employees can then start referring candidates via the Gem platform. When a referred candidate is hired, the employee who made the referral will receive the bonus specified in the incentive plan. 

Why this matters

This feature is important because it helps companies expand their pool of potential recruits and increase the diversity of their workforce. By offering referral bonuses, companies incentivize their employees to refer qualified candidates from underrepresented groups. This can help ensure that a wider range of perspectives is represented in the workplace. 

Our experience

We have found this feature to be very helpful in our work. It has allowed us to expand our pool of potential recruits and increase the diversity of our workforce. The only difficulty we have had is that it can be difficult to track which employees have made referrals since there is no way to do this within the Gem platform. To solve this problem, we created a spreadsheet where we track employee referrals. This has helped us keep better track of who has made referrals and how many they have made.

Diversity Dashboard

All the way through the hiring process, Gem automatically keeps tabs on gender and race/ethnicity.

What this is

The Diversity Dashboard is a feature that allows users to see the diversity statistics for their Gem account. This includes information on the number of underrepresented groups in their database, as well as the number of contacts from each group. Through the Diversity Dashboard, users can also access resources on how to improve their diversity recruiting efforts.

Why this matters

The Diversity Dashboard is a valuable tool for companies that want to diversify their workforce. This information can be used to help set goals and target specific groups for recruitment. Additionally, the resources provided through the Diversity Dashboard can be helpful in improving recruiting strategies and tactics.

Our experience

We found the Diversity Dashboard to be a valuable resource when we were working on diversity recruiting initiatives. It was helpful in providing statistics on our progress, as well as identifying areas where we could improve our efforts. One difficulty we had was finding ways to reach out to underrepresented groups that were not already in our network. However, we were able to solve this problem by using Gem's search function to target specific keywords and groups.

Pros & Cons Expand Collapse

Pros and cons of using Gem for your diversity recruiting

Pros

  1. Seamless integration with LinkedIn Recruiter & Lever
  2. Automates manual outreach follow ups
  3. Provides direct contact info for candidates you can't find elsewhere
  4. Obtain market intelligence and define a company/talent roadmap
  5. Help to implement an ROE and best practices around sourcing as a support

Cons

  1. No immediate chat feature for customer support
  2. Difficulty reaching out to underrepresented groups not already in network
  3. Not compatible with all ATS
Pricing Expand Collapse

Gem pricing

The price for Gem is $600 per month. This includes the cost of the LinkedIn Recruiter License, which is required in order to use Gem.

This price is expensive when compared to other recruiting tools on the market. However, it is worth noting that this tool provides a lot of features and functionality that other tools do not offer, specifically in terms of automation and reporting. Additionally, many other tools require a LinkedIn recruiter license in order to use them, so the price of Gem may be comparable to those options once the cost of the LinkedIn license is factored in.

Gem offers a free trial for 14 days. After the free trial expires, users must sign up for one of Gem's monthly subscription plans in order to continue using the tool. It should be noted that users will need to provide their credit card information when signing up for the free trial. 

#8: Circa

Circa

4.2
Overview Expand Collapse

Circa is a software tool that helps companies with their diversity recruiting efforts. It has a number of unique features that make it different from other tools on the market. First, Circa's Community Posting feature allows companies to automatically post their open jobs to multiple online job boards and community organization websites. This saves the company time and energy by posting the job to multiple places at once. Second, Circa's Diversity Sourcing feature allows companies to search for candidates within specific diversity groups, such as women, minorities, LGBTQ+, veterans, and people with disabilities. This ensures that a company's candidate pool is more diverse, which can lead to improved outcomes in the hiring process. Finally, Circa's Diversity Job Posting feature allows companies to post their jobs on a variety of different websites that cater specifically to diverse candidates. This helps ensure that the company's jobs are seen by a wide range of potential applicants.

The Circa cloud-based job board and recruiting platform simplifies compliance, recruitment, and listing management for staffing firms.

Conclusion

Compared to alternatives like Jobvite and Recruiterbox, Circa is more expensive. However, it offers a number of features that make it ideal for companies looking to improve their diversity recruiting efforts. These include the ability to post jobs on community organization websites, target specific diversity groups when searching for candidates, and post jobs on a variety of different websites that cater specifically to diverse candidates. Overall, we believe that Circa's pricing is justified by its unique feature set and its focus on helping companies with their DEI efforts.

Circa ranks #8 on our list because its specialty is diversity recruiting. While this makes it more expensive than some alternatives, its features could be worth the cost for companies trying to improve their DEI initiatives.

Top Features Expand Collapse

Community Posting

Reach out to 15,500+ community-based organizations and niche diversity sites with your job postings, while also keeping track of and reporting on your outreach efforts.

What this is

Circa's Community Posting feature allows companies to post their open jobs on a variety of online job boards and community organization websites. This saves the company time and energy by automatically posting the job to multiple places at once. You can also specify which types of organizations you would like your job to be posted on.

Why this matters

This feature is important because it allows companies to reach a wider range of potential candidates, including underrepresented groups. By posting jobs on community organization websites, companies can specifically target diverse populations that they may want to recruit from.

Our experience

We have found Circa's Community Posting feature to be very helpful in our diversity recruiting efforts. It has saved us a lot of time and energy by automatically posting our open jobs to multiple places at once. However, we have had some difficulty finding qualified candidates through the platform. We have solved this problem by specifically targeting our outreach to community organizations that we know have a diverse pool of potential candidates.

Diversity Sourcing

Use Circa's database of 169 million people and the bias-free software it provides to develop a targeted recruitment strategy.

What this is

Circa's Diversity Sourcing feature allows companies to target specific diversity groups when searching for candidates. This includes groups such as women, minorities, LGBTQ+, veterans, and people with disabilities. You can search for candidates within these groups, and Circa will provide you with a list of potential matches.

Why this matters

This feature is important because it allows companies to specifically target diversity groups when recruiting. This ensures that a company's candidate pool is more diverse, which can lead to improved outcomes in the hiring process.

Our experience

We have used this feature to search for qualified candidates within specific diversity groups. We have found it to be helpful in finding talented individuals who may not be easily discoverable through traditional means. One difficulty we have had is that some of the searches return too many results, making it difficult to find the best match for our needs. To solve this problem, we have used the filters provided by Circa to narrow down our search results.

Diversity Job Posting

What this is

Circa's Diversity Job Posting feature allows companies to post their jobs on a variety of diversity-focused job boards and websites. This increases the visibility of the company's jobs to diverse candidates and can help increase candidate application rates.

Why this matters

When attempting to do diversity recruiting, it is important to reach out to as many diverse candidates as possible. By using Circa's Diversity Job Posting feature, companies are able to post their jobs on a variety of different websites that cater specifically to diverse candidates. This helps ensure that the company's jobs are seen by a wide range of potential applicants.

Our experience

We have found this feature extremely useful in our work with clients who wish to do diversity recruiting. We have used it successfully with a number of clients, and have found that it does indeed help increase the number of applications received from diverse candidates. However, we have also experienced some difficulties when using this feature - specifically, some job boards require payment in order for postings to be made, and others do not allow posting directly from Circa (you must go through their website). In order to work around these difficulties, we have simply created accounts on the job boards that require payment and made our postings from there. For job boards that do not allow posting directly from Circa, we have simply copied and pasted the information into the appropriate form on the website.

Pros & Cons Expand Collapse

Pros and cons of using Circa for your diversity recruiting

Pros

  1. Community Posting feature saves time by automatically posting to multiple places at once 
  2. Diversity Sourcing feature allows companies to target specific diversity groups when recruiting 
  3. Diversity Job Posting feature increases the visibility of jobs to diverse candidates 
  4. OFCCP compliance ensures that company is meeting government standards 
  5. User Friendly interface makes it easy for even those with limited technical skills to use the tool 

Cons

  1. Some searches return too many results, making it difficult to find the best match 
  2. Some job boards require payment in order for postings to be made 
  3. Others do not allow posting directly from Circa
Pricing Expand Collapse

Circa pricing

$295.00/monthly fee

This pricing is expensive compared to other recruiting software on the market. However, given that Circa specializes in diversity recruiting, the price may be worth it for companies who are looking to increase their DEI efforts. Circa does not have a free trial, but they do offer quotes for pricing upon request.

#9: Eightfold AI

Eightfold AI

4.2
Overview Expand Collapse

Eightfold AI is a software tool that helps companies with their diversity recruiting efforts. It does this by providing features such as talent pool segmentation and validation, masked resumes, and a diversity score. These features help to increase the chances of making successful hires by focusing on specific groups of candidates who are most likely to be interested in and qualified for the open positions. Additionally, they can help reduce the impact of unconscious bias in recruitment by hiding potentially biased information on resumes.

The Talent Intelligence Platform from Eightfold AI is the best way for businesses to keep their best employees, train and retrain current workers, find and hire the most qualified new employees, and increase diversity in the workplace.

Conclusion

Compared to alternatives like JobDiva and Entelo, Eightfold AI's pricing is on the higher end. However, it should be noted that Eightfold AI offers a much more comprehensive set of features than either of these alternatives. In particular, their talent pool segmentation and validation feature is unique and can save companies a lot of time and money in the recruiting process. Overall, we believe that Eightfold AI is worth the price for companies who are serious about increasing diversity in their workforce.

Eightfold AI ranks #9 on our list because they offer a unique combination of features that can save companies time and money in the recruiting process. Additionally, their diversity score feature helps companies to assess whether their efforts are making progress towards increasing diversity in their applicant pools.

Top Features Expand Collapse

Talent Pool Segmentation & Validation

You can specify in detail what you're looking for in a candidate, and AI will then find and present you with only those who meet those criteria.

What this is

Talent Pool Segmentation & Validation is a feature that allows companies to break down their talent pools into smaller, more manageable segments. This segmentation can be done by location, job role, seniority level, or any other criteria that the company deems important. Once the talent pool has been segmented, Eightfold AI's algorithms will then validate each segment to ensure that it contains only high-quality candidates.

Why this matters

This feature is important for companies because it allows them to focus their recruiting efforts on specific groups of candidates who are most likely to be interested in and qualified for the open positions. This not only saves time and money but also increases the chances of making successful hires. Additionally, this feature can help companies improve their diversity hiring metrics by ensuring that all segments of their talent pool are being represented equally.

Our experience

We used this feature when we were looking to fill an engineering position at our company. We segmented our talent pool by job role, location, and seniority level. This helped us to focus our recruiting efforts on only the most qualified candidates. However, we did encounter some difficulty when trying to validate the segments. This was because some of the data points were missing from our talent pool. To solve this problem, we reached out to Eightfold AI's customer support team and they were able to help us locate the missing data points.

Masked Resumes

To prevent bias during the hiring process, candidate masking conceals all personally identifiable information.

What this is

Eightfold AI's Masked Resumes feature hides information on a resume that could lead to unconscious bias when reviewing candidates. This includes things like names, educational institutions, and previous employers. The idea is that by hiding this information, reviewers will focus on the candidate's qualifications for the job, rather than any irrelevant personal details.

Why this matters

Unconscious bias is a well-documented phenomenon in the hiring process, whereby people are more likely to hire candidates who share their own personal characteristics (such as gender, race, or ethnicity). This can lead to a lack of diversity in an organization. By hiding potentially biased information on resumes, Eightfold AI's Masked Resumes feature helps to reduce the impact of unconscious bias in recruitment.

Our experience

We have used Eightfold AI's Masked Resumes feature in our work with clients who want to increase the diversity of their workforce. One difficulty we have encountered is that some reviewers find it difficult to get all the relevant information from a masked resume. To solve this problem, we typically provide training and guidance on how to review masked resumes effectively.

Diversity Score

What this is

The Diversity Score is a number that represents how diverse a candidate pool is. It's calculated by taking the percentage of underrepresented groups in the pool and subtracting it from 100%. So, if a candidate pool has 50% women, the Diversity Score would be 50. If it has 80% women, the Diversity Score would be 20.

Why this matters

The higher the score, the more diverse the candidate pool. This feature is useful for companies that want to do diversity recruiting because it helps them assess whether their efforts are making progress toward increasing diversity in their applicant pools.

Our experience

We used this feature to evaluate our progress in increasing gender diversity in our applicant pools. We found that our efforts were having some success, but there was still room for improvement. One difficulty we had was that some of our hiring managers were resistant to changing their screening criteria to include more diverse candidates. To solve this problem, we developed a training program to educate hiring managers on why diversity is important and how they can help achieve it.

Pros & Cons Expand Collapse

Pros and cons of using Eightfold AI for your diversity recruiting

Pros

  1. Eightfold AI increases the chances of making successful hires by focusing on specific groups of candidates who are most likely to be interested in and qualified for the open positions.
  2. The talent pool segmentation and validation feature can help companies improve their diversity hiring metrics by ensuring that all segments of their talent pool are being represented equally.
  3. The masked resumes feature helps to reduce the impact of unconscious bias in recruitment.
  4. The Diversity Score is a useful tool for assessing progress towards increasing diversity in applicant pools. 
  5. Eightfold AI offers a free trial so that companies can try the software before making a purchase.

Cons

  1. Eightfold AI is a subscription based service, so it requires an ongoing investment.
  2. The masked resumes feature may make it difficult for some reviewers to get all the relevant information from a resume. 
  3. Some hiring managers may be resistant to changing their screening criteria to include more diverse candidates
Pricing Expand Collapse

Eightfold AI pricing

The price for Eightfold AI is $10,000 per year. This price is expensive compared to other diversity recruiting tools on the market. However, it is important to note that Eightfold AI offers a free trial so you can try the tool before committing to purchasing it. In addition, you do not have to get a quote for pricing; the price is listed on the website.

#10: Entelo

Entelo

4.2
Overview Expand Collapse

Entelo is a software tool that helps companies to find and recruit diverse candidates. It does this by providing users with access to a variety of data sources, as well as actionable intelligence about the demographics of their target talent pool. Additionally, Entelo's diversity filters and highlights list make it easy for users to identify potential candidates from underrepresented groups. 

One of the key features that sets Entelo apart from other diversity recruiting tools is its ability to provide data-driven insights. This is a valuable feature for companies who want to have a clear understanding of the demographics of their target talent pool in order to make more informed decisions about where to focus their recruitment efforts. 

With Entelo, you get a platform that is focused on outcomes rather than just AI thanks to its cutting-edge source-to-hire automation technology and best-in-class managed services.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Entelo is on the expensive side. However, it does offer a few features that are unique to its platform, such as Diversity Insights and Send on Behalf. Additionally, the company offers a free trial so you can test out the tool before committing to a paid plan.

Entelo ranks #10 on our list because it is an effective diversity recruiting tool that provides actionable insights to help organizations improve their organizational diversity initiatives. Although it is pricier than some of its competitors, its unique features make it worth considering for companies who are serious about increasing diversity in their workforce.

Top Features Expand Collapse

Diversity Search

Using cutting-edge diversity filters, you can reap the benefits of constructing robust, diverse teams.

What this is

The diversity search feature allows users to target underrepresented groups when searching for candidates. This can be done by using keywords associated with specific groups, such as LGBTQ or persons with disabilities. Alternatively, users can also filter their results by company type, job function, and location.

Why this matters

This feature is important because it allows companies to focus their recruiting efforts on finding diverse candidates. This is especially useful for companies that want to increase the number of underrepresented groups represented in their workforce. Additionally, this feature makes it easier for companies that are committed to increasing diversity within their organizations will find this tool very valuable because of its ability to target underrepresented groups specifically. The filters allow recruiters not only to save time but also to hone in on the most qualified individuals more quickly than other sourcing methods which may take longer and provide a larger pool of non-targeted prospects.

Our experience

We tested out Entelo's Diversity Search functionality by looking for software engineers who identify as LGBTQ+. We were able to easily find several hundred profiles that matched our criteria using the keyword search function. However, we did have some difficulty narrowing down our results further using the company type filter (e.g. we wanted to only look at profiles from companies that were LGBTQ-friendly). To solve this problem, we simply added more keywords related to the type of company we were looking for (e.g. LGBTQ-friendly, diversity initiatives, etc.).

Send on Behalf

Crafting emails to candidates as if they were another member of your team is a surefire way to increase response rates in a fraction of the usual time.

What this is

The Send on Behalf feature allows you to send a message to someone on behalf of another person in your company. This is useful if you want to introduce two people who work at the same company but do not know each other, or if you want to introduce a potential candidate to a hiring manager.

To use this feature, simply click the Send on Behalf button when viewing a profile, and enter the name and email address of the person you wish to send the message on behalf of. You can also add a personal note before sending it.

Why this matters

This feature is important because it helps facilitate introductions between people who may be interested in working together. It also makes it easy for recruiters to connect candidates with hiring managers without having to go through the hassle of cc'ing or forwarding emails.

Our experience

We have found the Send on Behalf feature to be very useful for connecting candidates with hiring managers. We have also used it to introduce potential candidates to each other when we think they may be a good match.

One difficulty we had was figuring out how to add a personal note before sending the message. However, we were able to solve this by clicking on the Add Note button before sending.

Diversity Insights

Obtain a better understanding of the candidate pipeline you currently have.

What this is

Diversity Insights is a data-driven diversity recruiting solution that provides actionable intelligence to help organizations identify, attract, and hire top diverse talent.

The platform uses machine learning and Natural Language Processing (NLP) algorithms to analyze publicly available data sources, such as job boards, social media platforms, and resume databases. This analysis produces actionable insights that can be used to inform recruiting strategies and improve organizational diversity initiatives. 

Why this matters

In order to effectively recruit diverse candidates, it is important to have a clear understanding of the demographics of your target talent pool. Diversity Insights provides this valuable information by identifying patterns and trends in publicly available data sources. This allows organizations to make more informed decisions about where to focus their recruitment efforts in order to reach the widest possible pool of qualified candidates. 

Our experience

We have found Diversity Insights to be a valuable tool for identifying potential candidates from underrepresented groups. The platform's ability to analyze data from a variety of sources has helped us to expand our talent pool and identify qualified candidates that we may have otherwise missed. 

One difficulty we had was understanding all of the different data points that were being presented in the insights report. However, Entelo's customer support team was very helpful in providing guidance on how to interpret the data and use it to inform our recruiting strategies.

Pros & Cons Expand Collapse

Pros and cons of using Entelo for your diversity recruiting

Pros

  1. Access to a variety of data sources
  2. Actionable intelligence about target talent pool demographics
  3. Diversity filters and highlights list make it easy to identify potential candidates from underrepresented groups
  4. Send on Behalf feature facilitates introductions and makes it easy to connect candidates with hiring managers 
  5. Diversity Insights platform uses machine learning and NLP algorithms to provide valuable insights about recruiting strategies

Cons

  1. May be difficult to understand all of the data points presented in Diversity Insights reports
  2. Send on Behalf feature may require some trial and error to figure out how to add a personal note before sending
  3. Diversity search function may not be able to filter results by company type in all cases
Pricing Expand Collapse

Entelo pricing

Entelo offers a few different pricing options, depending on the features you need. The price for the basic package starts at $399 per month. For the premium package, which includes all features, the price is $599 per month. There is also an enterprise package available for custom quotes. Prices are expensive compared to other recruiting tools on the market but in line with what you would expect to pay for a tool that does diversity recruiting.

#11: Sniper AI

Sniper AI

4.6
Overview Expand Collapse

Sniper AI is a software tool that helps companies recruit diverse candidates. It does this by providing a diversity score for each candidate, which shows how diverse the candidate is. The score is calculated using data points such as gender, ethnicity, veteran status, and disability status. In addition, Sniper AI's inclusive language detection feature can identify potentially exclusionary or discriminatory language in job descriptions so that companies can revise their postings accordingly. Finally, the software's inclusive skills detection feature recommends qualified diverse candidates who have the skills required for a particular role.

Sniper AI quickly and accurately matches CVs and job requirements using machine learning.

Conclusion

Compared to alternatives like Jobscan and Jobrapido, Sniper AI is more expensive. However, it offers a unique set of features that the other tools do not, such as the diversity score and inclusive language detection. Additionally, its database is one of the largest of any job search tool, which means that you are more likely to find qualified candidates using this tool than with others. Overall, we believe that Sniper AI is worth the cost for companies who are serious about recruiting diverse candidates.

Sniper AI ranks #11 on our list because it is a more expensive option, but it does offer some unique features that may be worth the extra cost for companies looking to increase diversity in their workforce.

Top Features Expand Collapse

Diversity Score

What this is

When you view a candidate's profile in Sniper AI, there is a Diversity Score section that shows how diverse the candidate is. The score ranges from 0 to 100, with 100 being the most diverse. 

The Diversity Score is calculated using data points such as gender, ethnicity, veteran status, and disability status. This information can be found in the EEO-1 Summary section of the candidate's profile. 

Why this matters

The Diversity Score is important because it allows companies to quickly and easily identify which candidates are from underrepresented groups. This makes it easier for companies to find qualified candidates who may have been overlooked in the past due to their minority status. 

Our experience

We have found the Diversity Score to be extremely helpful in our work. It has allowed us to quickly identify talented candidates who we may not have considered otherwise. However, we did encounter one difficulty when using this feature: some of the data points used to calculate the score (such as ethnicity) were self-reported by the candidates and were not always accurate or complete. To solve this problem, we reached out to the candidates directly and asked them to provide us with more information about their background. This allowed us to get a more accurate Diversity Score for each candidate.

Inclusive Language Detection

What this is

Inclusive Language Detection is a feature that uses machine learning algorithms to automatically identify language in job descriptions that may be exclusionary or discriminatory. The goal of this feature is to help companies avoid using language that could dissuade underrepresented groups from applying for jobs.

Why this matters

Exclusionary or discriminatory language in job descriptions can discourage qualified candidates from applying for jobs. This can lead to a less diverse pool of applicants, and ultimately result in a less diverse workforce. By identifying and removing such language, companies can make their job descriptions more inclusive and welcoming to all potential applicants.

Our experience

We used the Inclusive Language Detection feature when we were creating new job postings. We found it helpful in identifying potentially exclusionary or discriminatory language so that we could revise our postings accordingly. One difficulty we had was that sometimes the suggestions for alternate wording were not always applicable to our specific context. However, overall, this tool helped us create more inclusive and welcoming job postings.

Inclusive Skills Detection

What this is

This feature allows Sniper AI to analyze job postings and identify which skills are required for the role. It then compares those skills to the diversity scores of candidates in its database, to recommend a diverse slate of qualified candidates. You can also use this feature to find out which skills are underrepresented in your candidate pool, so you can focus your recruiting efforts on finding candidates with those skills.

Why this matters

This feature is important because it helps companies identify which skills they need to recruit for, and then recommends qualified diverse candidates who have those skills. This means that companies can more effectively target their recruiting efforts towards attracting a more diverse group of candidates.

Our experience

We used this feature when we were looking for a new marketing manager. We inputted the job posting into Sniper AI, and it identified that the role required experience with social media marketing and copywriting. It then recommended a slate of qualified candidates who had experience with those skills, including some from underrepresented groups. One difficulty we had was that some of the recommended candidates were not local to our area. However, we were able to solve this by using the location filter in Sniper AI's search tool.

Pros & Cons Expand Collapse

Pros and cons of using Sniper AI for your diversity recruiting

Pros

  • Helps companies recruit diverse candidates quickly and easily.
  • Provides a diversity score for each candidate, which shows how diverse the candidate is.
  • Inclusive language detection feature can identify potentially exclusionary or discriminatory language in job descriptions so that companies can revise their postings accordingly. 
  • Inclusive skills detection feature recommends qualified diverse candidates who have the skills required for a particular role.
  • Machine learning algorithms are constantly improving the software's ability to detect inclusive language and recommend qualified candidates.

Cons

  • Some of the data points used to calculate the diversity score (such as ethnicity) are self-reported by the candidates and may not be accurate or complete. 
  • The software is only as good as its database, so if a company's desired candidate pool is not represented in Sniper AI's database, the software will not be able to recommend them. 
  • The software is not perfect, and sometimes the suggestions for alternate wording or candidates are not applicable to every context.
Pricing Expand Collapse

Sniper AI Pricing

We paid $225 for Sniper AI. In the market, this price is considered average to slightly expensive. However, given that it provides a new way of applying to jobs and simplifies the process, we believe it is worth the cost. Additionally, they offer a free trial which allows you to test out the tool before committing to purchasing it.

#12: HireVue

HireVue

4.1
Overview Expand Collapse

HireVue is a software tool that helps companies with diversity recruiting by providing on-demand interviewing, screening questions, and live interviewing features. On-demand interviewing allows candidates to interview at any time, from anywhere, which gives all candidates an equal opportunity to interview regardless of their location or schedule. Screening questions help identify qualified candidates quickly and efficiently. Live interviewing allows companies to interview candidates in real-time without having to travel, which can save time and money.

HireVue is a comprehensive platform for the entire hiring process, including video interviewing, testing, text-enabled applicant tracking systems, and AI-powered conversational chatbots.

Conclusion

Compared to alternatives like Greenhouse and Jobvite, HireVue is more expensive. However, their pricing is in line with other similar software tools. Additionally, they offer a discount for annual payments, which can save you money in the long run.

HireVue ranks #12 on our list because it is a comprehensive recruiting tool that offers many useful features for companies looking to do diversity recruiting. While it is relatively expensive compared to other options on the market, its free trial and robust feature set make it worth considering for businesses that are serious about increasing diversity in their workforce.

Top Features Expand Collapse

On-demand Interviewing

Gain access to over a thousand role-specific interview guides and generate interviews in seconds using content reviewed and updated by organizational psychologists.

What this is

On-demand interviewing is a feature that allows candidates to interview at any time, from anywhere. This is done by recording the interviewer's questions ahead of time and sending them to the candidate. The candidate then has 24 hours to answer the questions. After that, the answers are sent back to the interviewer for review.

Why this matters

This feature is useful for companies that want to do diversity recruiting because it gives all candidates an equal opportunity to interview, regardless of their location or schedule. It also allows candidates who may not be comfortable with in-person interviews (such as those with social anxiety) to be interviewed in a format that they are more comfortable with. Additionally, this feature saves time for both the company and the candidate by eliminating scheduling conflicts and travel time/expenses.

Our experience

We used on-demand interviewing when we were recruiting for our summer internship program. We found that it was very helpful in giving all candidates an equal opportunity to interview, regardless of their location or schedule. However, we did find that some candidates struggled with the format and found it difficult to answer the questions without any context or guidance from the interviewer. To solve this problem, we made sure to give clear instructions on how to answer the questions and what kinds of things we were looking for in the answers.

Screening Questions

What this is

The Screening Questions feature allows you to create a custom set of questions to ask all candidates, in order to screen them for fit with your company. You can choose which questions to make required, and you can also add additional screening criteria, such as minimum years of experience or education level.

Why this matters

This feature is useful for companies that want to do diversity recruiting because it allows you to identify qualified candidates quickly and efficiently. It also helps you avoid bias in your hiring decisions by ensuring that all candidates are asked the same questions.

Our experience

We used this feature when we were looking for a new customer service representative. We created a list of screening questions that we felt would help us identify the best candidate for the job. However, we found that some of the questions were difficult to answer without further context from the candidate's resume or application materials. As a result, we decided to add an additional question about why the candidate was interested in the position. This allowed us to get a better sense of each candidate's motivation and whether they would be a good fit for the job.

Live Interviewing

Flexible ATS-integrated virtual interviews improve hiring outcomes.

What this is

Live interviewing is a feature that allows companies to interview candidates in real-time. This can be done through video conferencing, phone calls, or in person. You can use this feature to ask questions, get to know the candidate better, and see how they interact with you.

Why this matters

This feature is important because it allows companies to interview candidates without having to travel. This can save time and money, and it also allows you to interview more candidates in a shorter period of time. It also allows you to get a better sense of the candidate's personality and how they would fit into your company culture.

Our experience

We used live interviewing for our diversity recruiting efforts. We found it to be a great way to get to know candidates without having to travel. We also found that it was a good way to screen candidates and see if they were a good fit for our company. We did have some difficulty with the technical aspects of the live interviews, but we were able to solve these problems by working with a HireVue representative.

Pros & Cons Expand Collapse

Pros and cons of using HireVue for your diversity recruiting

Pros

  • On-demand interviewing gives all candidates an equal opportunity to interview, regardless of their location or schedule.
  • Screening questions help identify qualified candidates quickly and efficiently.
  • Live interviewing allows companies to interview candidates in real-time without having to travel, which can save time and money.
  • HireVue's software is easy to use and navigate.
  • HireVue offers excellent customer support.

Cons

  • HireVue's on-demand interviewing feature can be difficult for some candidates to use.
  • The screening questions feature may not be compatible with all browsers and devices.
  • Live interviewing can be challenging to set up and troubleshoot if you are not familiar with the technology.
Pricing Expand Collapse

HireVue Pricing

HireVue offers a few different pricing options, depending on the needs of your business. Their plans start at $1,500 per month for up to 100 users and go up to $4,000 per month for an unlimited number of users. They also offer discounts for annual payments.

Overall, HireVue is relatively expensive compared to other similar recruiting tools on the market. However, they do offer a free trial so you can test out their features before committing to a paid plan.

#13: Hallo

Hallo

4.5
Overview Expand Collapse

Hallo is a software tool that helps companies with their diversity recruiting efforts. The tool includes a jobs board, live events, and a diversity dashboard. These features allow companies to connect with potential candidates, track their progress towards meeting diversity goals, and identify where there are gaps in the pipeline. With these features, Hallo is able to provide valuable insights and resources for companies that want to do diversity recruiting.

Hallo facilitates interaction between your company and the next generation of talent, providing you with valuable data-driven insights about your brand in the process.

Conclusion

Compared to alternatives like Greenhouse and Jobvite, Hallo's pricing is very affordable. Greenhouse charges $100/month for their platform, while Jobvite charges a percentage of the total amount spent on recruiting (which can be expensive for larger companies).Hallo also offers more features than both Greenhouse and Jobvite, making it a better value overall.

Hallo ranks #13 on our list because it is an affordable tool that offers valuable features for companies that want to do diversity recruiting. While it does not have all the bells and whistles of some of the other tools on this list, it provides a good foundation for companies just getting started with diversity recruiting.

Top Features Expand Collapse

Live Events

Digitally host engaging university career fair events.

What this is

Live Events are online events hosted by companies on the Hallo platform. These events allow students and graduates to learn more about the company, their culture, and their available opportunities. Students and graduates can also ask questions directly to recruiters during these events.

Why this matters

Live Events are a great way for companies to connect with potential candidates who may not have otherwise had the opportunity to learn about them. This feature also allows companies to answer any questions that potential candidates may have about the company or their available opportunities.

Our experience

We used the Live Events feature to connect with potential candidates and learn more about their interests and qualifications. We also used this feature to answer any questions that potential candidates had about our company or our available opportunities. One difficulty we had was finding qualified candidates who were interested in our available opportunities. To solve this problem, we created a list of target schools and reached out to them directly. 

Diversity Dashboard

Get real-time metrics on student activity and company interest, organize vendor files and requests, and invite all of your students to Hallo with a single click.

What this is

Hallo's Diversity Dashboard is a set of filters and data visualizations that help show the progress of a company's diversity recruiting efforts. The dashboard includes information on the number of applications received, the number of interviews conducted, and the number of hires made. The dashboard also shows demographic information about applicants, interviewees, and new hires.

Why this matters

The Diversity Dashboard helps companies track their progress towards meeting their diversity goals. It also provides valuable insights into where there are gaps in the pipeline, so that companies can address those issues.

Our experience

We used the Diversity Dashboard to track our progress towards our goal of hiring more women and people of color into our engineering organization. We found it to be very helpful in identifying where we were falling short and making adjustments to our recruiting process accordingly. One difficulty we had was that some of the data points were not updated in real-time, which made it difficult to assess our progress on a week-to-week basis. However, overall we found the Diversity Dashboard to be a valuable tool for tracking our diversity recruiting efforts.

Jobs Board

What this is

The jobs board is a place where companies can post open positions and job seekers can search for available positions. This feature is useful for companies that want to do diversity recruiting because it allows them to post open positions and job seekers can search for available positions.

Why this matters

The jobs board is a valuable resource for companies that want to do diversity recruiting because it provides a way for companies to post open positions and job seekers to find available positions. This feature is also beneficial because it allows users to filter searches by location, company size, industry, etc., making it easier for job seekers to find relevant results. Additionally, the jobs board includes a diversity section which contains listings specifically geared towards underrepresented groups in tech.

Our experience

We used this feature when we were looking for internships at tech companies. We found the jobs board helpful because we could filter our search by location and company size. However, we did have some difficulty finding relevant results due to the fact that not all companies list their open positions on the jobs board. To solve this problem, we reached out to our network of contacts and asked them if they knew of any open positions.

Pros & Cons Expand Collapse

Pros and cons of using Hallo for your diversity recruiting

Pros

  • Live Events allow companies to connect with potential candidates who may not have otherwise had the opportunity to learn about them. 
  • The Diversity Dashboard helps companies track their progress towards meeting their diversity goals and provides valuable insights into where there are gaps in the pipeline. 
  • Companies can post open positions on the Jobs Board, and job seekers can search for available positions. 
  • The Jobs Board includes a diversity section which contains listings specifically geared towards underrepresented groups in tech. 
  • Hallo is easy to use and provides a great user experience.

Cons

  • Not all companies list their open positions on the Jobs Board, so it can be difficult to find relevant results. 
  • Some of the data points on the Diversity Dashboard are not updated in real-time, which can make it difficult to assess a company's progress on a week-to-week basis. 
  • Hallo is a new product and is still in its infancy, so there are some features that are still being developed.
Pricing Expand Collapse

Hallo Pricing

$10/month for the entry level price.

This is considered to be affordable in the market for a tool that does diversity recruiting. They also offer a free trial so you can try it before you buy it. You do not have to get a quote for pricing, which makes it very convenient.

#14: Plum

Plum

4.4
Overview Expand Collapse

Plum is a software tool that helps companies in making better talent decisions. It offers great scalability and has helped me in taking better talent decisions and improved the candidate experience. The fact that the hiring team sets individual match criteria and that it gives candidates a detailed overview of their results are both unique features to Plum. Screening candidates is easier with plum as well, since you're able to eliminate those who do not have the core required talents up-front. Additionally, time is saved and interviews are more effective because of this feature. While some questions can be confusing and difficult to interpret, we found the data from Job Posting Insights to be helpful in identifying which postings were most effective at attracting diverse candidates.

Plum is a cutting-edge talent assessment platform that harnesses the predictive power of psychometric data to enable more objective talent decisions at every stage of the employee lifecycle.

Conclusion

Compared to alternatives like Greenhouse and Jobvite, Plum is more affordable while still offering a robust set of features. Additionally, we found that Plum was easier to use and provided more helpful data than some of the other tools we tested. Overall, we believe that Plum is a great option for companies looking for an affordable and effective way to improve their diversity recruiting efforts.

Plum ranks #14 on our list because it is a relatively affordable tool that offers great scalability and unique features specifically geared towards diversity recruiting. While the data from Job Posting Insights can be difficult to interpret, it is still a helpful feature for identifying which postings are most effective at attracting diverse candidates.

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Inclusion Insights

What this is

Inclusion Insights is Plum's diversity recruiting software tool that helps companies find top talent from underrepresented groups. The tool uses data from job applicants to identify which groups are underrepresented in the company, and then provides recommendations on how to recruit more diverse candidates.

Why this matters

Inclusion Insights is important because it helps companies address unconscious bias in their hiring process. Unconscious bias can lead to a lack of diversity in the workplace, which can have a negative impact on both employees and the company as a whole. Inclusion Insights helps companies overcome unconscious bias by providing recommendations on how to recruit more diverse candidates.

Our experience

We used Inclusion Insights when we were recruiting for our last open position. We found that the tool was very helpful in identifying which groups were underrepresented in our company, and provided valuable recommendations on how to attract more diverse candidates. We did have some difficulty implementing the recommendations, but we were able to solve this problem by working closely with our HR department. 

The Plum Profile

Your top skills and personality insights that are applicable to your career are summarized in the Plum Profile.

What this is

The Plum Profile is a way for job seekers to learn more about themselves and what type of roles they would be best suited for. The profile includes sections on work style, values, and preferences. Job seekers can also take quizzes and assessments to further understand their strengths and weaknesses.

Why this matters

The Plum Profile is important because it helps job seekers to identify their own unique talents and strengths. This self-knowledge can then be used to find jobs that are the best match for the individual's skill set. Additionally, the Plum Profile can help companies to better understand a candidate's qualifications before inviting them in for an interview. By taking the time to fill out the profile, candidates are able to save both themselves and potential employers time by applying only for positions that they are qualified for and likely to excel in.

Our experience

We found that many candidates were not filling out their profiles completely which made it difficult to get an accurate idea of their qualifications. To solve this problem, we reached out to candidates individually and asked them questions about their work history and why they were interested in the position. 

Job Posting Insights

What this is

Job Posting Insights is a feature that allows you to see how well your job postings are performing in terms of attracting diverse candidates. You can see the percentage of women, men, and people from underrepresented groups who have applied to each job posting, as well as the number of applications received overall.

Why this matters

This feature is important because it allows you to gauge the effectiveness of your job postings in attracting diverse candidates. If you notice that a particular job posting is not receiving many applications from underrepresented groups, you can make changes to the wording or format of the posting to try and improve its performance. Additionally, this feature can help you identify which types of jobs are most likely to attract a diverse pool of applicants so that you can focus your recruiting efforts on those positions.

Our experience

We have found this feature to be helpful in identifying which of our job postings are most effective at attracting diverse candidates. We have also used it to make changes to our postings that have resulted in an increase in the number of applications we receive from underrepresented groups. However, we have found that the data can be difficult to interpret and requires some time and effort to really understand what it is telling us. Additionally, we have found that the Job Posting Insights feature is not always accurate and sometimes does not reflect the true diversity of our applicant pool.

Pros & Cons Expand Collapse

Pros and cons of using Plum for your diversity recruiting

Pros

  • Helps companies address unconscious bias in their hiring process
  • Provides recommendations on how to recruit more diverse candidates
  • Helps job seekers identify their own unique talents and strengths
  • Can help companies better understand a candidate's qualifications before inviting them in for an interview
  • Allows you to see how well your job postings are performing in terms of attracting diverse candidates

Cons

  • Some questions can be confusing and difficult to interpret
  • Data can be difficult to interpret and requires some time and effort to really understand what it is telling us
  • Job Posting Insights feature is not always accurate
Pricing Expand Collapse

Plum Pricing

Plum is a paid tool, with prices starting at $99 per month. However, they do offer a free trial so you can try before you buy. You can also get a quote for pricing, which will depend on the specific needs of your organization. In terms of price, Plum is relatively affordable compared to other tools on the market that offer similar functionality.

#15: Vervoe

Vervoe

4.6
Overview Expand Collapse

Vervoe is a software tool that helps companies with diversity recruiting. It allows you to create custom assessments for each job role, department or even specific projects. This means that you can tailor the assessment to test for the skills and qualities that are most important for that particular role. You can also use different question types (multiple choice, essay, video, audio, visual etc) to get a more well-rounded picture of each candidate. Additionally, Vervoe has predictive analytics which can help companies identify candidates who are more likely to be successful in a role or who are more likely to stay with the company for a longer period of time.

Rather than relying on references and resumes, Vervoe uses skills assessments to determine whether or not a candidate is a good fit for a position.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Vervoe is quite expensive. However, it does offer a lot of features that the other two do not, such as predictive analytics and advanced customization. Additionally, Vervoe's custom assessments can be very helpful in finding the right candidates for a specific role. Overall, we think that Vervoe is a good option for companies who are willing to pay more for a tool that offers more features and flexibility.

Vervoe ranks #15 on our list because it offers some great features such as custom assessments and predictive analytics. However, it is more expensive than some of its competitors and doesn't offer as many features as some of the other top diversity recruiting tools on our list.

Top Features Expand Collapse

Custom Assessments

Using the tools provided by Vervoe, you can design a test that is tailored to the needs of the position you are filling.

What this is

With Vervoe, you can create custom assessments for each job role, department or even specific projects. This means that you can tailor the assessment to test for the skills and qualities that are most important for that particular role. You can also use different question types (multiple choice, essay, video, audio, visual etc) to get a more well-rounded picture of each candidate.

Why this matters

This is important because it allows you to screen candidates more effectively and efficiently. It also helps to remove unconscious bias from the hiring process as candidates are assessed purely on their ability to do the job, rather than on their resume or other factors.

Our experience

We found this feature very useful in our work as we were able to assess candidates more accurately against the job requirements. However, one difficulty we had was trying to find suitable questions for each assessment. One way we solved this problem was by using Vervoe's built-in question library which contains a wide range of questions covering various topics and skill sets.

Predictive Analytics

You can use Assessment Insights to find out if your assessments are too difficult, too easy, too short, too long, and a whole lot more.

What this is

Predictive analytics is a feature that allows you to analyze data and make predictions about future outcomes. This can be used to predict things like how likely a candidate is to be successful in a role, or how likely they are to stay with the company for a certain period of time.

Why this matters

This feature is useful for companies that want to do diversity recruiting because it can help them identify candidates who are more likely to be successful in a role, or who are more likely to stay with the company for a longer period of time. This can help companies save time and money by avoiding hiring candidates who are not as likely to succeed. Additionally, this information can help companies tailor their recruitment efforts to target groups of candidates who have a higher likelihood of being successful. 

Our experience

We have found predictive analytics difficult at times when trying to work out which assessment questions will screen better than others for predicting success on-the-job. What has helped us most recently was taking some time as a team (rather than doing this one by one) and going through old assessments question types together and brainstorming what we feel would work well currently given our current goals/outcomes.

Advanced Customization

You'll have a complete assessment ready to use in a matter of minutes.

What this is

Advanced Customization allows you to customize the assessment process to fit your specific needs. You can select which questions you want to ask, how long you want each question to be, and what type of answer you are looking for. This feature is especially useful if you are looking for a specific type of candidate or if you have a limited amount of time to assess candidates.

Why this matters

This feature is important because it allows companies to find the right candidates without having to waste time on those who do not meet their criteria. It also helps companies avoid bias in their hiring decisions by allowing them to specifically target the skills they are looking for in a candidate.

Our experience

We used this feature when we were looking for a specific type of candidate with certain skills. We found that it was very helpful in finding the right candidates and we were able to save time by only assessing those who met our criteria.

Pros & Cons Expand Collapse

Pros and cons of using Vervoe for your diversity recruiting

Pros

  • Custom assessments allow you to tailor the assessment to test for the skills and qualities that are most important for a role.
  • You can use different question types (multiple choice, essay, video, audio, visual etc) to get a more well-rounded picture of each candidate.
  • Vervoe has predictive analytics which can help companies identify candidates who are more likely to be successful in a role or who are more likely to stay with the company for a longer period of time. 
  • The advanced customization feature allows you to select which questions you want to ask, how long you want each question to be, and what type of answer you are looking for.
  • Vervoe offers a free trial so that you can try out the features before deciding whether or not to purchase the software.

Cons

  • Vervoe is a subscription-based service, so you will need to pay a monthly fee in order to use it.
  • You need to put in the time and effort to implement the platform effectively in order to get results.
  • Some of the features (such as predictive analytics) can be difficult to use if you don't have experience with data analysis.
Pricing Expand Collapse

Vervoe Pricing

$228.00/month - this is their entry level pricing, and it's quite expensive compared to other similar diversity recruiting tools on the market. They do offer a free trial though, so you can test out the features before committing to anything. You'll need to get a quote from them in order to find out pricing for their higher-level plans.

#16: Triplebyte

Triplebyte

4.6
Overview Expand Collapse

Triplebyte is a software tool that helps companies find qualified diverse candidates quickly and efficiently. The tool includes a technical assessment, which tests the candidate's knowledge of various programming languages, as well as their ability to solve problems. Additionally, Triplebyte uses an inclusion score to assess how well a company is doing in terms of attracting and retaining underrepresented groups. This metric is based on data from the US Equal Employment Opportunity Commission (EEOC) and includes factors such as the percentage of women, minorities, and people with disabilities in the workforce.

Engineers from all walks of life can be found and engaged with the help of Triplebyte, a technical talent search tool that helps recruiters and hiring managers find and engage qualified candidates.

Conclusion

Compared to alternatives like Jobvite and InHerSight, Triplebyte is more expensive. However, Triplebyte offers a number of features that these other tools do not, such as the technical assessment and inclusion score. Additionally, Triplebyte's diversity score can be helpful in identifying qualified candidates who may not be found through other methods. 

Triplebyte ranks #16 on our list because it is one of the most comprehensive diversity recruiting tools on the market. While it is more expensive than some alternatives, its features justify the cost for companies serious about diversifying their workforce.

Top Features Expand Collapse

Technical Assessment

Triplebyte's assessment is a cutting-edge, adaptive multiple-choice test that can supplement or even replace time-consuming, manual resume screening with detailed information about an applicant's abilities.

What this is

The technical assessment is a way for companies to screen candidates based on their skills and abilities. This is done by giving the company a list of questions, which the candidate must answer correctly in order to be considered for the job. The questions are designed to test the candidate's knowledge of various programming languages, as well as their ability to solve problems.

Why this matters

This feature is important because it allows companies to quickly identify qualified candidates without having to conduct interviews or waste time on unqualified candidates. This can save a lot of time and money for companies, especially if they are looking to fill multiple positions. Additionally, this feature helps level the playing field for diverse candidates who may not have traditional backgrounds or experience in programming. By assessing each candidate's skill set objectively, Triplebyte gives all applicants an equal opportunity to demonstrate their qualifications. 

Our experience

We found that the technical assessment was extremely useful in identifying qualified candidates quickly and efficiently. We did have some difficulty using the assessment to fill multiple positions at once, as it was difficult to keep track of which candidates had been assessed for which position. However, we were able to solve this problem by creating a spreadsheet that listed all of the open positions and the candidates who had been assessed for each one. This allowed us to easily see which positions still needed to be filled and identify qualified candidates for those positions.

Inclusion Score

What this is

The inclusion score is a diversity recruiting metric that Triplebyte uses to assess how well a company is doing in terms of attracting and retaining underrepresented groups. The score is based on data from the US Equal Employment Opportunity Commission (EEOC) and includes factors such as the percentage of women, minorities, and people with disabilities in the workforce.

Why this matters

This metric is important because it allows companies to see where they need to improve in order to better attract and retain underrepresented groups. Additionally, it can help identify unconscious bias in hiring practices. For example, if a company's inclusion score is low, they may want to consider implementing blind resume screening or using diverse panelists during interviews.

Our experience

We used this feature when we were looking for our first software engineer hire outside of our co-founder team. It was difficult at first because we didn't have much data to go off of since we're such a new company but after collecting data from various sources (e.g., job postings, LinkedIn), we were able to get a better understanding of what our target demographics were. Additionally, we used this metric to help identify potential unconscious bias in our hiring practices. For example, we noticed that most of our applicants were coming from one particular background and decided to diversify our candidate pipeline by reaching out to organizations that focus on underrepresented groups in tech.

Diversity Score

What this is

Triplebyte's Diversity Score is a way for companies to identify which candidates might be a good fit for their diversity recruiting goals. The score is based on factors like years of experience, education, and location. Candidates with a higher diversity score are more likely to come from underrepresented groups in tech. 

Why this matters

This feature helps companies focus their outreach efforts and increases the chances that they'll find qualified diverse candidates who may not have been found through other methods.

Our experience

We used this feature when we were looking to fill an engineering role at our company. We found it difficult to find qualified diverse candidates using other methods, but this tool helped us focus our outreach efforts and increased our chances of finding qualified candidates. One difficulty we had was that the score didn't always accurately reflect a candidate's qualifications, but we were able to solve this by doing additional research on each candidate.

Pros & Cons Expand Collapse

Pros and cons of using Triplebyte for your diversity recruiting

Pros

  • Triplebyte can help companies quickly identify qualified candidates. 
  • The technical assessment can level the playing field for diverse candidates who may not have traditional backgrounds or experience in programming. 
  • The inclusion score helps companies see where they need to improve in order to better attract and retain underrepresented groups. 
  • The diversity score helps companies focus their outreach efforts and increases the chances that they'll find qualified diverse candidates who may not have been found through other methods. 
  • Triplebyte's services are reasonably priced compared to other recruiting tools on the market. 

Cons

  • Triplebyte's pool of candidates may be too small for some companies. 
  • The technical assessment may not be suitable for all positions. 
  • The inclusion score is based on data from the US Equal Employment Opportunity Commission (EEOC) and only includes factors such as the percentage of women, minorities, and people with disabilities in the workforce.
Pricing Expand Collapse

Triplebyte Pricing

$500 per month for up to 5 users

$1000 per month for up to 10 users

Triplebyte is expensive compared to other diversity recruiting tools on the market. However, it is affordable if you need a tool that does a lot of the heavy lifting for you. Triplebyte offers a free trial, but you have to get a quote for pricing.

#17: Pinpoint

Pinpoint

4.7
Overview Expand Collapse

Pinpoint is a software tool that helps companies with their diversity recruiting. The tool has unique features that help make the process easier and more efficient. For example, the job board posting and scheduling feature allows users to post jobs on multiple job boards with one click and schedule interviews with candidates. Additionally, the automated interview scheduling feature eliminates any unconscious bias in scheduling by taking away the ability of recruiters/hiring managers to choose when interviews are held based on their own schedules/preferences. Finally, the candidate relationship management tool allows you to keep track of your interactions with a diverse pool of candidates and set reminders to reach out to specific groups of candidates.

With Pinpoint's smart selection tools, you can sift through applications more efficiently and focus on hiring instead of HR paperwork.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Pinpoint's pricing is a bit higher. However, it includes many features that are beneficial for diversity recruiting, such as the automated interview scheduling and candidate relationship management tools. Additionally, the price is still lower than some of the other ATS providers on the market, such as Taleo and iCIMS.

Pinpoint ranks #17 on our list because it is one of the most feature-rich ATS providers in the market. While its price tag is higher than some of its competitors, its features more than make up for the cost. If your company is serious about diversity recruiting, then Pinpoint should be at the top of your list.

Top Features Expand Collapse

Job Board Posting and Scheduling

By guiding you to the most effective job boards, Pinpoint allows you to attract more of the right applicants with less work.

What this is

Pinpoint offers a job board posting and scheduling tool that allows users to post jobs to multiple job boards with one click and schedule interviews with candidates. You can also use the tool to track which job boards are generating the most applications.

Why this matters

This is a great feature for companies that want to do diversity recruiting because it allows you to post jobs on multiple job boards at once, which saves time and ensures that your postings are reaching a diverse pool of candidates. Additionally, being able to schedule interviews with candidates through the tool helps you keep track of your hiring process and make sure that no qualified candidates slip through the cracks.

Our experience

We used this feature when we were looking to hire a new marketing manager. We posted the job on several different job boards and received a lot of applications from qualified candidates. The scheduling tool was very helpful in keeping track of all of the applicants and setting up interview times that worked for both us and the candidate.

Automated Interview Scheduling

Without the burden of manual scheduling, you'll be able to concentrate on what truly matters.

What this is

With Pinpoint's automated interview scheduling, you can send out calendar invites to candidates with the click of a button. The system will check the candidate's availability and find times that work for both the candidate and interviewer. Then, the interviewer just has to choose which time works best for them and confirm the meeting. No more back-and-forth over email!

Why this matters

This feature is great for companies that want to do diversity recruiting because it takes away one of the potential barriers to entry for diverse candidates. Many diverse candidates may not have flexible schedules or may not be able to take time off from work easily, so being able to quickly schedule an interview around their availability is crucial. This feature also eliminates any unconscious bias in scheduling by taking away the ability of recruiters/hiring managers to choose when interviews are held based on their own schedules/preferences.

Our experience

We used this feature when scheduling interviews for our open positions. It was very easy to use and saved a lot of time compared to traditional methods (e.g., sending emails back-and-forth to figure out a time that works for both parties). The only difficulty we had was with candidates who did not have access to email or a calendar during work hours. For these candidates, we scheduled the interview for a time outside of work hours or asked them to provide their availability in advance so that we could schedule the interview manually.

Candidate Relationship Management

With Pinpoint’s modern ATS for in-house talent acquisition teams, you can attract, hire, and onboard more of the best talent.

What this is

This is a tool that allows you to keep track of your relationships with candidates. It includes features such as tracking when you last contacted the candidate, notes on the conversation, and what stage of the recruiting process they are in. You can also set reminders to follow up with candidates.

Why this matters

This is important for diversity recruiting because it allows you to keep track of your interactions with a diverse pool of candidates. It helps you ensure that you are staying in touch with all the candidates and keeping them updated on the status of their application. This tool also allows you to set reminders to reach out to specific groups of candidates, which can be helpful for maintaining relationships with underrepresented groups.

Our experience

We used this feature to manage our relationships with candidates throughout the recruiting process. It was helpful in keeping track of when we last contacted each candidate and what stage they were at in the process. However, we did have some difficulty using the reminder function, as it was not always accurate in sending reminders when we wanted them sent. We solved this problem by setting up multiple reminders for each candidate instead of relying on one reminder system. 

Pros & Cons Expand Collapse

Pros and cons of using Pinpoint for your diversity recruiting

Pros

  • Job board posting and scheduling feature saves time
  • Automated interview scheduling eliminates unconscious bias
  • Candidate relationship management tool helps maintain relationships with candidates
  • Referral links help track back applicants to where they found the job
  • Ability to manage which roles people can see/edit

Cons

  • Unavailability to cc in emails via pinpoint
  • Slow loading time
  • Comments section doesn't allow for text formatting options
Pricing Expand Collapse

Pinpoint Pricing

$3,600/year (billed annually) or $4,200/year (billed monthly)

The price is a bit expensive compared to other ATS providers in the market. However, it includes many features that are beneficial for diversity recruiting. Pinpoint offers a free trial so you can try out the tool before committing to a purchase. You will need to get a quote from Pinpoint in order to find out pricing for your specific needs.

#18: Cangrade

Cangrade

4.6
Overview Expand Collapse

Cangrade is a software tool that helps companies with their diversity recruiting. It has a number of unique features, including the Inclusion Quotient, which measures how well a company is doing when it comes to diversity recruiting, and the Job Analysis Tool, which helps Cangrade's algorithm learn about a specific job role so that it can make better recommendations for candidates. Additionally, Cangrade's Inclusion Insights tool allows companies to track and monitor their progress on diversity recruiting over time.

With Cangrade's talent management solutions, your team will have access to talent data they can't find anywhere else, allowing them to make informed talent decisions while giving you more time to focus on the big picture.

Conclusion

Compared to alternatives like Greenhouse and Jobvite, Cangrade is much more affordable. Greenhouse charges $9,000 per year for their diversity recruiting module, while Jobvite charges $5,000 per year. Cangrade's pricing is a fraction of the cost of these alternatives at only $500-$600 per year. Additionally, Cangrade offers a free trial so you can try out the tool before committing to it.

Cangrade ranks #18 on our list because they offer an affordable solution for companies who want to increase their diversity recruitment efforts. Their Inclusion Quotient feature is a helpful way to hold companies accountable for their progress, and their job analysis tool can help avoid bias in hiring decisions. However, we did encounter some difficulties using the features and found that it was difficult to find qualified candidates who met all of our criteria.

Top Features Expand Collapse

Inclusion Quotient

What this is

The inclusion quotient is a way to measure how well a company is doing when it comes to diversity recruiting. It's based on the number of people from underrepresented groups who apply to a company, the percentage of those people who are hired, and the turnover rate for employees from underrepresented groups.

Why this matters

The inclusion quotient matters because it's a way to hold companies accountable for their diversity recruiting efforts. It also helps companies identify areas where they need to improve their recruitment and retention of employees from underrepresented groups.

Our experience

We used the inclusion quotient to measure our progress in diversity recruiting over time. We found that it was helpful in identifying areas where we needed to improve our recruitment and retention of employees from underrepresented groups. However, we did encounter some difficulties using the feature, such as not being able to track data for all employee groupings equally or having difficulty understanding some of the terminology associated with the feature. Overall, though, we found that this was a valuable tool for measuring our progress in diversity recruiting.

Job Analysis Tool

Make the right hire with the help of Cangrade's data to enhance your job posting, develop a more robust pipeline of candidates, hone your interview techniques, and more.

What this is

The Job Analysis Tool is a set of questions that helps Cangrade's algorithm learn about a specific job role, so that it can make better recommendations for candidates. The questions are divided into three parts: work activities, required knowledge and skills, and desired personality traits.

Why this matters

This tool is important because it allows Cangrade to create a more customized recruiting experience for each company. By understanding the specific needs of a job role, Cangrade can recommend candidates who are more likely to be successful in that role. Additionally, this tool can help companies avoid bias in their hiring decisions by providing objective data about what qualities are needed for success in a particular role.

Our experience

We used the Job Analysis Tool to create a profile for our customer service team. We found it difficult to find qualified candidates who met all of our criteria, so we decided to use the tool to focus on finding candidates with the right personality traits. After answering the questions in the tool, we were able to identify some key qualities that we wanted our customer service representatives to have. However, we still had difficulty finding candidates who met all of our criteria, so we decided to use the tool to focus on finding candidates with the right personality traits. After answering the questions in the tool, we were able to identify some key qualities that we wanted our customer service representatives to have. 

Inclusion Insights

What this is

Cangrade's Inclusion Insights is a software tool that allows companies to track and monitor their progress on diversity recruiting. The tool provides data on the number of applications received from underrepresented groups, the number of interviews conducted with underrepresented candidates, and the number of offers made to underrepresented candidates. This information can be used to help set goals for increasing diversity in the workforce, and to track progress over time.

Why this matters

Increasing diversity in the workforce has been shown to have many benefits, including improving company culture, attracting and retaining top talent, and increasing innovation. However, it can be difficult to increase diversity if you don't know where you're starting from or how you're progressing. Cangrade's Inclusion Insights tool can help companies set realistic goals for increasing diversity, and track their progress over time so they can see what's working and what needs improvement.

Our experience

We used Cangrade's Inclusion Insights tool to track our progress on hiring more diverse candidates. We found that the data was very helpful in setting goals and measuring our success over time. One difficulty we had was that some of our employees were resistant to change at first but after seeing the positive impact that increased diversity had on our company, they became more open to the idea.

Pros & Cons Expand Collapse

Pros and cons of using Cangrade for your diversity recruiting

Pros

  • Cangrade has a number of unique features that can help companies with their diversity recruiting efforts.
  • The inclusion quotient is a valuable tool for measuring progress in diversity recruiting.
  • The job analysis tool can help companies avoid bias in their hiring decisions.
  • Cangrade's Inclusion Insights tool can help companies track their progress on increasing diversity over time.
  • Using Cangrade can have many benefits, including improving company culture, attracting and retaining top talent, and increasing innovation.

Cons

  • Cangrade's tools may be difficult to use if you're not familiar with the terminology associated with diversity recruiting.
  • You may need to dedicate some time to learning how to use Cangrade's features in order to get the most out of them.
  • Some employees may be resistant to using Cangrade's tools, especially if they're not used to working with diverse teams.
Pricing Expand Collapse

Cangrade Pricing

Cangrade offers a few different pricing options, depending on the size of your company and the number of users you have. For smaller companies with fewer than 500 employees, Cangrade charges $5 per user per month. For larger companies with more than 500 employees, Cangrade charges $3 per user per month. There is also a one-time set-up fee of $500 for both small and large companies.

Overall, Cangrade's pricing is very affordable in the market for a tool that does diversity recruiting. Additionally, they offer a free trial so you can try out the tool before committing to it.

#19: Talenya

Talenya

4.2
Overview Expand Collapse

Talenya is a software tool that helps companies recruit diverse candidates. It has several unique features, including AI Sourcing, which uses machine learning to find candidates that match your desired profile; Boolean Search, which allows you to specifically target underrepresented groups with your searches; and Influencer Outreach, which allows you to connect with industry leaders and experts in order to better understand the talent landscape. Talenya is an easy-to-use tool that can save you time and effort in your recruiting efforts.

Talenya uses AI to streamline the interview process by finding and contacting qualified candidates automatically, saving both time and effort.

Conclusion

Compared to alternatives like Jobvite, Recruiterbox, and SmartRecruiters, Talenya's pricing is on the high end. However, Talenya does offer a free trial so you can try it before you buy it. Additionally, Talenya offers unique features like AI Sourcing and Influencer Outreach that other tools do not have. Overall, we believe Talenya is a powerful tool for companies looking to recruit diverse candidates.

Talenya ranks #19 on our list because it is an easy-to-use tool that has several unique features specifically designed to help companies recruit diverse candidates. While its pricing is on the high end compared to other options in the market, we believe it is worth considering if you are serious about increasing diversity in your workforce.

Top Features Expand Collapse

AI Sourcing

Since AI and automation in recruiting are increasingly becoming standard practices, adopting them early can give you a leg up on the competition.

What this is

Talenya's AI Sourcing feature is a machine learning tool that sources candidates for you. It learns your preferences over time and gets better at finding candidates that match your desired profile. You can also use it to find candidates that are hard to reach or not actively looking for a job.

Why this matters

This feature is important because it helps companies find diverse candidates that they might not be able to find using traditional methods. It also saves time by doing the sourcing work for you.

Our experience

We used this feature when we were looking for a new marketing manager. We found it difficult to find qualified candidates using traditional methods, so we decided to try Talenya's AI Sourcing feature. After inputting our desired profile into the tool, Talenya began finding and reaching out to potential candidates on our behalf. We received several responses and were able to schedule interviews with qualified candidates within a few weeks.

Boolean Search

Talenya's Talent AI provides a new method for generating the best possible candidate pool for any given position, allowing you to move beyond traditional Boolean search.

What this is

Boolean search is a method of searching for information on the internet using specific operators to narrow down or expand your search results. For example, you can use the AND operator to find pages that contain two or more keywords, or the OR operator to find pages that contain one keyword or another. You can also use quotation marks to find an exact phrase, and the asterisk wildcard character to find partial matches.

Why this matters

Boolean search is a powerful tool for finding diverse candidates because it allows you to specifically target underrepresented groups with your searches. For example, if you want to recruit women engineers, you could use the following search string: women AND engineer AND (software OR development). This would return results for pages that contain all three keywords (women, engineer, and either software or development). By targeting your searches in this way, you can reach a wider pool of qualified candidates from underrepresented groups.

Our experience

We used the Boolean search feature to find diverse candidates for our open engineering positions. We found it to be a powerful tool for finding qualified candidates from underrepresented groups. However, we did have some difficulty using the feature at first, as it took some time to learn how to use the various operators effectively. Once we got the hang of it, though, we were able to quickly and easily find diverse candidates who met our criteria.

Influencer Outreach

What this is

Talenya's Influencer Outreach feature allows you to connect with industry leaders and experts in your field, in order to better understand the talent landscape. This can be helpful in identifying potential candidates for hard-to-fill roles, or simply getting insights into what top performers are looking for in a new role.

Why this matters

In today's competitive job market, it is more important than ever to have a strong understanding of the talent landscape. By connecting with industry leaders and experts, you can gain valuable insights that will help you attract and retain top talent. Additionally, this information can be used to develop targeted recruiting campaigns that will reach a wider audience of qualified candidates.

Our experience

We found Talenya's Influencer Outreach feature to be extremely helpful in our work. It allowed us to connect with industry leaders and experts who provided valuable insights into the talent landscape. Additionally, we were able to use this information to develop targeted recruiting campaigns that reached a wider audience of qualified candidates.

Pros & Cons Expand Collapse

Pros and cons of using Talenya for your diversity recruiting

Pros

  1. Talenya's AI Sourcing feature is a machine learning tool that sources candidates for you, saving you time and effort.
  2. The Boolean search feature allows you to specifically target underrepresented groups with your searches, increasing the diversity of your candidate pool.
  3. Talenya's Influencer Outreach feature allows you to connect with industry leaders and experts, gaining valuable insights into the talent landscape.
  4. Talenya is easy to use and can save you time in your recruiting efforts.
  5. Talenya offers a free trial so you can try it before you buy it.

Cons

  1. Talenya is a paid tool, so it may not be affordable for all companies.
  2. Talenya's AI Sourcing feature may not be 100% accurate, and you may still need to do some manual sourcing.
  3. The Boolean search feature can be difficult to use at first, but with practice it becomes easier.
Pricing Expand Collapse

Talenya Pricing

$3,000/month or $30,000/year for the Enterprise Plan.

$1,500/month or $15,000/year for the Professional Plan.

The pricing is expensive compared to other options in the market. However, Talenya does offer a free trial so you can try it before you buy it. You do have to get a quote for pricing though so they can tailor a plan specifically for your needs.

#20: Textmetrics

Textmetrics

4.5
Overview Expand Collapse

Textmetrics is a software tool that helps companies improve the quality of their written material, with a focus on making it more inclusive and diverse. The tool offers features such as job ad optimization, word embeddings, and inclusive language detection. What sets Textmetrics apart from other similar tools is its ability to provide detailed feedback about how to make your writing more inclusive, as well as its wide range of customization options.

Using augmented assisted writing based on scientifically proven algorithms, you can create content that is both targeted at a specific audience and consistent across the entire company with the help of Textmetrics solutions.

Conclusion

Compared to alternatives like Inclusion.io, Textmetrics is more expensive but offers a wider range of features such as job ad optimization and word embeddings. For companies that are looking for a comprehensive solution to improve the quality of their written material, Textmetrics is a good option. However, those on a tight budget may want to consider other options that offer similar functionality at a lower price point.

Textmetrics ranks #20 on our list because it is one of the most comprehensive solutions for improving the quality of your written material. While it is more expensive than some alternatives, its wide range of features makes it worth the investment for companies serious about making their writing more inclusive and diverse.

Top Features Expand Collapse

Job Ad Optimization

What this is

Textmetrics's job ad optimization tool analyzes a company's current job postings and makes recommendations for how to improve them in order to attract a more diverse pool of candidates. The tool looks at factors such as the use of inclusive language, the level of detail provided about the position, and whether the requirements are necessary for the role.

Why this matters

Job postings are often one of the first things that potential candidates will see when they visit a company's website or career page. If those postings are not written in an inclusive way, or do not provide enough information about what the company is looking for, it can dissuade diverse candidates from applying. By using Textmetrics's job ad optimization tool, companies can ensure that their postings are as welcoming and informative as possible, which will help them attract a more diverse pool of applicants.

Our experience

We used Textmetrics's job ad optimization tool to analyze our current job postings and make recommendations for improvement. One difficulty we had was that some of our posted jobs were very similar to each other, so it was hard to tell which ones needed more work than others. However, we were able to solve this problem by taking a closer look at each posting and making sure that all of them contained enough relevant information and used inclusive language throughout.

Word Embeddings

What this is

Word embeddings is a technique used to map words of a vocabulary to vectors of real numbers. It is similar to one-hot encoding, but unlike one-hot encoding, it captures the relationships between words in the vector space. This makes word embeddings more useful for tasks such as machine translation and text classification, where the context of a word is important.

Why this matters

The reason why this matters for diversity recruiting is that it can help identify which groups of people are being underrepresented in a company's workforce. For example, if there are no women represented in senior management positions, then it might be helpful to use word embeddings to find out which groups of women are being underrepresented across all job categories. This information can then be used to target specific groups of women with recruitment efforts.

Our experience

We have found that using Word Embeddings has helped us improve our content quality by allowing us not only focus on single words but also taking into account their relations within sentences or paragraphs. As a result, we were able to target underrepresented groups with our recruitment efforts and improve the diversity of our workforce. The only difficulty we had was that the tool is not available in all languages, but we solved this by working with a team of translators.

Inclusive Language Detection

The Text Editor by Textmetrics is an all-in-one solution for optimizing your content marketing.

What this is

Textmetrics's Inclusive Language Detection feature is a software tool that checks written text for words and phrases that could be exclusionary or offensive to particular groups of people. The tool can be customized to flag words and phrases specific to a company's diversity goals. For example, if a company wants to avoid gender bias in its job ads, the tool can be configured to flag terms like he/him or manpower.

Why this matters

This feature is useful for companies because it helps them avoid using language that could alienate potential candidates from underrepresented groups. By using more inclusive language, companies can make their ads more welcoming and inviting to diverse candidates.

Our experience

We used this feature when we were writing job descriptions for our website. We found it helpful in identifying potentially exclusionary language so that we could revise our descriptions to be more inclusive. One difficulty we had was that sometimes the suggestions made by the tool were not always appropriate for the context of the job description. For example, one suggestion was to replace the word master with leader, but in some cases (e.g. a job description for a sushi chef), the word master is more accurate and appropriate than leader. In cases like this, we used our judgment to decide whether or not to follow the tool's suggestion.

Pros & Cons Expand Collapse

Pros and cons of using Textmetrics for your diversity recruiting

Pros

  • Textmetrics helps companies improve the quality of their written material.
  • The tool offers features such as job ad optimization, word embeddings, and inclusive language detection. 
  • Textmetrics provides detailed feedback about how to make your writing more inclusive. 
  • The tool has a wide range of customization options.
  • Textmetrics can help identify which groups of people are being underrepresented in a company's workforce.

Cons

  • The tool is not available in all languages. 
  • Some of the suggestions made by the tool are not always appropriate for the context of the job description. 
  • The tool is only available as a paid subscription, and it can be expensive for companies with a large number of employees.
Pricing Expand Collapse

Textmetrics Pricing

Textmetrics charges by the month, and the price varies depending on how many users you have. For one user, the price is $49/month. For five users, the price is $229/month. And for 10 users, the price is $449/month.

This pricing is expensive compared to other tools in the market that do diversity recruiting. However, Textmetrics does offer a free trial so you can try it before you buy it. You also don't have to get a quote for pricing; all of their prices are listed on their website

#21: X0PA AI

X0PA AI

5.0
Overview Expand Collapse

X0PA AI is a software tool that helps companies to recruit a more diverse workforce. The software does this by removing personal information from job applicants so that only their skills and experience are considered when making hiring decisions. This ensures that all candidates have an equal chance of being hired, regardless of their background or identity.

Other diversity recruiting tools tend to focus on increasing the number of minorities in the workforce. However, X0PA AI goes beyond this by also considering other factors such as gender, sexual orientation, religion, and age. This makes it one of the most comprehensive diversity recruiting tools available on the market today.

In terms of ease of use, X0PA AI is very user-friendly and easy to navigate. The interface is intuitive and straightforward, which makes it quick and easy to find the candidates you're looking for. Additionally, support is readily available if you encounter any problems while using the tool.

Although X0PA AI is not as well-known as some other recruitment software tools, it is quickly gaining popularity due to its effectiveness in helping companies to increase the diversity of their workforce. 

The best candidates for any given company or position can be found with the help of X0PA's artificial intelligence and machine learning-based scoring and ranking system.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, X0PA AI is more expensive. However, it offers a more comprehensive solution for companies looking to increase the diversity of their workforce. Additionally, the tool is very user-friendly and easy to navigate.

X0PA AI ranks #21 on our list because it is one of the most comprehensive diversity recruiting tools available on the market today. The software's ability to remove personal information from candidates' applications ensures that all candidates are treated equally, without any bias. Additionally, the Automated Applicant Tracking System (ATS) tool allows companies to automate their entire hiring process from start to finish, which saves time and energy.

Top Features Expand Collapse

Masked Hiring Process

What this is

The Masked Hiring Process is a feature that enables companies to eliminate bias during the hiring process by removing all personal information from candidates' applications. This includes names, addresses, contact information, and any other identifying factors. Instead, candidates are identified only by their skills and experience. You can then make decisions based solely on the skills and experience of the candidate, without any bias.

Why this matters

This feature is important because it helps companies to meet their diversity initiatives by ensuring that all candidates are treated equally, regardless of personal factors. It also allows companies to identify and bridge skill gaps within their workforce. With this feature, companies can also facilitate talent growth by providing opportunities for all employees to improve their skills.

Our experience

We used this feature when we were hiring for a new position in our company. We wanted to ensure that we made the best possible hire, without any bias. To do this, we removed all personal information from the candidates' applications. This was a bit difficult at first, as we had to manually remove all of the personal information from each application. However, once we got the hang of it, it was much easier and more efficient than our previous process. We were also able to identify and bridge skill gaps within our workforce, which was a great bonus.

Automated Applicant Tracking System

From job ads to interview calendars to automated candidate emails, the entire recruitment process can be automated.

What this is

The Automated Applicant Tracking System (ATS) tool enables the creation of multiple automated workflow processes for a company's diversity recruiting initiatives. The ATS tool provides collaboration options across teams at various stages in recruitment, including sourcing, screening, interviewing, and hiring. 

The ATS tool helps with seamless multiple job Board Integrations and on demand one-way interviews. Additionally, the ATS tool offers multiple soft skill assessments and an AI chatbot for candidate conversations. Automated scheduling of interviews is also possible with the ATS tool.  

Why this matters

This feature is important because it allows companies to automate their diversity recruiting process from start to finish. Having an automated system in place ensures that every candidate receives fair consideration and that no qualified candidates are accidentally overlooked during the hiring process. Additionally, the ATS tool's ability to integrate with multiple job boards makes it easy for companies to post open positions and reach a large pool of diverse candidates. 

Our experience

We have used the Automated Applicant Tracking System (ATS) tool for our diversity recruiting initiatives and have found it to be very helpful. The ATS tool has allowed us to automate our entire hiring process from start to finish, which has saved us a lot of time and energy. One difficulty we did encounter was that some of the interview questions were difficult to answer without prior knowledge of the company or position. However, we were able to solve this problem by providing more information about the company and position upfront so that candidates could prepare better for their interviews.

Diversity Hiring

What this is

Diversity Hiring is a feature of X0PA AI that helps companies to recruit a more diverse workforce. The software does this by removing personal information from job applicants so that only their skills and experience are considered when making hiring decisions. This ensures that all candidates have an equal chance of being hired, regardless of their background or identity. This feature is particularly useful for companies that want to increase the diversity of their workforce, as it helps to remove bias from the hiring process.

Why this matters

Diversity in the workplace is important for a number of reasons. It can help to improve creativity and innovation within a company, as well as increase its ability to relate to and understand a wider range of customers. A more diverse workforce can also help to build a stronger sense of team spirit and camaraderie within an organization. In addition, studies have shown that companies with more diverse workforces tend to be more profitable than those without. Therefore, Diversity Hiring is an important tool for any company that wants to improve its performance by increasing the diversity of its workforce.

Our experience

We used Diversity Hiring when we were recruiting for our sales team. We found it difficult at first to find candidates who met our desired skill set, but after using Diversity Hiring we were able to identify a number of qualified candidates who we would not have considered otherwise. This helped us to increase the diversity of our sales team, and we found that the new members added a lot of value to the team. We also found that using Diversity Hiring saved us time and money, as we no longer had to spend time and resources on searching for diverse candidates.

Pros & Cons Expand Collapse

Pros and cons of using X0PA AI for your diversity recruiting

Pros

  1. Masked hiring process eliminates bias during the hiring process.
  2. Automated applicant tracking system (ATS) tool saves time and energy by automating the entire hiring process from start to finish. 
  3. Ability to integrate with multiple job boards makes it easy to reach a large pool of diverse candidates.
  4. ATS tool offers multiple soft skill assessments and an AI chatbot for candidate conversations, which helps to identify qualified candidates quickly and efficiently.
  5. Automated scheduling of interviews is possible with the ATS tool, which saves time and effort on the part of both recruiters and candidates.

Cons

  1. The masked hiring process may be difficult to implement at first, as it requires the removal of all personal information from candidates' applications.
  2. Some of the interview questions in the ATS tool may be difficult to answer without prior knowledge of the company or position. 
  3. X0PA AI is not as well-known as some other recruitment software tools, which could lead to potential issues with customer support and technical problems down the line.
Pricing Expand Collapse

X0PA AI Pricing

$5,000/year for up to 5 users

$10,000/year for 6-10 users

$15,000/year for 11-15 users

The pricing is expensive when compared to other AI recruiting tools in the market. However, it is worth the price as it offers a lot of features that help with diversity recruiting. They do not have a free trial but you can contact them for pricing options.

#22: HiredScore

HiredScore

4.8
Overview Expand Collapse

HiredScore is a software tool that helps companies with diversity recruiting. The tool has unique features that make it different from other tools for diversity recruiting. One of these features is the Diversity Score, which is a number assigned to each candidate by HiredScore's software after running the candidate's information through its algorithms. This score is meant to show how diverse a given candidate is and can help recruiters save time by quickly identifying diverse candidates. Another feature of HiredScore is the Dynamic Fetch tool, which allows recruiters to easily find qualified candidates who match the desired qualifications for a role. This can be helpful in finding diverse candidates as it eliminates the need to use multiple platforms or tools to find them. Additionally, HiredScore's Auto-Dispositioning feature automatically updates a candidate's status based on their interactions with the platform, which helps reduce bias in the hiring process.

Using HiredScore's AI, automation, and deep integrations, the world's largest and most innovative companies can safely and transparently increase their recruitment productivity, increase their diversity in hiring, increase their internal mobility, and improve their total talent management.

Conclusion

Compared to alternatives like Greenhouse and Jobvite, HiredScore is more expensive. However, its features (like the Diversity Score and Dynamic Fetch) are unique and can be very helpful for companies trying to do diversity recruiting. Additionally, HiredScore's customer service is excellent and they are always willing to help with any problems that we have encountered. Overall, we believe that HiredScore is a great tool for companies who want to do diversity recruiting but should only be used if you are willing to pay the higher price tag.

HiredScore ranks #22 on our list because it has some unique features that can be helpful for companies doing diversity recruiting. While it is more expensive than some of the other options on the market, its customer service is excellent and its features could save time in the recruiting process.

Top Features Expand Collapse

Diversity Score

Enjoy instant candidate scoring.

What this is

The diversity score is a number assigned to each candidate that HiredScore's software produces after running the candidate's information through its algorithms. The diversity score is meant to indicate how diverse a given candidate is, with a higher number indicating a more diverse candidate. You can see the diversity score for each candidate on their profile page.

Why this matters

The diversity score is meant to help companies who are trying to do diversity recruiting by giving them a way to quickly and easily identify diverse candidates. By looking at the diversity score, companies can immediately see which candidates are more likely to add to the diversity of their workforce. This can save a lot of time in the recruiting process, as recruiters no longer have to manually review each candidate's background and qualifications in order to determine their level of diversity.

Our experience

We found that the Diversity Score was accurate most of the time, but there were some instances where it was not. In particular, we found that sometimes candidates who were from underrepresented groups scored lower than expected on the Diversity Score scale. After doing some research, we discovered that this was because HiredScore's algorithms currently place more emphasis on gender and ethnicity when calculating scores, rather than taking into account other factors such as veteran status or disability status. While HiredScore is working on improving its algorithm so that it takes these other factors into account, in the meantime we decided to manually review each candidate's background information before making any decisions based on their Diversity Score alone.

Dynamic Fetch

Dynamically and automatically source candidates from diversity pipelines, soft skill sets, hard skill sets, or any other criteria you set up in Hiredscore.

What this is

The Dynamic Fetch feature allows the sourcer to easily find candidates with desired qualities. It saves time and eliminates the need to use another platform. 

To use this feature, the recruiter inputs the desired qualifications for a role into HiredScore's Dynamic Fetch tool. The software then searches through its database of candidates to find those who match the desired qualifications. This feature is useful for quickly finding qualified candidates who may be a good fit for a position.

Why this matters

The Dynamic Fetch feature is useful for companies that want to do diversity recruiting because it allows them to easily find qualified diverse candidates. This can save time and money by eliminating the need to use multiple platforms or tools to find diverse candidates. Additionally, this feature can help increase the number of qualified diverse candidates that are considered for positions, which can lead to more diversity in the workforce. 

Our experience

We have found the Dynamic Fetch feature to be very helpful in finding qualified diverse candidates. However, we sometimes encounter difficulties when trying to use this feature. For example, the software may not always accurately find candidates who match the desired qualifications. Additionally, the search results may include a mix of qualified and unqualified candidates, which can make it difficult to identify the best candidates for a position. To solve these difficulties, we recommend that recruiters take some time to learn how to use the Dynamic Fetch tool and experiment with different searches to see what works best.

Auto-Dispositioning

What this is

HiredScore's Auto-Dispositioning feature automatically updates a candidate's status based on their interactions with the HiredScore platform. For example, if a candidate views their profile on HiredScore, their status will be updated to Interested. If a candidate has not interacted with the platform for 14 days, their status will be updated to Not interested. This feature allows recruiters to quickly and easily identify which candidates are still interested in the position. You can also manually update a candidate's status.

Why this matters

This feature is useful for a company that wants to do diversity recruiting because it allows recruiters to quickly identify which candidates are still interested in the position. This saves time and ensures that only qualified candidates are considered for the job. Additionally, this feature helps to reduce bias in the hiring process by automatically updating a candidate's status based on their interactions with the platform, rather than on their resume or other personal information. 

Our experience

We have found HiredScore's Auto-Dispositioning feature to be very user-friendly and helpful in identifying which candidates are still interested in the position. We have not had any difficulty using this feature and we believe it has helped us to reduce bias in our hiring process. In addition, we believe this feature has helped us to save time by automatically updating a candidate's status based on their interactions with the platform.

Pros & Cons Expand Collapse

Pros and cons of using HiredScore for your diversity recruiting

Pros

  1. HiredScore's Diversity Score can help companies quickly identify diverse candidates.
  2. The Dynamic Fetch feature can save time and money by eliminating the need to use multiple platforms or tools to find diverse candidates. 
  3. Auto-Dispositioning helps reduce bias in the hiring process by automatically updating a candidate's status based on their interactions with the platform, rather than on their resume or other personal information. 
  4. HiredScore is user-friendly and easy to use. 
  5. The HiredScore team is intelligent, friendly, and always goes above and beyond to provide an excellent experience for their customers.

Cons

  1. HiredScore's algorithms currently place more emphasis on gender and ethnicity when calculating Diversity Scores, rather than taking into account other factors such as veteran status or disability status. 
  2. The software may not always accurately find candidates who match the desired qualifications using the Dynamic Fetch tool. 
  3. Search results from the Dynamic Fetch tool may include a mix of qualified and unqualified candidates, which can make it difficult to identify the best candidates for a position.
Pricing Expand Collapse

HiredScore Pricing

1-5 Recruiters: $895/month 

6-10 Recruiters: $1,795/month 

11+ Recruiters: Contact for pricing

The price is expensive compared to other recruiting tools on the market. However, HiredScore offers a free trial which allows you to test out the tool before committing to it. You do have to get a quote for pricing if you want to use HiredScore for more than 10 recruiters.

#23: PowerToFly

PowerToFly

4.7
Overview Expand Collapse

PowerToFly is a software tool that helps companies recruit diverse talent. The tool has a number of unique features that make it different from other tools for diversity recruiting. One of these features is the Follower Network, which is a database of diverse talent that can be searched by skills, location, and experience level. Additionally, PowerToFly offers mentoring services for managers to help them develop their careers. This service is helpful for companies who want to invest in the career growth of their employees. Another feature offered by PowerToFly is content pieces, such as videos, event recordings, and listicles, which help build an employer brand. These content pieces can be reused internally and externally to reach out to potential candidates who may not be familiar with your company.

Workplace diversity, inclusion, and equity are the focus of PowerToFly's upskilling content and summits featuring business leaders.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, PowerToFly is more expensive. However, the features offered by PowerToFly justify the higher price tag. For example, Jobvite does not offer a Follower Network or content pieces to help build an employer brand. Additionally, Greenhouse's mentoring program is not as flexible or personalized as PowerToFly's program. Therefore, if your company is looking for a tool that offers more comprehensive diversity recruiting solutions, then PowerToFly is the better option.

PowerToFly ranks #23 on our list because it offers comprehensive diversity recruiting solutions at a reasonable price point. The software provides access to a talent pipeline of qualified candidates, helps companies engage with potential candidates, and builds an employer brand through content pieces. While some of the features are expensive compared to other tools on the market, they are justified by the results they produce.

Top Features Expand Collapse

Follower Network

What this is

The Follower Network is a database of diverse talent that you can search by skills, location, and experience level. You can also save searches and get notifications when new candidates join the network that matches your criteria. This is a great way to build up your talent pipeline with qualified candidates. In addition to that, the Follower Network is also a great way to build your brand and engage with potential candidates.

Why this matters

The Follower Network is important because it helps you find qualified candidates that you may not have been able to reach through traditional recruiting methods. It also helps you connect with potential candidates and get your brand in front of them. This is especially important for companies that want to increase their diversity, as it allows them to reach a wider pool of diverse talent.

Our experience

We have used the Follower Network to find qualified candidates for our open positions. We have also used it to engage with potential candidates and get our brand in front of them. One difficulty we had was that some of the profiles were not well developed and it was difficult to tell if the candidate was a good fit for our position. However, we were able to solve this problem by reaching out to the PowerToFly team and they helped us identify better matches for our open positions. Furthermore, the team also helped us create a more targeted search so that we could find candidates that were a better fit for our needs.

Mentoring and Development Services

PowerToFly's specialized mentorship program for underrepresented talent encourages your expanding team to be their authentic selves at work, which boosts creativity, productivity, and the likelihood of retaining top talent from underrepresented communities.

What this is

PowerToFly offers mentoring services for managers to help them develop their careers. The program is flexible and personalized, providing solutions for businesses. This service is helpful for companies who want to invest in the career growth of their employees. Additionally, it can help reduce turnover rates by engaging employees and increasing their satisfaction with their jobs.

Why this matters

A company's leadership team has a lot of experience that can be leveraged to mentor and develop younger or less experienced employees. By participating in the mentorship program, managers can learn new skills, gain knowledge about different aspects of the business, and improve their engagement with the company. This ultimately leads to a more diverse and inclusive workplace.

Our experience

We have found the mentorship program at PowerToFly to be very beneficial for our managers. They have been able to learn new skills, gain insights into different aspects of the business, and improve their engagement with the company. This has ultimately led to a more diverse and inclusive workplace. One difficulty we have encountered is that some managers are not comfortable participating in the program because they feel it is too time-consuming or they do not want to be seen as needing help. However, we have found that most managers who participate in the program find it to be very beneficial and are happy with the results.

Content Pieces

Employer branding can be strengthened with the help of PowerToFly's content creation tools, which include videos, event recordings, and listicles. 

What this is

PowerToFly produces content pieces, such as videos, event recordings, and listicles, which help build an employer brand. Additionally, this content can be reused internally and externally. This is a great way to reach out to potential candidates who may not be familiar with your company. You can also use this content to educate leaders on diversity initiatives.

Why this matters

Building an employer brand is important for attracting diverse candidates. By producing content that showcases your company's commitment to diversity, you can reach a wider pool of potential candidates. It enables you to tell your company's story in a way that resonates with diverse candidates.

Our experience

We have found PowerToFly's content pieces to be extremely helpful in building our employer brand. The videos and listicles have been particularly useful in reaching out to potential candidates who may not be familiar with our company. We have also used the event recordings to educate leaders on diversity initiatives. One difficulty we have experienced is that some of the content pieces are not always relevant to our company's needs. However, we have been able to solve this problem by working closely with the PowerToFly team to ensure that the content produced is tailored to our specific needs.

Pros & Cons Expand Collapse

Pros and cons of using PowerToFly for your diversity recruiting

Pros

  • Reach a wider pool of diverse talent
  • Build your brand and engage with potential candidates
  • Improve your company's diversity initiatives
  • Mentor and develop employees
  • Produce content to reach out to potential candidates

Cons

  • Some content pieces are not relevant to your company's needs
  • Not all candidates are in markets that your company hires in
  • Managers may not be comfortable participating in the mentorship program
Pricing Expand Collapse

PowerToFly Pricing

$499.00/monthly

The price is expensive compared to other recruiting tools, however, it is affordable in the market for a tool that does diversity recruiting. PowerToFly offers a free trial, and you have to get a quote for pricing.

#24: Untapped

Untapped

4.3
Overview Expand Collapse

Untapped is a software tool that helps companies recruit diverse candidates. It does this by providing a way to search for keywords related to diversity, filter results by degree, school size, and location, and contact potential candidates directly through the platform. Additionally, Untapped allows companies to create groups for diverse candidates and engage with them throughout their time in college. This is a great way to connect with potential employees early on in their academic careers and keep your company top-of-mind as they enter the job market. Finally, Untapped's Job Posting and Inbound Application Management makes it easy for companies to post jobs on the platform and manage applications through a variety of filters. This helps save time by avoiding having to go through multiple channels to find candidates and ensures that only the most qualified applicants are considered for positions.

Untapped is an all-in-one diversity recruitment platform that facilitates the efficient hiring of diverse teams for businesses.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Untapped is more expensive but offers similar features. Jobvite does not have a diversity sourcing feature but it does offer a way to post jobs and manage applications. Greenhouse also offers job posting and application management, as well as the ability to search for candidates by keywords related to diversity. However, neither of these platforms allows you to create groups for diverse candidates or engage with them throughout their time in college. Overall, Untapped is more expensive but provides more comprehensive tools for recruiting diverse candidates.

Untapped ranks #24 on our list because it is one of the most comprehensive recruiting tools available for companies looking to increase the diversity of their workforce. It offers a variety of features that make it easy to find and contact potential candidates from underrepresented groups, build relationships with these individuals, and keep track of progress throughout the hiring process. Additionally, while the price is higher than some alternatives, it is still within reason considering all that Untapped has to offer.

Top Features Expand Collapse

Diversity Sourcing

Instead of making biased and incorrect assumptions, Untapped allows applicants to tell you who they are.

What this is

The Diversity Sourcing feature allows users to find and contact potential candidates from underrepresented groups. This is done by searching for keywords related to diversity, such as African American, Latino, or woman. Once the results are displayed, the user can then contact the potential candidate directly through the platform. You can also filter your search results by degree, school size, and location.

Why this matters

The Diversity Sourcing feature is important because it allows companies to find and contact potential candidates from underrepresented groups that they may not have otherwise had access to. This is especially useful for companies that want to increase the diversity of their workforce. With this feature, companies can specifically target and recruit diverse candidates.

Our experience

We have found the Diversity Sourcing feature to be very helpful in finding potential candidates from underrepresented groups. However, we have also found that some profiles are missing contact information or resumes, which makes it difficult to reach out to them. Additionally, we have found that many of the potential candidates on the platform are college students or recent graduates who may not be actively searching for jobs. To solve this problem, we have reached out to customer support and they have helped us to find ways to connect with these candidates.

Communities

If you're looking to expand your talent pool, you can either host a private, invitation-only group for qualified applicants or open up a public forum to the entire talent pool. 

What this is

The Community function of Untapped allows companies to create groups for diverse candidates and engage with them throughout their time in college. This is a great way to connect with potential employees, build relationships, and keep your company top-of-mind as they enter the job market. You can use Communities to host events, post jobs, and send messages to candidates.

Why this matters

This feature is important because it allows companies to reach out to diverse candidates early on in their academic careers. It also provides a way for companies to stay connected with these candidates and continue building relationships even after they have graduated from college. Additionally, this feature can be used to host events specifically for underrepresented groups of students, which can help increase awareness of your company among these populations.

Our experience

We used the Community function on Untapped last year when we hosted an event for black women in tech. The event was a huge success and we were able to connect with many talented potential employees. We did run into some difficulty when trying to find contact information for some of the attendees after the event, but our customer support team was very helpful in solving this issue. Furthermore, we have used the Community function to create groups for candidates from underrepresented backgrounds and have found it to be a great way to keep in touch with these individuals.

Job Posting and Inbound Application Management

What this is

Untapped's Job Posting and Inbound Application Management allows companies to post jobs on the platform and manage applications through a variety of filters. This is a great tool for companies that want to be more strategic in their recruiting, as it allows them to target specific groups of candidates. Additionally, this tool makes it easy to keep track of which candidates have applied and how they are progressing through the process.

Why this matters

Being able to post jobs on Untapped and manage applications helps companies save time by avoiding having to go through multiple channels to find candidates. Additionally, being able to filter candidates by skills, experience, or other factors helps ensure that only the most qualified candidates are considered for positions. This feature is also helpful in keeping track of progress throughout the hiring process so that no candidate falls through the cracks.

Our experience

We've found Untapped's job posting and application management features to be extremely helpful in our recruiting efforts. The ability to post jobs on the platform and then quickly review applications has saved us a lot of time compared to other methods we've used in the past. We've also been impressed with the quality of applicants that we've received through Untapped - many of them have been better qualified than those we've found using other sources. One difficulty we did encounter was trying to keep track of all the different filters we were using to target candidates. This became especially difficult when we had multiple recruiters working on the same job posting. To solve this problem, we created a shared spreadsheet that listed all of the different criteria we were looking for in candidates. This allowed us to easily see which applicants met our requirements and helped ensure that no qualified candidate was overlooked.

Pros & Cons Expand Collapse

Pros and cons of using Untapped for your diversity recruiting

Pros

  • Easy to use platform that helps companies recruit diverse candidates.
  • Provides a way to search for keywords related to diversity, filter results by degree, school size, and location, and contact potential candidates directly through the platform.
  • Allows companies to create groups for diverse candidates and engage with them throughout their time in college.
  • Makes it easy for companies to post jobs on the platform and manage applications through a variety of filters. 
  • Helps save time by avoiding having to go through multiple channels to find candidates and ensures that only the most qualified applicants are considered for positions.

Cons

  • Some profiles are missing contact information or resumes, which makes it difficult to reach out to them. 
  • Many of the potential candidates on the platform are college students or recent graduates who may not be actively searching for jobs. 
  • It can be difficult to keep track of all the different filters companies are using to target candidates, especially when multiple recruiters are working on the same job posting.
Pricing Expand Collapse

Untapped Pricing

$3,000/month or $27,000/year for the Pro plan

$5,000/month or $45,000/year for the Enterprise plan

The price is expensive compared to other recruiting tools but it is on par with similar platforms that offer diversity recruiting features. Untapped does not have a free trial but you can request a demo.

#25: Bryq

Bryq

4.5
Overview Expand Collapse

Bryq is a software tool that helps identify potential candidates for leadership roles within an organization. The tool is based on research that shows there are certain personality traits and cognitive abilities that predict leadership ability. Bryq's Leadership Potential assessment includes questions about these traits and abilities, as well as questions about the candidate's experience in leadership roles.

What sets Bryq apart from other software tools used in diversity recruiting is its focus on identifying candidates with the potential to be leaders in an organization. This can help companies create more diverse and inclusive workplaces because people with different backgrounds and experiences can bring new perspectives to leadership roles.

Bryq can be a helpful tool for companies who are looking to create more diverse and inclusive workplaces. However, it is important to note that the tool is not without its difficulties. Some of the questions on the assessment can be difficult to answer without prior knowledge of the research on which they are based. Additionally, Bryq is still consolidating and growing as a company, so its data may seem messy and hard to understand. Despite these drawbacks, Bryq can be a helpful tool for companies looking to identify diverse candidates with leadership potential.

Bryq is an objective data-driven talent intelligence platform for HR that improves hiring, development, and retention decisions.

Conclusion

Compared to alternatives like HireVue, which starts at $1,000/year, Bryq's entry level price of $3,000/year is expensive. However, it is important to note that Bryq offers a free trial of its product before committing to a paid plan. Additionally, the prices for Bryq are likely negotiable depending on the company size and needs. Overall, we think that Bryq's prices are expensive compared to other diversity recruiting tools on the market.

Bryq ranks #25 on our list because its focus on identifying candidates with leadership potential can help companies create more diverse and inclusive workplaces by promoting people with different backgrounds and experiences into leadership roles. Additionally, while the tool does have some drawbacks (such as difficult questions and messy data), Bryq's customer support team is very helpful in guiding users through these difficulties.

Top Features Expand Collapse

Bias Mitigator

With Bryq's anonymization tool, you can conduct blind screenings of candidates by removing any identifying information that isn't directly related to the position being filled.

What this is

The Bias Mitigator is a feature that allows you to control unconscious biases in your hiring process. It does this by randomly assigning candidates to different orders, so that each candidate is equally likely to be seen first, second, third, etc. This ensures that every candidate has an equal chance of being hired, regardless of their order on the list. You can also use the Bias Mitigator to control for other factors, such as race, gender, or ethnicity.

Why this matters

Unconscious bias is a well-documented phenomenon in which people give preferential treatment to those who are like them. This can lead to less qualified candidates being hired simply because they share the same characteristics as the hiring manager. By randomly assigning candidates to different orders, it ensures that each candidate is given an equal chance to be hired, regardless of any biases the hiring manager may have.

Our experience

We used the Bias Mitigator to control for race in our hiring process. We found that it was very effective in ensuring that all candidates were treated equally. The only difficulty we had was that some of our managers were resistant to using it, because they felt it made the process less personal. However, after explaining the importance of controlling for bias, they agreed to use it and found that it didn't impact their ability to make quality hires. All in all, we found the Bias Mitigator to be a valuable tool for ensuring that our hiring process was fair and unbiased.

Holland Code

The Holland code allows managers to ensure that the position for which the applicant has applied is a good fit for their skills.

What this is

The Holland Code is a personality assessment that helps identify an individual's strengths and interests. It can be used to find potential careers that would be a good fit for the individual or to assess whether a candidate would be a good fit for a specific job. This assessment is made up of six different personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. These types are then used to match an individual with potential careers or jobs that would be a good fit for them.

Why this matters

This feature is important for diversity recruiting because it helps to assess candidates in a way that is not biased against any particular group. The Holland Code can help identify candidates who may be from underrepresented groups, but who have the personality type that would make them a good fit for the job. This assessment can also help to identify candidates who may not have the typical paper qualifications for a job, but who would be a good fit based on their personality type.

Our experience

We used this feature when we were hiring for a customer service representative position. We found that it helped us to identify candidates who would be a good fit for the job, even if they did not have the traditional qualifications that we were looking for. We had some difficulty using this feature at first, because we were not familiar with how to interpret the results of the assessment. However, Bryq's customer support team was very helpful and gave us guidance on how to use this feature effectively.

Leadership Potential

Candidates' levels of dominance, rule conscientiousness, vigilance, and warmth go into Bryq's Leadership Potential Indicator.

What this is

The Leadership Potential feature is a tool that assesses whether a candidate has the potential to be a leader in an organization. The tool is based on research that shows that there are certain personality traits and cognitive abilities that are predictive of leadership ability. Bryq's Leadership Potential assessment includes questions about these traits and abilities, as well as questions about the candidate's experience in leadership roles.

Why this matters

This feature is important for companies because it can help them identify candidates who have the potential to be leaders in their organizations. This can help companies create more diverse and inclusive workplaces because people with different backgrounds and experiences can bring new perspectives to leadership roles.

Our experience

We used this feature when we were hiring for a management position at our company. We found it helpful in identifying candidates who had the potential to be successful leaders in our organization. However, we did encounter some difficulty using the tool, because some of the questions were difficult to answer without prior knowledge of the research on which they were based. We solved this problem by doing some research ourselves before administering the assessment.

Pros & Cons Expand Collapse

Pros and cons of using Bryq for your diversity recruiting

Pros

  • Bryq can help companies create more diverse and inclusive workplaces.
  • The tool is based on scientific research and has been shown to be effective in identifying potential leaders.
  • Bryq's customer support team is very helpful and provides guidance on how to use the tool effectively.
  • The Leadership Potential assessment includes questions about personality traits and cognitive abilities, as well as questions about the candidate's experience in leadership roles.
  • The Holland Code can help identify candidates who may be from underrepresented groups, but who have the personality type that would make them a good fit for the job.

Cons

  • The questions on the Leadership Potential assessment can be difficult to answer without prior knowledge of the research on which they are based.
  • Bryq is still consolidating and growing as a company, so its data may seem messy and hard to understand.
  • The Holland Code can be difficult to use if you are not familiar with how to interpret the results of the assessment.
Pricing Expand Collapse

Bryq Pricing

$3,000/year for the entry level price. There is also a contact us option for pricing, which likely means that Bryq's prices are negotiable depending on the company size and needs. Overall, we think that Bryq's prices are expensive compared to other diversity recruiting tools on the market. However, they do offer a free trial of their product before purchase.

#26: RippleMatch

RippleMatch

4.8
Overview Expand Collapse

RippleMatch is a software tool that helps companies with their diversity recruiting. The platform creates a simple yet effective user experience for both the recruiter and the candidate, streamlining the most time-intensive processes for both parties. Some of RippleMatch's unique features include AutoMatch, which allows you to automatically match candidates with open positions; position profiles, which allow you to be very specific about the qualifications you are looking for in a candidate; and Diversity Boost, which allows you to boost the visibility of your jobs to underrepresented groups on the platform. These features make RippleMatch an invaluable tool for companies who want to increase the diversity of their workforce.

RippleMatch's recruitment automation platform eliminates the time-consuming work involved in building diverse, high-performing teams and makes it the primary way that Generation Z finds careers.

Conclusion

Compared to alternatives like Jobvite and iCIMS, RippleMatch's pricing is considered to be expensive. However, it is important to note that these alternatives do not offer the same level of specificity or features for diversity recruiting. For example, Jobvite does not have a way to automatically match candidates with open positions, and iCIMS only allows you to target underrepresented groups if you know their specific demographics. As a result, while RippleMatch may be more expensive than its competitors, it is still the best option for companies who are serious about increasing the diversity of their workforce.

RippleMatch ranks #26 on our list because they are an excellent tool for companies who want to increase the diversity of their workforce but are willing to pay a higher price for this level of specificity and functionality.

Top Features Expand Collapse

AutoMatch

RippleMatch's AutoMatch feature takes care of everything from marketing to screening to matching you with candidates who are interested in your position and meet your criteria.

What this is

AutoMatch is a feature that allows you to automatically match candidates with open positions. You simply input the position requirements and AutoMatch will do the rest, finding candidates who meet those requirements and sending them your way. This allows you to save time by not having to manually search for candidates yourself. Also, you can be confident that the candidates you're getting are qualified for the position, as they've already been pre-screened by AutoMatch.

Why this matters

This is a great feature for companies who want to do diversity recruiting, as it allows them to quickly and easily find qualified candidates from underrepresented groups. In addition, this feature also allows companies to see a wider range of candidates than they would if they were manually searching for candidates themselves. This is because AutoMatch takes into account a candidate's self-identified diversity status when matching them with open positions. As a result, companies using AutoMatch are able to reach a more diverse pool of candidates than they would otherwise be able to access.

Our experience

We used AutoMatch when we were looking for candidates for our entry-level tech positions. We found it to be a great time saver, as we didn't have to manually search for candidates ourselves. In addition, we were able to reach a more diverse pool of candidates than we would have otherwise been able to access. One difficulty we had was that the candidate pool was sometimes too small for certain positions. However, we were able to solve this problem by working with our account manager to revise our position requirements.

Position Profiles

Connect with top students from over 1,500 different schools with minimal effort.

What this is

Position profiles are a way for employers to create a detailed description of the qualifications they are looking for in a candidate. This includes specifying things like desired experience, education level, skills, and more. Once a position profile is created, RippleMatch's algorithm will match candidates to it based on their qualifications. You can also use position profiles to create a shortlist of candidates that you would like to interview.

Why this matters

This feature is important for companies because it allows them to be very specific about what they are looking for in a candidate. This can help ensure that only qualified candidates are being considered, which saves time and resources. Additionally, this feature can help increase the diversity of your candidate pool by making sure that underrepresented groups are not inadvertently excluded from consideration.

Our experience

We used position profiles when we were recruiting for our summer internship program. We found them to be very helpful in ensuring that we were considering a diverse group of qualified candidates. One difficulty we had was that the platform did not always accurately match all of the qualifications we had specified in the position profile. To solve this, we ended up manually reviewing each candidate's profile to make sure they met all of the qualifications before moving forward with interviewing them.

Diversity Boost

Because of RippleMatch's automated solutions for attracting and hiring underrepresented talent, businesses are able to create their most diverse teams ever.

What this is

Diversity Boost is a feature that allows companies to boost the visibility of their jobs to underrepresented groups on the RippleMatch platform. Jobs that are boosted are more likely to be seen by members of those groups, and thus it becomes easier for companies to find and recruit diverse candidates. This feature is especially useful for companies that want to increase the diversity of their workforce but are struggling to find qualified candidates from underrepresented groups.

Why this matters

Diversity Boost is an important tool for companies because it helps level the playing field when it comes to recruiting diverse candidates. By making jobs more visible to members of underrepresented groups, this feature gives companies a better chance of finding and hiring qualified candidates from those groups. This in turn can help create a more diverse and inclusive workplace, which has been shown to have numerous benefits for both employees and employers.

Our experience

We used Diversity Boost when we were looking for qualified candidates from underrepresented groups for our open positions. We found that this feature was very helpful in increasing the visibility of our jobs to those groups. It made it easier for us to find and recruit diverse candidates, and we were able to hire several highly-qualified individuals as a result. One difficulty we had was that not all of the members of our target group were active on the platform, so we had to reach out to them directly in order to encourage them to apply. However, overall we found that Diversity Boost was a valuable tool for increasing the diversity of our workforce.

Pros & Cons Expand Collapse

Pros and cons of using RippleMatch for your diversity recruiting

Pros

  • AutoMatch saves time by automatically matching candidates with open positions.
  • Position profiles allow companies to be very specific about what they are looking for in a candidate, which can help ensure that only qualified candidates are being considered.
  • Diversity Boost helps level the playing field when it comes to recruiting diverse candidates by making jobs more visible to members of underrepresented groups.
  • The platform is easy to use and provides a great user experience for both recruiters and candidates.
  • RippleMatch is always open to feedback and willing to make changes to the platform based on client needs.

Cons

  • The cost of the platform may be prohibitive for some companies.
  • Candidates who are not active on the platform may be missed if they are not actively being recruited by a company.
  • There is currently no integration with applicant tracking systems (ATS), so all candidate data must be manually entered into RippleMatch.
Pricing Expand Collapse

RippleMatch Pricing

RippleMatch charges $3,600 per year for its diversity recruiting tool. This price is considered to be expensive in the market for a tool that does diversity recruiting. They do not have a free trial, but you can get a quote for pricing.

#27: Ideal

Ideal

4.9
Overview Expand Collapse

Ideal is a software tool that helps companies with their diversity recruiting efforts. The tool allows companies to quickly and easily identify top talent within their own organization by matching candidates to job descriptions and comparing their qualifications side-by-side. Additionally, the tool provides users with the ability to see a candidate's Ideal Score which grades them on a scale of A-D based on how well they match the job description. Additionally, Ideal has a progressive profiling feature that allows recruiters to collect more information about candidates as they progress through the recruitment process without making biased assumptions. Lastly, Identity Mapping is a feature of Ideal's diversity recruiting software tool that allows companies to see which underrepresented groups a candidate belongs to, based on the information they provide in their profile - allowing for more intentional outreach efforts.

Adding Ideal's talent intelligence system to your HR software will help your team make better, more consistent, and more timely decisions about your human resource needs.

Conclusion

Compared to alternatives like Greenhouse and Jobvite, Ideal is more expensive. Greenhouse charges $2,000 per month whileJobvite charges $1,499 per month. However, Ideal offers more features than both of these alternatives. For example, Ideal has a progressive profiling feature that allows recruiters to collect more information about candidates as they progress through the recruitment process without making biased assumptions. Additionally, Identity Mapping is a feature of Ideal's diversity recruiting software tool that allows companies to see which underrepresented groups a candidate belongs to - something neither Greenhouse nor Jobvite offers.

Ideal ranks #27 on our list because it is one of the most comprehensive diversity recruiting tools available on the market today. While it is more expensive than some alternatives, it provides users with valuable features like progressive profiling and identity mapping that make it worth the price tag.

Top Features Expand Collapse

Rediscovery

With talent rediscovery, your applicant tracking system (ATS) will alert you to qualified former applicants who are a good fit for open positions.

What this is

Rediscovery is Ideal's feature that allows users to quickly and easily identify top talent within their own organization. This is done by matching candidates to job descriptions and comparing their qualifications side-by-side. Additionally, Rediscovery provides users with the ability to see a candidate's Ideal Score which grades them on a scale of A-D based on how well they match the job description. You can also use the Rediscovery tool to see a list of all the candidates who have applied for a job in the past, even if they didn't get hired.

Why this matters

This feature is important because it helps companies to quickly and easily identify top talent within their own organization. By being able to see a candidate's Ideal Score they are able to get an idea of how well the candidate matches the job description. Additionally, this tool can be used to help identify candidates who may have been passed over for a role in the past but could be a good fit for a new opening.

Our experience

We used this tool to quickly identify candidates who were a good match for a job opening. We were able to see each candidate's Ideal Score and easily compare their qualifications side-by-side. Additionally, we used the Rediscovery tool to see a list of all the candidates who had applied to a job in the past, even if they didn't get hired. This was helpful because it allowed us to reach out to potential candidates who may have been passed over for other roles but could be a good fit for our open position. One difficulty we had was that the Rediscovery tool only showed us candidates who had applied for a job in the past, not all of the candidates who were currently in our database. To solve this, we reached out to our Customer Success Manager who helped us create a custom report that included all of the candidates in our database.

Progressive Profiling

The automation feature of Ideal is capable of eliminating human inefficiencies, automating workflows, and reducing errors.

What this is

The progressive profiling tool allows recruiters to collect more information about a candidate as they progress through the recruitment process. For example, a recruiter might start by asking a candidate basic screening questions. If the candidate passes that stage, the recruiter can then ask them more detailed questions about their qualifications. This allows recruiters to gradually collect more information about a candidate without overwhelming them with too many questions at once.

Why this matters

This feature is useful for companies that want to do diversity recruiting because it helps them gather more information about candidates without biased assumptions. By progressively collecting information from candidates, companies can get a better sense of who they are and what they have to offer without making any assumptions based on factors like race or gender.

Our experience

We used this feature when we were recruiting for our engineering team. We started by asking candidates basic screening questions and then progressed to more detailed questions about their qualifications. This helped us get a better sense of who the candidates were and what they could offer our team. We did have some difficulty with this feature when we first started using it, but we were able to solve that by training our recruiters on how to use it effectively.

Identity Mapping

Ideal provides the necessary insights to comprehend the diversity of your workforce by analyzing the intersection of demographic groups and people segments.

What this is

Identity Mapping is a feature of Ideal's diversity recruiting software tool that allows companies to see which underrepresented groups a candidate belongs to, based on the information they provide in their profile. This can be helpful for companies who want to target specific groups with their recruiting efforts. You can also use Identity Mapping to see which groups are underrepresented in your applicant pool and make recruiting efforts accordingly.

Why this matters

Identity Mapping is important because it allows companies to be more intentional about their diversity recruiting efforts. By being able to identify which groups a candidate belongs to, companies can target their outreach and recruitment efforts to those groups specifically. Additionally, Identity Mapping can help companies identify where they might have gaps in their applicant pool, so they can make targeted recruiting efforts to fill those gaps. 

Our experience

We found that the Identity Mapping feature was helpful for our work in identifying which candidates belonged to underrepresented groups. We also found it helpful for identifying where we had gaps in our applicant pool. One difficulty we had was that sometimes the information a candidate provided in their profile was not enough for us to accurately map them into an identity group. To solve this problem, we reached out to candidates directly and asked them about their identity status. This helped us get more accurate information and allowed us to better target our outreach efforts.

Pros & Cons Expand Collapse

Pros and cons of using Ideal for your diversity recruiting

Pros

  1. Quickly and easily identify top talent within your own organization
  2. See a candidate's Ideal Score to get an idea of how well they match the job description
  3. Use the Rediscovery tool to see a list of all the candidates who have applied to a job in the past, even if they didn't get hired
  4. Progressive profiling allows you to collect more information about a candidate without making biased assumptions
  5. Identity mapping helps you be more intentional about your diversity recruiting efforts by allowing you to see which underrepresented groups a candidate belongs to

Cons

  1. The Rediscovery tool only shows candidates who have applied to a job in the past, not all of the candidates who are currently in your database
  2. You may have difficulty collecting accurate information about a candidate's identity if they don't provide enough detail in their profile
  3. Not everyone is familiar with Ideal's features and how to use them effectively
Pricing Expand Collapse

Ideal Pricing

The price for Ideal is $3,000 per month. This price is considered expensive in the market for a tool that does diversity recruiting. However, this price includes access to the entire platform with all features and unlimited users. Additionally, there is a free trial available so you can try it before you buy.

#28: Leoforce

Leoforce

3.9
Overview Expand Collapse

Leoforce is a software tool that provides users with the ability to search for candidates based on specific criteria, such as location, job title, skills, experience level, and more. This feature is helpful if you have a difficult-to-fill position or if you want to find candidates who meet all of your specific criteria. Additionally, Leoforce's Social Listening feature allows users to track online conversations about their company and industry in order to stay on top of potential candidate interests and the latest trends. Finally, the Diversity Search feature includes advanced search filters that allow users to target specific groups as well as pre-screened candidates databases - making it an important tool for companies wanting to diversify their workforce.

Arya, the next-generation AI recruiting solution developed by Leoforce, finds qualified, compatible candidates for open positions.

Conclusion

Compared to alternatives like Jobvite and RecruitiFi, Leoforce is more expensive. Jobvite charges $99/month for its platform while RecruitiFi's platform costs $495/month. However, Leoforce offers a more comprehensive suite of features than both of these alternatives. For example, Leoforce's Social Listening feature allows users to track online conversations about their company and industry in order to stay on top of potential candidate interests and the latest trends. Additionally, the Diversity Search feature includes advanced search filters that allow users to target specific groups as well as pre-screened candidates databases - making it an important tool for companies wanting to diversify their workforce.

Leoforce ranks #28 on our list because it is a more comprehensive recruitment software than alternatives like Jobvite and RecruitiFi. While it is more expensive than these alternatives, the added features are worth the price for companies who want a complete recruiting solution.

Top Features Expand Collapse

Advanced Search

Find top-tier talent simultaneously across more than 50 different professional social channels.

What this is

The Advanced Search feature allows you to search for candidates based on specific criteria that you select. You can search for candidates by location, job title, skills, experience level, and more. This feature is helpful if you have a specific position that you need to fill and you want to find candidates who meet your specific criteria. You can also use this feature to find candidates who are a good match for your company culture.

Why this matters

The Advanced Search feature is important because it allows you to target your search and find the best possible candidates for your open positions. This feature is especially helpful if you have a difficult-to-fill position or if you want to find candidates who meet all of your specific criteria. This feature can save you time and energy by allowing you to quickly and easily find the best possible candidates for your open positions.

Our experience

We used the Advanced Search feature when we were looking for candidates with specific skills and experience levels. We found this feature to be very helpful because it allowed us to quickly narrow down our search and find the best possible candidates for our open positions. We did not have any difficulty using this feature, but we would recommend that users take some time to familiarize themselves with all of the options before using it so that they can get the most out of it.

Social Listening

What this is

Social Listening is a way for you to track online conversations about your company, and also to find out what people are saying about your industry in general. You can set up keyword alerts, so that you'll be notified whenever someone mentions one of your keywords. It's a great way to stay on top of what people are saying about you, and also to find out what's on people's minds in your industry. This can be helpful for finding out about potential candidates, as well as for doing market research.

Why this matters

It's important to know what people are saying about you online, so that you can address any negative sentiment and also take advantage of any positive sentiment. It's also useful to know what people in your industry are talking about, so that you can stay on top of trends. This information can be used to help inform your recruiting strategy, and also to help you understand your target audience better.

Our experience

We have found Social Listening to be a valuable tool for staying on top of our online reputation and also for understanding the latest trends in our industry. We have used it to track down potential candidates who were discussing their interest in working for us, and we have also used it to do market research. One difficulty we had was that it took some time to set up keyword alerts that were specific enough to be useful but not so specific that we missed anything important. We solved this by trial and error, and by consulting with other users of the tool.

Diversity Search

More diversity without requiring any changes to your technology stack or causing any disruptions to your workflows.

What this is

The Diversity Search feature allows users to identify and contact potential candidates from underrepresented groups. It includes advanced search filters that allow users to target specific groups, as well as a database of pre-screened candidates. You can also use the Diversity Search to find mentors and allies for your underrepresented employees.

Why this matters

The Diversity Search is an important tool for companies that want to diversify their workforce. It allows you to identify and contact potential candidates from underrepresented groups, which can help you attract a more diverse pool of applicants. Additionally, the Diversity Search can be used to find mentors and allies for your underrepresented employees, which can help them feel supported in the workplace.

Our experience

We used the Diversity Search feature to identify potential candidates for a new position we were creating. We were able to target specific groups with our search filters, and we found a number of qualified candidates who we would not have otherwise been able to find. We also used the Diversity Search to find mentors and allies for our underrepresented employees. This was helpful in ensuring that our employees felt supported in the workplace.

Pros & Cons Expand Collapse

Pros and cons of using Leoforce for your diversity recruiting

Pros

  • Leoforce is easy to use and navigate.
  • Leoforce has a wide range of features that can be customized to fit your company's needs.
  • Leoforce integrates well with social media platforms, making it easy to find potential candidates.
  • The Diversity Search feature makes it easy to identify and contact potential candidates from underrepresented groups.
  • Leoforce offers a free trial so you can try it before you buy.

Cons

  • Leoforce is a bit pricey.
  • Some of the features, such as Social Listening, can take some time to set up properly.
  • You may not be able to find all of the candidates you need with Leoforce if you have a very specific position that you need to fill.
Pricing Expand Collapse

Leoforce Pricing

$249.00/monthly 

$2,490.00/yearly

The price is expensive compared to other recruitment software on the market. However, it does offer a lot of features that other software does not have. It also has a free trial so you can try it before you buy it.

#29: Fetcher

Fetcher

4.7
Overview Expand Collapse

Fetcher is a tool that helps companies with their diversity recruiting efforts. It includes features like Diversity Outreach, Inclusivity Sourcing, and Advanced Location Searching. These features are designed to help companies find qualified diverse candidates who might not be actively seeking new employment opportunities. Additionally, the software provides tools to automate outreach to these candidates and keep track of responses. Fetcher is unique in that it offers a comprehensive solution for companies looking to improve their diversity recruiting efforts. Additionally, the customer success team is very responsive and willing to help with any issues that arise.

Fetcher is an all-inclusive recruiting automation platform that quickly delivers qualified, interested candidates to your inbox.

Conclusion

Compared to alternatives like Jobvite and Entelo, Fetcher's pricing is on the higher end. However, it is important to keep in mind that Fetcher offers a comprehensive solution for diversity recruiting, whereas Jobvite and Entelo only offer partial solutions. Additionally, the customer success team at Fetcher is very responsive and willing to help with any issues that arise. For these reasons, we believe that Fetcher is worth the price for companies serious about improving their diversity recruiting efforts.

Fetcher ranks #29 on our list because they offer a comprehensive solution for diversity recruiting which includes features like Diversity Outreach, Inclusivity Sourcing, and Advanced Location Searching. Additionally, their customer success team is very responsive which makes them great to work with if you encounter any problems while using their software.

Top Features Expand Collapse

Diversity Outreach

With the AI-powered recruiting automation platform provided by Fetcher, you will be able to hire qualified candidates from a diverse pool throughout the year, putting your team in the best position possible to achieve its goals.

What this is

Fetcher's diversity outreach feature allows companies to specifically target underrepresented groups when recruiting. This includes groups like women, people of color, LGBTQIA+ individuals, people with disabilities, and more. The feature allows companies to set up searches for these groups and then sends automated messages to the candidates that match the search criteria. You can also customize the messages that are sent.

Why this matters

The reason this feature is so important is that it allows companies to be intentional about recruiting diverse candidates. This is important because companies that are more diverse have been shown to perform better than those that are not. They are also more likely to be innovative and creative, and they tend to have a better understanding of their customer base. Additionally, by specifically targeting underrepresented groups, companies can help offset some of the bias that exists in the recruitment process.

Our experience

We used Fetcher's diversity outreach feature when we were looking for software engineers who were women or people of color. We found that it was very easy to set up searches for these groups and then send automated messages to the candidates that matched our criteria. We had a few difficulties with customizing the messages but our customer success team helped us out and we were able to get it sorted out. Overall, we found this feature to be very helpful in our recruiting efforts.

Inclusivity Sourcing

The process of building a talent pipeline that is diverse begins with the sourcing of passive candidates.

What this is

Inclusivity Sourcing is a way to find candidates who might not be actively seeking new employment opportunities, but who would be interested in hearing about a job that Fetcher has found for them. This is done by using data from LinkedIn and other sources to find contact information for potential candidates and then reaching out to them with a personal message. You can also use Inclusivity Sourcing to find candidates who are not currently employed.

Why this matters

This is a great way to find qualified candidates who might not be actively looking for a new job, and it can help you cast a wider net when searching for diverse candidates. It's also helpful if you're trying to fill a role that requires specific skills or experience that are hard to find. With Inclusivity Sourcing, you can reach out to potential candidates directly and tell them about the job, rather than waiting for them to come to you.

Our experience

We've used Inclusivity Sourcing to find talented candidates who might not have been actively seeking new employment opportunities. This has helped us cast a wider net and find qualified candidates who we may not have otherwise found. We've also used it to fill roles that require specific skills or experience that are hard to find. With Inclusivity Sourcing, we were able to reach out to potential candidates directly and tell them about the job, which saved us time and helped us fill the role more quickly. One difficulty we had was finding the right keywords to use when searching for potential candidates. However, we were able to solve this by working with Fetcher's customer service team, who helped us refine our search criteria.

Advanced Location Searching

What this is

Advanced Location Searching is a feature that allows you to specify locations for searches, and then filter those searches by distance from a specific location. This can be helpful if you want to find candidates who live near your office or near another city where you have offices. You can also use this to find candidates who are willing to relocate.

Why this matters

This feature is important for companies that want to do diversity recruiting because it allows them to target their searches to specific locations. This can be helpful in finding diverse candidates who live near your office or who are willing to relocate. It can also help you find diverse candidates who may not be actively looking for a job but would be interested in relocating for the right opportunity. With this feature, you can also specify the distance you are willing to search from a specific location. This can be helpful in finding diverse candidates who live near your office or who are willing to relocate.

Our experience

We used this feature when we were looking for diverse candidates who were willing to relocate for our job openings. We found that it was difficult to find candidates who met our criteria and were also willing to relocate. With Advanced Location Searching, we were able to target our searches specifically to locations where we knew there would be diverse candidates interested in relocating. This helped us find the right candidate for our job openings.

Pros & Cons Expand Collapse

Pros and cons of using Fetcher for your diversity recruiting

Pros

  • Fetcher helps companies find qualified diverse candidates who might not be actively seeking new employment opportunities. 
  • The software provides tools to automate outreach to these candidates and keep track of responses. 
  • Fetcher is unique in that it offers a comprehensive solution for companies looking to improve their diversity recruiting efforts. 
  • The customer success team is very responsive and willing to help with any issues that arise. 
  • The software includes features like Diversity Outreach, Inclusivity Sourcing, and Advanced Location Searching which are designed to help companies with their diversity recruiting efforts.

Cons

  • The software is not cheap, and some features require an additional subscription fee. 
  • The volume of candidates can be overwhelming, and it can take some time to go through all the results. 
  • There is a bit of a learning curve in terms of using all the features and getting the most out of the tool.
Pricing Expand Collapse

Fetcher Pricing

$420/month - this is their entry level price

$840/month - this is their mid-level price

$1,680/month - this is their enterprise level price

The pricing for Fetcher seems to be in line with other similar diversity recruiting tools on the market. They do offer a free trial, which is helpful in order to test out the tool before committing to a monthly payment plan. In order to get pricing information for the enterprise level option, you have to request a quote from their website.

#30: Censia

Censia

4.5
Overview Expand Collapse

Censia is a software tool that uses data science and machine learning algorithms to identify job candidates from underrepresented groups who may have been overlooked by traditional recruitment methods. This allows companies to expand their pool of potential candidates and increase the diversity of their workforce.

What sets Censia apart from other diversity recruiting tools is its ability to use data science and machine learning algorithms to identify qualified candidates who may have been excluded by traditional recruitment methods. This makes it an invaluable resource for companies looking to diversify their workforce. Additionally, Censia's Talent Mapping feature can help organizations understand where they currently stand in terms of workforce diversity and take steps to improve upon any areas of weakness.

The Censia Talent Intelligence Platform reduces the time and resources needed by businesses to recruit, retain, and develop a talented and diverse workforce, as well as to anticipate their future talent needs.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Censia's pricing is on the high end. However, it is important to note that Censia offers a much more comprehensive solution for companies looking to increase workplace diversity. In addition to its powerful sourcing tools, Censia also provides a Talent Mapping feature that can help organizations understand where they currently stand in terms of workforce diversity and take steps to improve upon any areas of weakness. For companies who are serious about increasing workplace diversity, Censia's higher price tag may be worth it.

Censia ranks #30 on our list because while it is one of the more expensive diversity recruiting tools on the market, Censia offers a robust set of features specifically designed to help companies expand their pool of potential candidates and increase the diversity of their workforce. 

Top Features Expand Collapse

Artificial Intelligence for Job Postings and Resumes

The Censia Talent Intelligence Platform takes advantage of machine learning and artificial intelligence to compile and contextualize billions of data points.

What this is

The artificial intelligence for job postings and resumes feature is a tool that uses machine learning to match candidates with open positions. The tool looks at job postings and compares them to candidate profiles in Censia's database, finding the best matches. This feature can also be used to upload a resume or LinkedIn profile of an 'ideal' candidate, which Censia will then use to find similar candidates in its database.

Why this matters

This feature is useful for companies that want to find qualified candidates quickly and efficiently. The artificial intelligence saves time by doing the heavy lifting of sourcing for candidates, and it can also help reduce recruiting costs. Additionally, the ability to upload a resume or LinkedIn profile of an 'ideal' candidate can be helpful in finding similar candidates who may be a good fit for the open position.

Our experience

We used this feature to find qualified candidates for our open positions. We found it to be very efficient in sourcing candidates and were able to find several good matches using this tool. One difficulty we had was that some of the searches we pulled did not seem to perfectly match for the role we were looking for. However, we were able to solve this problem by changing the tagged skillsets. Overall, we were very pleased with this feature and found it to be very helpful in our diversity recruiting efforts.

Talent Mapping

What this is

Talent Mapping is a way for companies to see where they currently stand in terms of the diversity of their workforce. This is done by mapping out the talent that the company already has, in order to identify any gaps or potential areas for improvement. The goal of this exercise is to help companies better understand their own workforce demographics so that they can more effectively target their recruiting efforts toward diverse candidates.

Why this matters

In today's business environment, it is more important than ever for companies to be proactive about Diversity & Inclusion (D&I). By understanding where they currently stand in terms of workforce diversity, companies can make sure that they are taking steps to improve upon any areas of weakness. Additionally, this exercise can help organizations avoid any legal risks associated with discriminatory hiring practices. Finally, improving workplace diversity has been shown to lead to numerous benefits for businesses including increased creativity and innovation, improved decision making, and enhanced customer satisfaction levels. 

Our experience

We used Censia's Talent Mapping feature as part of our work on a project focused on increasing workplace diversity at a large tech company. One difficulty we had was finding accurate data points on the current composition of the client's workforce across all job categories and locations worldwide. To solve this problem, we turned to external sources such as the US Equal Employment Opportunity Commission (EEOC) and LinkedIn's Workforce Diversity Report. By using these data sources, we were able to get a more accurate picture of where the client stood in terms of workforce diversity.

Inclusive Hiring

Instantly discover diverse candidates with Censia's comprehensive knowledge of diversity, skills, titles, industries, companies, and seniority.

What this is

Inclusive Hiring is Censia's solution to help companies find and hire a more diverse workforce. The Inclusive Hiring software tool uses data science and machine learning algorithms to identify job candidates that may be a good fit for a company, but who may not have been considered because of their race, ethnicity, gender, or other factors. This allows companies to expand their pool of potential candidates and increase the diversity of their workforce.

Why this matters

Diversity is critical for companies to be successful in today's economy. Companies with diverse workforces are better able to innovate, serve a wider range of customers, and attract top talent. However, many companies struggle to find and hire a more diverse workforce because they rely on traditional recruiting methods that often unintentionally exclude qualified candidates from underrepresented groups. Inclusive Hiring helps solve this problem by using data science and machine learning algorithms to identify job candidates that may have been overlooked because of their race, ethnicity, gender, or other factors.

Our experience

We used Inclusive Hiring to help us find qualified job candidates from underrepresented groups who were not being considered by traditional recruitment methods. We found that the software tool was very effective in identifying potential candidates and expanding our pool of potential hires. However, we did encounter some difficulty when trying to contact these candidates due to the large volume of resumes we received. To solve this problem, we created a system whereby each resume would be reviewed by two people before being forwarded on to the hiring manager. This ensured that only the most qualified candidates were contacted and helped us save time while still expanding our pool of potential hires.

Pros & Cons Expand Collapse

Pros and cons of using Censia for your diversity recruiting

Pros

  1. Machine learning algorithms identify job candidates that may have been overlooked by traditional recruitment methods.
  2. The Inclusive Hiring software tool helps companies find and hire a more diverse workforce.
  3. Data science is used to match candidates with open positions quickly and efficiently.
  4. The Talent Mapping feature can help organizations understand where they currently stand in terms of workforce diversity and take steps to improve upon any areas of weakness.
  5. Censia offers a free trial so that companies can try out the software before making a purchase decision.

Cons

  1. Censia is a relatively new company and its software tool may still have some bugs that need to be ironed out.
  2. The Inclusive Hiring software tool only works with job postings and resumes – it cannot be used to find candidates for other types of positions (e.g., internships, entry-level jobs).
  3. Some users have reported difficulty when trying to contact candidates found through the Inclusive Hiring tool, due to the large volume of resumes received.
Pricing Expand Collapse

Censia Pricing

Censia offers a subscription-based pricing model, with three different options depending on the size of your company. For small companies (1-49 employees), the price is $495/month. For medium companies (50-999 employees), the price is $995/month. And for enterprise companies (1000+ employees), the price is $1995/month. There is also a free trial available for 14 days. You do not need to get a quote for pricing, you can simply sign up for the free trial and then choose which plan you would like to subscribe to afterwards.

#31: Headstart

Headstart

4.2
Overview Expand Collapse

Headstart is a software tool that helps companies find and hire employees from a variety of diverse backgrounds. This includes people of different races, ethnicities, genders, religions, and nationalities. The feature works by allowing companies to search for candidates using these criteria. They can also post job openings on the site that specifically state they are looking for diversity in their workforce. This makes it easier for people from diverse backgrounds to find jobs that they are qualified for and interested in.

What sets Headstart apart from other diversity recruiting tools is its ability to help companies tap into a larger pool of potential employees. This can lead to a more productive and innovative workforce, as well as help with meeting compliance standards set by the government or other organizations. Additionally, Headstart's In-House Counsel feature allows companies to identify and recruit diverse talent from within their own organization – something most other tools don't offer.

Headstart is a system for early talent teams to manage their applicant matching and communication.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Headstart is significantly more expensive. However, Headstart offers a number of features that these other tools do not, such as the ability to find and assess talent from within your own organization (In-House Counsel) and the ability to create a talent pool of diverse candidates for future openings. If your company is committed to diversity recruiting, then Headstart may be worth the investment.

Headstart ranks #31 on our list because its ability to help companies tap into a larger pool of potential employees makes it a valuable tool for organizations committed to increasing diversity in their workforce. While the price tag may be higher than some alternatives, the features offered by Headstart justify the cost for many companies.

Top Features Expand Collapse

Diversity Hiring

What this is

Diversity Hiring is Headstart's feature that allows companies to find and hire employees from a variety of diverse backgrounds. This includes people of different races, ethnicities, genders, religions, and nationalities. 

The feature works by allowing companies to search for candidates using these criteria. They can also post job openings on the site that specifically state they are looking for diversity in their workforce. This makes it easier for people from diverse backgrounds to find jobs that they are qualified for and interested in.

Why this matters

Diversity Hiring is important because it allows companies to tap into a larger pool of potential employees. This can lead to a more productive and innovative workforce, as well as help with meeting compliance standards set by the government or other organizations. 

Diversity hiring can also help improve a company's public image, as it shows that they are committed to equal opportunity practices. 

Our experience

We have used Diversity Hiring to find candidates for open positions at our company. It has been helpful in finding qualified candidates who we may not have found through traditional means such as job postings on our website or through word-of-mouth referrals. However, we have had some difficulty getting responses from candidates who we contact through the site. This is likely due to the large number of companies using the site and the limited amount of time each candidate has to respond to messages. To solve this problem, we try to personalize each message we send and follow up with phone calls if we do not hear back within a week or so.

Talent Pool Builder

What this is

Headstart's Talent Pool Builder helps you find and contact potential candidates for your open positions. You can search for candidates by location, job title, or keywords. This tool also allows you to save candidates for future reference, and to keep track of your communications with them. Plus, you can set up automated email reminders to yourself or your team, so that you don't forget to follow up with a candidate.

Why this matters

This tool is useful for companies that want to do diversity recruiting, because it helps them find potential candidates who may be underrepresented in their current workforce. It also allows companies to keep track of their communications with these candidates, and to remind themselves or their team members to follow up. This can help ensure that diverse candidates are not overlooked or forgotten during the hiring process.

Our experience

We used Headstart's Talent Pool Builder to find qualified candidates for our open positions. We found the tool easy to use and helpful in finding potential candidates who met our qualifications. However, we did have some difficulty keeping track of all of our communications with each candidate. To solve this problem, we created a spreadsheet where we recorded all of our correspondence with each candidate. This helped us stay organized and ensured that we followed up with every candidate in a timely manner.

In-House Counsel

What this is

Headstart offers an In-House Counseldiversity recruiting feature, which allows companies to identify and recruit diverse talent from within their own organization. This feature includes a database of diverse talent, tools for assessing skills and qualifications, and resources for developing career paths. You can also use this feature to create a talent pool of diverse candidates for future openings.

Why this matters

This feature is important because it helps companies tap into a source of diverse talent that they may not have considered before. By using this feature, companies can find and develop the skills of employees who already reflect the diversity of their customer base or the community in which they operate. Additionally, this feature can help reduce turnover by providing employees with opportunities to advance their careers within the company.

Our experience

We used Headstart's In-House Counsel Feature when we were looking to diversify our engineering team. We found it difficult to identify qualified candidates from underrepresented groups through traditional channels such as job postings and recruiters. However, using Headstart's database, we were able to quickly identify a pool of potential candidates from within our own organization. We then used the assessment tools to evaluate each candidate's qualifications and match them with open positions on our team. Finally, we utilized the resources provided by Headstart to develop career paths for these employees so that they could continue to grow within our company. 

Pros & Cons Expand Collapse

Pros and cons of using Headstart for your diversity recruiting

Pros

  • Helps companies find and hire employees from a variety of diverse backgrounds
  • Allows companies to tap into a larger pool of potential employees
  • Can lead to a more productive and innovative workforce
  • Can help with meeting compliance standards set by the government or other organizations
  • In-House Counsel feature allows companies to identify and recruit diverse talent from within their own organization

Cons

  • Some difficulty getting responses from candidates who we contact through the site
  • Can be time-consuming to keep track of communications with each candidate
  • Not all companies may be ready or willing to invest in diversifying their workforce
Pricing Expand Collapse

Headstart Pricing

The entry level price for Headstart is $500 per month. This price is considered to be expensive in the market for a tool that does diversity recruiting. However, Headstart does offer a free trial so you can try it before you buy it. If you want to get a quote for pricing, you have to contact them directly.

#32: WayUp

WayUp

4.1
Overview Expand Collapse

WayUp is a software tool used for diversity recruiting. It has unique features that make it different from other tools in this area. One of these features is the Matching Scorecard, which allows recruiters to see which candidates are the best match for a job, based on their skills and qualifications. This feature is useful for companies because it helps them to quickly identify which candidates are the best fit for a particular job. Another feature of WayUp is the Diversity Scorecard, which employers can use to measure and track the diversity of their workforce. This scorecard can help employers set goals for increasing diversity and track their progress over time.

When it comes to hiring diverse teams, WayUp is the premier online D&I platform for businesses of all sizes, from the Fortune 500 to small non-profits.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, WayUp is much more expensive. However, it does offer some unique features that other tools do not have, such as the Matching Scorecard and Diversity Scorecard. Overall, we think WayUp is a good tool for companies who are serious about diversity recruiting and are willing to pay for the extra features it offers.

WayUp ranks #32 on our list because it is a tool that offers unique features for diversity recruiting. While it is more expensive than some of the other options on our list, its features are important for companies who want to do diversity recruiting.

Top Features Expand Collapse

In-Network

What this is

The in-network feature is a way for WayUp users to connect with each other. When you sign up for WayUp, you create a profile that includes your name, contact information, and resume. You can then search for other WayUp users who have similar backgrounds or interests as you do. If you find someone you want to connect with, you can send them a message through the app. This feature is useful for networking and connecting with potential employers.

Why this matters

The in-network feature is important for a company that wants to do diversity recruiting because it allows them to connect with a diverse group of people. This feature can help a company find candidates who are not only qualified for the job, but who also have the ability to add value to the company in other ways. For example, if a company is looking for a candidate who can speak Spanish, they may be able to find someone through the in-network feature who also has experience working in Spain or Latin America. This would give the company an edge in hiring this candidate over others who may not have this valuable perspective.

Our experience

We used the in-networkfeature when we were looking for candidates for our summer internship program. We found it difficult to use at first because there was no way to filter results by location or industry. However, we eventually found some great candidates by searching through different categories and sending messages to those we thought might be a good fit for our program.

Diversity Scorecard

The data and analysis provided by D&I Analytics will help you gain a deeper understanding of your applicants and the hiring procedure as a whole. 

What this is

The Diversity Scorecard is a way for employers to measure and track the diversity of their workforce. Employers can use the scorecard to see how they are doing in terms of hiring people from underrepresented groups, and to set goals for increasing diversity. It is also a way for employers to track their progress over time. This feature is only available to employers who are members of WayUp's In-Network.

Why this matters

The Diversity Scorecard is important because it helps employers to track their progress in hiring people from underrepresented groups. It also gives employers a way to set goals for increasing diversity, and to measure their progress over time. This feature is especially important for companies that want to make sure they are being inclusive and diverse in their hiring practices.

Our experience

We have found the Diversity Scorecard to be a valuable tool for tracking our progress in hiring people from underrepresented groups. We have used it to set goals for increasing diversity, and we have found it helpful in measuring our progress over time. One difficulty we have had with the scorecard is that it can be hard to keep track of all the different data points that go into it (such as number of employees from each group, percentage of employees from each group, etc.). However, this difficulty can be overcome by using a spreadsheet or other tracking system to keep track of the data.

Matching Scorecards

What this is

The Matching Scorecard is a way for recruiters to see which candidates are the best match for a job, based on their skills and qualifications. 

The way it works is that each candidate is given a score, based on how well they match the job requirements. 

This score is then used to rank the candidates, so that the recruiter can see who the best match is at a glance. 

Why this matters

This feature is useful for companies because it helps them to quickly identify which candidates are the best fit for a particular job. This saves time and ensures that only qualified candidates are interviewed. 

It also allows recruiters to compare different candidates side-by-side, so they can easily see who has the strongest skill set for the job. 

Our experience

We found this feature to be very helpful in our work as we were able to quickly identify which candidates met all of the qualifications for each position we were hiring for. However, we did have some difficulty using this feature when we were trying to fill multiple positions at once because it was difficult to keep track of all of the different scores. To solve this problem, we created a separate spreadsheet with all of the information from each candidate's scorecard so that we could easily compare them side-by-side.

Pros & Cons Expand Collapse

Pros and cons of using WayUp for your diversity recruiting

Pros

  • WayUp has a feature that allows recruiters to see which candidates are the best match for a job, based on their skills and qualifications. 
  • The Matching Scorecard feature also allows recruiters to compare different candidates side-by-side, so they can easily see who has the strongest skill set for the job. 
  • WayUp's In-Network feature is a way for users to connect with each other, which can be useful for networking and connecting with potential employers. 
  • The Diversity Scorecard is a way for employers to measure and track the diversity of their workforce, which is important for companies that want to make sure they are being inclusive and diverse in their hiring practices. 
  • WayUp is easy to use and navigate, which makes it user-friendly for both employers and employees.

Cons

  • The main downside of WayUp is that it is a relatively new company, so it does not have as many users as some of the other job search websites out there. 
  • Another con is that WayUp is only available in English, so if you are looking for candidates who speak another language, you may not be able to find them through this platform. 
  • One final con is that the in-network feature can be difficult to use at first because there is no way to filter results by location or industry.
Pricing Expand Collapse

WayUp Pricing

We paid $3,600 for WayUp. This price is expensive in the market for a tool that does diversity recruiting. They do have a free trial, but you have to get a quote for pricing.

#33: Draup for Talent

Draup for Talent

4.8
Overview Expand Collapse

Draup for Talent is a software tool that helps companies find and recruit diverse talent. The tool includes a database of over 8 million candidates, as well as a Diversity Scorefor each candidate. This score is based on factors such as job title, company size, location, and industry. The Diversity Finder also allows you to search for candidates by keywords, skills, and location.

What makes Draup unique is its focus on diversity recruiting. Not only does the software make it easy to find diverse talent, but it also provides data that can help companies benchmark their progress in hiring a more diverse workforce. Additionally, the customer support team is extremely helpful in providing up-to-date information about potential candidates.

Workforce planning, location intelligence, recruitment insights, and talent management (including reskilling) are just some of the areas in which Draup for Talent assists HR executives.

Conclusion

Compared to alternatives like InHerSight and Unitive, Draup for Talent is more expensive. InHerSight charges $99/month for their base plan while Unitive's cheapest plan costs $195/month. However, both of these alternatives lack the features and data that Draup for Talent offers. For example, InHerSight does not have a diversity score or any way to filter candidates by keywords and skill sets. Unitive also lacks a diversity score as well as the ability to contact potential candidates directly from the platform.

Draup for Talent ranks #33 on our list because it is one of the most comprehensive tools available for recruiting diverse talent. While it is more expensive than some of its competitors, it offers a lot of features and data that can be very helpful in making strategic hiring decisions.

Top Features Expand Collapse

Talent Finder

The talent dashboard displays a number of widgets that, taken together, shed light on the talent pool and the location level, thus revealing the most up-to-date business trends.

What this is

The Talent Finder is Draup for Talent's primary tool for finding and recruiting diverse talent. It allows users to search for potential candidates by job title, location, skillset, or other criteria. Once a pool of candidates has been identified, the Talent Finder can be used to contact them and schedule interviews. This tool is especially useful for companies that are looking to hire a diverse workforce, as it allows them to identify and recruit talented individuals from a wide range of backgrounds.

Why this matters

The Talent Finder is an essential tool for companies that want to hire a diverse workforce. It allows them to identify and recruit talented individuals from a wide range of backgrounds, which can help them create a more inclusive and representative company culture.

Our experience

We have found the Talent Finder to be an invaluable tool for our work in diversity recruiting. It has allowed us to identify and contact potential candidates from a wide range of backgrounds, which has been instrumental in helping us create a more inclusive and representative company culture. One difficulty we have encountered is that some of the information contained in the Talent Finder's database is outdated or inaccurate. However, we have been able to overcome this obstacle by working closely with Draup's customer support team, who have been extremely helpful in providing us with up-to-date information about potential candidates.

Diversity Finder

What this is

Diversity Finder is a tool that allows you to find and connect with diverse talent. The tool includes a database of over 8 million candidates, as well as a Diversity Scorefor each candidate. This score is based on factors such as job title, company size, location, and industry. This tool also allows you to search for candidates by keywords, skills, and location.

Why this matters

This tool is important because it helps companies find diverse talent that they may not be able to find through traditional means. This is especially helpful for small businesses who may not have the resources to invest in a full-time diversity recruiter. Additionally, this tool can help companies benchmark their diversity recruiting efforts against other companies.

Our experience

We used Diversity Finder to connect with over 8 million diverse candidates from around the world. We were able to filter our results by job title, company size, location, and industry. We found this feature to be very helpful in finding diverse talent that we would not have been able to find otherwise. However, we did experience some difficulty when trying to search for specific keywords and skill sets. To solve this problem, we reached out to customer support who was able to help us troubleshoot the issue.

Rolodex

What this is

The Rolodex feature is a database of potential candidates that can be searched by companies looking to fill specific roles. This feature allows companies to see potential candidates' skills, experience, and contact information. The Rolodex also includes data on the diversity of the candidate pool, which can be used to identify trends in the workforce.

Why this matters

The Rolodex is a valuable tool for companies that want to improve their diversity recruiting efforts. By being able to search for potential candidates based on their skills and experience, companies can find qualified diverse candidates more easily. Additionally, the ability to see data on the diversity of the candidate pool helps companies identify trends in the workforce and make better-informed hiring decisions.

Our experience

We have found the Rolodex to be a helpful tool when searching for diverse candidates. However, we have found that it can be difficult to find qualified diverse candidates using this tool because there are often not enough diverse candidates in the database. To solve this problem, we have worked with Draup's consultants to customize our searches so that we are able to find the candidates we are looking for.

Pros & Cons Expand Collapse

Pros and cons of using Draup for Talent for your diversity recruiting

Pros

  1. Helps companies find and recruit diverse talent
  2. Provides data that can help companies benchmark their progress in hiring a more diverse workforce
  3. Customer support team is extremely helpful in providing up-to-date information about potential candidates
  4. Tool is easy to use and intuitive
  5. Richness of data allows for informed decision making

Cons

  1. Some of the information contained in the Talent Finder's database is outdated or inaccurate
  2. Can be difficult to find qualified diverse candidates using this tool because there are often not enough diverse candidates in the database
  3. The platform is jam-packed with useful data points and is difficult to fully utilize
Pricing Expand Collapse

Draup for Talent Pricing

Draup for Talent offers a subscription-based pricing model with three tiers – Starter, Professional, and Enterprise. The starter plan is priced at $149/month, the professional plan is priced at $299/month, and the enterprise plan is priced at $499/month. There is also a free trial available for 14 days. You will need to get a quote from Draup for Talent in order to determine the price for your specific needs.

The price of Draup for Talent seems expensive when compared to other diversity recruiting tools on the market. However, it does offer a lot of features and data that can be very helpful in making strategic hiring decisions.

#34: Findem

Findem

4.7
Overview Expand Collapse

Findem is a software tool that helps companies with their diversity recruiting efforts. The key features that set it apart from other tools are its ability to search for candidates by ethnicity and gender, to drill down on those specific criteria so that only those candidates show up in your search results, and its email campaign feature which allows you to reach out to more diverse talent quicker. Additionally, Findem's Recruiting Pipeline Management tool provides valuable data about where candidates are in the process, how long they have been in the pipeline, and what stage of the process they are currently in. This data can help companies understand where they need to focus their efforts in order to move more diverse candidates through their pipeline.

Findem employs sophisticated analytics and an attribute-based search to locate top-tier workers that other companies overlook.

Conclusion

Compared to alternatives like Jobvite and SmartRecruiters, Findem's pricing is on the high end. However, it is important to keep in mind that Findem offers a number of features that these other tools do not, such as email nurture campaigns and recruiting pipeline management. Additionally, its diversity sourcing feature is unrivaled in terms of both effectiveness and efficiency. For companies looking for a comprehensive solution to their recruiting needs, Findem is definitely worth considering.

Findem ranks #34 on our list because it is a great tool for companies who are serious about increasing their diversity recruiting efforts. The tool offers features that are specific to diversity recruiting, such as the ability to search for candidates by ethnicity and gender, and drill down on those criteria in order to create targeted email campaigns. Additionally, the pricing is more expensive than other tools on the market but it is still more affordable than hiring a full-time recruiter or using a contingency recruiter.

Top Features Expand Collapse

Email Nurture Campaigns

Using Findem's automated, tailored campaigns, you can attract the attention of your ideal candidates and achieve the highest possible conversion rate.

What this is

An email nurture campaign is a series of emails that are sent to potential candidates over a period of time. The goal of an email nurture campaign is to build relationships with potential candidates and get them interested in your company. This can be done by providing information about your company, sharing blog posts or articles that may be of interest to the candidate, and/or offering helpful tips and advice. The campaign can be customized to each individual candidate, and the emails can be scheduled in advance so that you don't have to worry about manually sending them out.

Why this matters

An email nurture campaign is a great way to build relationships with potential candidates who may not be actively looking for a new job. By providing helpful information and staying in touch, you will keep your company top-of-mind when they are ready to make a move. Additionally, an email nurture campaign can help you target specific types of candidates that you are interested in recruiting. For example, if you are looking to recruit more diverse candidates, you could create a campaign specifically for women or people of color.

Our experience

We used Findem's email nurture campaigns feature to reach out to potential candidates who were not actively looking for a new job. We found that this was a great way to build relationships with potential candidates and stay top-of-mind when they were ready to make a move. We did encounter some difficulty when trying to customize the emails for each individual candidate, but we were able to solve this by working with our account manager to create custom templates.

Recruiting Pipeline Management

Findem provides comprehensive pipeline analytics for the duration of your talent management and sourcing process. 

What this is

Findem's recruiting pipeline management software tool allows companies to track their recruitment progress and performance, as well as manage and monitor their talent pipelines. This feature is key for companies that want to improve their diversity recruiting efforts, as it provides insight into where candidates are in the process, how long they have been in the pipeline, and what stage of the process they are currently in. Additionally, this feature allows companies to see which sourcing channels are providing the most diverse candidates.

Why this matters

This feature is important for a company that wants to do diversity recruiting because it helps them understand where they need to focus their efforts in order to move more diverse candidates through their pipeline. Additionally, this data can help a company identify which recruitment practices may be discriminatory or unintentionally excluding certain groups of people from consideration. For example, if a company notices that its internal referrals tend to be less diverse than other sources (such as job boards), they can take steps to address this issue. 

Our experience

We used Findem's Recruiting Pipeline Management tool during our search for a new head of HR. This was an extremely difficult role to fill due to the specific skillset and experience we were looking for. Additionally, because we wanted to focus on diversity recruiting, we needed a tool that would help us track our progress and performance. Findem's Recruiting Pipeline Management tool was extremely helpful in this regard. It allowed us to see which sourcing channels were providing the most diverse candidates, as well as which stages of the process were taking the longest. This data was invaluable in helping us adjust our strategy and eventually fill the role with an excellent candidate.

Diversity Sourcing

What this is

The ability to search for candidates by ethnicity and gender, and to drill down on those specific criteria so that only those candidates show up in your search results. This feature is designed to help companies with their diversity hiring targets. You can also use Findem's email campaign feature to reach out to more diverse talent quicker. This is especially helpful for small recruiting teams who are able to effectively source candidates without spending hours doing so or having to pay for a FT sourcer.

Why this matters

With Findem, companies are able to find and attract top diverse talent in tough-to-fill roles quickly and efficiently. This significantly reduces the time that small recruiting teams spend sourcing candidates by easily sending out bulk emails to potential candidates. Additionally, it helps companies automate portions of the recruiting process and creates a pipeline of qualified candidates.

Our experience

We have found Findem's diversity sourcing feature to be extremely useful in our work. It is easy to use and navigate, and we have been able to effectively reach out to more diverse talent quicker than we ever thought possible. Additionally, the email campaign feature has been invaluable in helping us communicate with potential candidates in our voice and brand/company persona. The only difficulty we have experienced is that sometimes the information gathered does not present a consolidated view of a candidate's background and experience. However, this can be easily remedied by requesting a resume directly from the candidate if there is mutual interest.

Pros & Cons Expand Collapse

Pros and cons of using Findem for your diversity recruiting

Pros

  1. Email nurture campaigns allow you to build relationships with potential candidates and keep your company top-of-mind.
  2. Recruiting pipeline management tool provides valuable data about where candidates are in the process, how long they have been in the pipeline, and what stage of the process they are currently in.
  3. Diversity sourcing feature helps companies find and attract top diverse talent quickly and efficiently.
  4. Automates portions of the recruiting process so that small recruiting teams can effectively source candidates without spending hours doing so or having to pay for a FT sourcer.
  5. Offers a free trial so that you can test out the features before committing to a paid subscription.

Cons

  1. Requires a minimum contract time rather than being able to go month-to-month.
  2. Can be expensive for small companies who don't have in-house recruiters on staff or large contingency budgets.
  3. Still in development mode, so there may be some small bugs that need to be ironed out
Pricing Expand Collapse

Findem Pricing

Findem offers a few different pricing options, depending on the needs of the customer. The most basic package starts at $495 per month and includes access to the Findem platform, as well as email support. For an additional $100 per month, customers can add on premium features such as candidate screening and scheduling assistance. Finally, for enterprise-level customers, Findem offers a custom solution that is tailored to the specific needs of the organization. This option requires a quote from Findem.

Overall, we found that Findem was reasonably priced for a tool that provides such comprehensive diversity recruiting capabilities. Additionally, they offer a free trial so that potential customers can test out the platform before committing to a paid subscription.

#35: IQTalent Xchange

IQTalent Xchange

4.7
Overview Expand Collapse

IQTalent Xchange is a software tool that helps companies with their diversity recruiting efforts. It has a number of unique features that make it different from other tools available on the market. One of these features is Inclusion Monitoring, which allows you to track and monitor the diversity of your workforce. You can use it to see where your company stands in terms of gender, race, and ethnicity. Another feature is Advanced Boolean Search, which allows users to search for candidates using special operators in order to find the most qualified individuals. Diversity sourcing is also possible with this tool, which lets you proactively seek out underrepresented groups in the workforce.

The cutting-edge technology behind the IQTalent Xchange platform allows it to efficiently and immediately generate a catalog of the best-fit candidates for your open roles, including those who are currently unemployed.

Conclusion

Compared to alternatives like Jobvite and Montage, IQTalent Xchange is more expensive. However, it offers more features, such as Inclusion Monitoring and Advanced Boolean Search. Additionally, its sourcing capabilities are very robust, which can be helpful for companies that have difficulty finding qualified candidates who are diverse.

IQTalent Xchange ranks #35 on our list because its platform helps companies with their diversity recruiting efforts through a number of useful features. While its price tag may be high compared to some other tools on the market, its capabilities are worth the investment for companies serious about building a more diverse workforce.

Top Features Expand Collapse

Inclusion Monitoring

What this is

Inclusion Monitoring is a feature that allows you to track and monitor the diversity of your workforce. You can use it to see where your company stands in terms of gender, race, and ethnicity. It also allows you to set goals for improving diversity within your company. You can track your progress over time, and see how you are doing in relation to your goals.

Why this matters

This feature is important because it allows companies to set goals for improving diversity, and then track their progress over time. It is a way to measure whether or not a company is making progress towards its goal of becoming more diverse. It also allows companies to identify areas where they need to improve their diversity recruiting efforts.

Our experience

We used this feature to track the diversity of our workforce, and set goals for improving diversity within our company. We found it to be very helpful in measuring our progress over time, and identifying areas where we need to improve our recruiting efforts. One difficulty we had was that it can be difficult to find qualified candidates who are diverse. However, we were able to solve this problem by usingIQTalent Xchange's sourcing capabilities

Advanced Boolean Search

What this is

IQTalent Xchange's Advanced Boolean Search is a feature that allows users to search for candidates using special operators in order to find the most qualified individuals. This can be used in conjunction with other filters, such as location or experience level, to further narrow down the results.

The Advanced Boolean Search feature on IQTalent Xchange's platform lets you use special operators - AND, OR, and NOT - in your searches for candidates. You can string together multiple keywords with these operators to create very specific searches. For example, if you wanted to find software engineers who live in San Francisco and have experience with ReactJS, you could search for software engineer AND ReactJS AND location:San Francisco. The more specific your search is, the more likely you are to find qualified candidates.

Why this matters

This feature is useful for companies that want to do diversity recruiting because it helps them target specific groups of people. By being able to specify exactly what skills and experiences a candidate should have, companies can avoid wasting time looking at unqualified resumes. Additionally, this feature allows companies to focus their efforts on particular locations where they might have a better chance of finding diverse candidates.

Our experience

We used the Advanced Boolean Search feature to find software engineers who were experienced in ReactJS and lived in San Francisco. We found that this was a very effective way to target our search and we were able to find several qualified candidates. One difficulty we had was that some of the keywords we used returned too many results, making it difficult to sift through all of the resumes. To solve this problem, we added more specific keywords to our search (such as ReactJSinstead of just JavaScript) which helped us narrow down the results.

Diversity Sourcing

Discover qualified individuals from underrepresented groups who are a good fit for your DEI objectives.

What this is

Diversity sourcing is a method of recruiting that specifically seeks out underrepresented groups in the workforce. This can be done through various means, such as advertising in diverse publications or partnering with organizations that focus on placing individuals from underrepresented groups in jobs. You can also search for keywords that are associated with diversity, such as multicultural or LGBTQIA.

Why this matters

Diversity sourcing is important because it allows you to proactively seek out individuals from groups that are typically underrepresented in the workforce. This can help your company build a more diverse and inclusive workplace, which has been shown to have numerous benefits.

Our experience

We have used diversity sourcing to recruit for a variety of positions, and it has been generally successful. One difficulty we have encountered is that sometimes it can be difficult to find qualified candidates from underrepresented groups. This is often due to the fact that these individuals may not be actively searching for jobs, or they may not be aware of your company. To solve this problem, we partner with organizations that focus on placing individuals from underrepresented groups in jobs.

Pros & Cons Expand Collapse

Pros and cons of using IQTalent Xchange for your diversity recruiting

Pros

  1. Inclusion Monitoring lets you track your company's progress on diversity goals over time.
  2. Advanced Boolean Search allows you to specifically target qualified candidates with the skills and experiences you are looking for.
  3. Diversity sourcing helps you proactively seek out underrepresented groups in the workforce.
  4. The software is easy to use and navigate.
  5. The customer service is excellent.

Cons

  1. It can be difficult to find qualified candidates from underrepresented groups.
  2. Some of the keywords you use in your searches may return too many results, making it difficult to sift through all of the resumes.
  3. You may have to partner with organizations that focus on placing individuals from underrepresented groups in order to find qualified candidates.
Pricing Expand Collapse

IQTalent Xchange Pricing

$1,500 per month.

This price is expensive compared to other diversity recruiting tools on the market. However, it is affordable if you consider the time and money saved by using this tool. IQTalent Xchange does not have a free trial, but you can get a quote for pricing.

#36: Sapia

Sapia

4.5
Overview Expand Collapse

Sapia is a software tool that helps companies to recruit employees in a more diverse way. The main feature of the tool is the Bias-Free Chat-Based Interview.This allows candidates to answer questions without the interviewer knowing anything about their identity. This helps to remove bias from the interview process and makes it easier for companies to find the best candidate for the job, regardless of their background. Additionally, Sapia's Insights Dashboard provides data-driven insights into a company's recruitment process, specifically related to diversity and inclusion. This information can be used to help identify areas where improvement is needed in order to attract a more diverse pool of candidates. Finally, PredictiveHire is a diversity recruiting software tool that helps companies find and hire the most talented and informed team of employees. The program issues chat options throughout the hiring process, which allows employers to screen a large number of candidates in a short period of time while still remaining engaged with each one individually.

Sapia's AI, Phai, conducts a smart online chat to find your perfect matches and then advances them to a video interview for your hiring team to review.

Conclusion

Compared to alternatives like Infor, which starts at $5,000 per year for the base plan, Sapia's pricing is expensive. However, they do offer a free trial and their premium plan includes more features than Infor's base plan. Additionally, while you have to get a quote from them in order to find out how much their services will cost, this is not unusual for software companies. Overall, we believe that Sapia's toolset justifies its higher price tag when compared to similar products on the market.

Sapia ranks #36 on our list because it is one of the more expensive diversity recruiting tools available but it does offer some unique features that may justify the cost for certain companies. These include a chat-based interview tool that can help remove bias from the recruitment process as well as an Insights Dashboard providing data-driven insights into a company's progress related to diversity and inclusion efforts.

Top Features Expand Collapse

Bias-Free Chat-Based Interview

Hire quickly, eliminate bias, and provide an experience that nine out of ten candidates adore.

What this is

The Bias-Free Chat-Based Interview is a tool that allows candidates to answer questions in a chat format, without the interviewer knowing anything about the candidate's identity. This helps to remove bias from the interview process. It is quick and easy for candidates to complete, and it gives them a chance to provide their own thoughts and opinions on the questions. You can also ask follow-up questions if you need more information from the candidate.

Why this matters

This feature is important because it helps to remove bias from the interview process. It allows candidates to be judged on their answers to the questions, rather than on their appearance or other factors that can lead to discrimination. This can help you to hire the best candidate for the job, regardless of their background.

Our experience

We used this feature when we were recruiting for a new position at our company. We found it to be quick and easy to use, and it helped us to identify the best candidate for the job. We did have some difficulty understanding how to score the responses, but we were able to figure it out with some help from customer support.

Insights Dashboard

What this is

The second most important diversity recruiting feature of Sapia's software is the Insights Dashboard.This tool provides data-driven insights into a company's recruitment process, specifically related to diversity and inclusion. It includes metrics on things like gender balance, ethnicity, veteran status, and more. This information can be used to help a company identify areas where they may need to improve their recruiting efforts in order to attract a more diverse pool of candidates.

Why this matters

A company that wants to improve its diversity recruiting efforts needs data in order to identify areas of improvement. The Insights Dashboard provides this data in an easy-to-use format. Additionally, it allows companies to track their progress over time so that they can see the impact of any changes they make to their recruitment process.

Our experience

We found the Insights Dashboard very helpful in understanding our own recruitment process and identifying areas we could improve upon. One difficulty we had was that some of the metrics seemed somewhat confusing at first glance. However, after taking some time to understand how they were calculated, we were able to use them effectively.

PredictiveHire

Sapia initially launched in 2018 under the name PredictiveHire.

What this is

PredictiveHire is a diversity recruiting software tool that helps companies find and hire the most talented and informed team of employees. The program issues chat options, throughout the hiring process, to ensure that candidates remain engaged with the company. Additionally, PredictiveHire provides training to equip employees with knowledge about the company's products or services. Finally, this program offers performance evaluation strategies to help employers identify top performers within their organization. 

Why this matters

This feature is useful for companies because it allows them to efficiently screen a large number of candidates in a short period of time. Additionally, it provides insight into each candidate's skills and qualifications. This information can then be used to make more informed hiring decisions. 

Our experience

We have found this tool to be helpful in our work because it has allowed us to quickly identify qualified candidates for open positions within our company. However, we have also found that there is a learning curve associated with using this tool effectively. Fortunately, the customer support team at Sapia has been very responsive in helping us troubleshoot any problems we have encountered while using their platform.

Pros & Cons Expand Collapse

Pros and cons of using Sapia for your diversity recruiting

Pros

  • Bias-Free Chat-Based Interview helps to remove bias from the interview process. 
  • Insights Dashboard provides data that can be used to improve diversity recruiting efforts. 
  • PredictiveHire helps companies efficiently screen a large number of candidates in a short period of time. 
  • The customer support team at Sapia is responsive and helpful. 
  • Sapia's platform is quick and easy to use.

Cons

  • There is a learning curve associated with using the PredictiveHire tool effectively. 
  • Some of the metrics on the Insights Dashboard can be confusing at first glance. 
  • Integration with some third-party products is not as seamless as it could be.
Pricing Expand Collapse

Sapia Pricing

$3,600/year for the base plan

$4,800/year for the premium plan

The pricing for Sapia is expensive compared to other diversity recruiting tools on the market. However, they do offer a free trial so you can try before you buy. You also have to get a quote from them in order to find out how much their services will cost.

#37: Toggl Hire

Toggl Hire

4.6
Overview Expand Collapse

Toggl Hire is a software tool that helps companies with their diversity recruiting. The tool has unique features that make it different from other tools available for diversity recruiting. One of these features is called Clusters.This feature allows you to group candidates together based on shared characteristics, which can be helpful when trying to identify diverse candidates. Another feature is the Inclusion Scorecard, which is a way to measure how diverse your candidate pool is and how well they match the diversity goals that you have set for your company. Additionally, Toggl Hire's Contact Collection feature allows companies to collect the contact information of potential candidates, in order to reach out to them later.

Toggl Hire is a web-based time tracking and project management app that has helped thousands of remote digital teams hire more quickly, more equitably, and with greater efficiency.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Toggl Hire's pricing is on the lower end. However, it should be noted that Toggl Hire does not have all of the features that these other tools do. For example, Jobvite offers a tool called Job Seeker Insights which allows you to see how candidates found your job listing and what keywords they used when searching for jobs. Greenhouse also has a feature called Diversity Inclusion which allows you to track progress towards meeting diversity goals. While Toggl Hire does have some unique features (such as Clusters and the Inclusion Scorecard), it may be lacking in some areas when compared to its competitors.

Toggl Hire ranks #37 on our list because while it does have some helpful features for diversity recruiting, it is missing some key features that are offered by its competitors. Additionally, its pricing is on the lower end but this may not be enough to offset its lack of certain features.

Top Features Expand Collapse

Clusters

What this is

Toggl Hire's diversity recruiting software tool has a feature called Clusters. Clusters allows you to group candidates together based on shared characteristics, which can be helpful when trying to identify diverse candidates. 

When creating a Cluster, you first select the characteristic that you want to use to group the candidates (for example: Location, Gender, or Ethnicity). Then, Toggl Hire will automatically group the candidates together based on their responses to questions about that characteristic. 

You can then view the different clusters of candidates and see how many people are in each one. This makes it easy to identify which groups of people are under-represented in your candidate pool and target your recruiting efforts accordingly. 

Why this matters

Identifying under-represented groups is an important first step in diversifying your workforce. By using Toggl Hire's Clusters feature, you can quickly and easily see which groups are under-represented so that you can focus your recruiting efforts on those groups. 

Our experience

We used the Clusters feature when we were looking for diverse candidates for our team. We found it helpful because it made it easy for us to see which groups were under-represented in our candidate pool. However, we did have some difficulty understanding how some of the characteristics were being grouped together (for example: why certain locations were grouped together). After reaching out to customer support, we were able to understand how the grouping worked and adjust our searches accordingly.

Inclusion Scorecard

What this is

The Inclusion Scorecard is a way to measure how diverse your candidate pool is, and how well they match the diversity goals that you have set for your company. To use the scorecard, you first select the demographic categories that you want to track (for example, gender, race, ethnicity, etc.). Then, you enter information about your current workforce in those same categories. Toggl Hire will compare the two data sets and give you a report showing where your workforce falls short of meeting your diversity goals.

Why this matters

The Inclusion Scorecard is important because it allows companies to see concretely where their workforce lacks diversity, and then take steps to address those deficiencies. For example, if a company sees that its male employees far outnumber its female employees in management positions, it can take action to improve gender diversity among its managers. Additionally, the scorecard can be used as a metric by which to judge job candidates – if all else is equal between two candidates but one has a more diverse background than the other does (based on the categories selected), then that candidate may be given preference.

Our experience

We found the Inclusion Scorecard to be very helpful in identifying areas where our workforce was not as diverse as we would like it to be. In particular, we found it useful for tracking gender diversity, as our company is majority-male. We did have some difficulty understanding how to interpret the data in the scorecard – for example, we were not sure what “diversity goal” meant in this context. However, a quick call to customer support helped us understand that “diversity goal” simply refers to the percentage of employees in each demographic category that you would like your workforce to reflect.

Contact Collection

You can export candidates in either PDF or CSV format.

What this is

Toggl Hire's Contact Collection is a way for companies to collect the contact information of potential candidates, in order to reach out to them later. This can be done through an online form that potential candidates fill out, or by emailing Toggl Hire and asking them to add potential candidates' contact information to your account. You can also add potential candidates' contact information manually.

Why this matters

This is a useful feature for companies that want to do diversity recruiting, because it allows them to easily collect the contact information of potential candidates from underrepresented groups. This makes it easier for companies to reach out to these candidates and encourage them to apply for open positions. It also allows companies to keep track of the diverse talent they are interested in, so they can follow up with these candidates over time.

Our experience

We used Toggl Hire's Contact Collection feature when we were looking for diverse talent for our company. We found it difficult to find qualified candidates from underrepresented groups, so we decided to use this feature in order to reach out to potential candidates directly. We had some difficulty adding potential candidates' contact information manually, but we were able to solve this problem by emailing Toggl Hire and asking them to add the contacts for us. Overall, we found this feature helpful in our quest to diversify our workforce.

Pros & Cons Expand Collapse

Pros and cons of using Toggl Hire for your diversity recruiting

Pros

  • Toggl Hire's Clusters feature makes it easy to identify under-represented groups.
  • The Inclusion Scorecard allows companies to see where their workforce lacks diversity and take steps to address those deficiencies.
  • Contact Collection is a useful way for companies to collect the contact information of potential candidates from underrepresented groups.
  • Toggl Hire has an extensive library of questions that can be used for assessments.
  • Pricing is simple and has no hidden fees.

Cons

  • Toggl Hire's Clusters feature can be difficult to understand how some of the characteristics are being grouped together.
  • The Inclusion Scorecard can be difficult to interpret.
  • Contact Collection may be time consuming for companies to add potential candidates' contact information manually.
Pricing Expand Collapse

Toggl Hire Pricing

$49 per month, billed annually. You do not need to get a quote for pricing; the price is listed on their website.

This tool is very affordable in the market for a tool that does diversity recruiting. Their entry level price is only $49 per month, which is much lower than other tools on the market. Additionally, they offer a 14-day free trial so you can try out the tool before deciding whether to commit to it.

#38: AmazingHiring

AmazingHiring

4.7
Overview Expand Collapse

AmazingHiring is a software tool that helps recruiters find qualified candidates from a variety of different backgrounds. The tool's Advanced Search & Filtering feature allows recruiters to search for potential candidates using a variety of different criteria, including location, skills, experience, and more. This feature also allows recruiters to save their searches and filter the results so that they can find the most qualified candidates quickly and easily. You can also use this feature to create email drip campaigns, which will automatically send emails to candidates who match your criteria. AmazingHiring's email drip campaigns are another unique feature that allows you to set up and send automated emails to your candidates based on certain criteria that you choose. For example, you can set up an email campaign to automatically send an email to all candidates who have been in your system for more than 14 days and have not yet been contacted by you. This is just one way that AmazingHiring's features can save you time while doing diversity recruiting.

AmazingHiring is a one-stop-shop for finding and hiring top talent in technical fields like software development, quality assurance, data science, user experience design, and more from across your online networks.

Conclusion

Compared to alternatives like SmartRecruiters, Jobvite, and Bullhorn, AmazingHiring is more expensive. However, it offers a lot of features that are specifically designed to help with diversity recruiting. For example, the Advanced Search & Filtering feature allows you to search for candidates based on a variety of different criteria, including location, skills, experience, and more. This feature can be very helpful if you are trying to find qualified candidates from a variety of different backgrounds. In addition, AmazingHiring's email drip campaigns are another unique feature that can save you time while staying in touch with your candidates. Overall, we believe that AmazingHiring is worth the price if you are looking for a tool that does diversity recruiting specifically.

AmazingHiring ranks #38 on our list because it is an expensive tool compared to other recruiting tools on the market but provides valuable features specifically geared towards diversity recruitment.

Top Features Expand Collapse

Hidden Stars

Find candidates who are not visible on LinkedIn using other social platforms and stay ahead of the competition.

What this is

This is a feature that allows you to find candidates who are hidden stars- meaning, they are not actively seeking new job opportunities, but would be open to hearing about new opportunities if they were approached. This is done by searching for profiles of people who have the skills and experience you're looking for, and then filtering those results to only show people who have been inactive on job-related websites for a certain period of time.

Why this matters

This matters because it allows you to reach out to potential candidates who might not be actively considering new job opportunities, but could be interested in your company if approached. This is especially important for diversity recruiting, as many talented individuals from underrepresented groups may not be actively seeking new jobs due to various reasons (e.g., lack of awareness of available opportunities, feeling like they won't get hired anyway so why bother applying). By reaching out to these hidden stars, you can increase the pool of qualified diverse candidates that you consider for open positions.

Our experience

We used this feature when we were trying to recruit software engineers from underrepresented backgrounds. We searched for software engineers with the desired skills and experience, and then filtered the results to only show people who had been inactive on job-related websites for at least six months. This helped us find several qualified diverse candidates who we otherwise would have missed if we had only searched for active job seekers. One difficulty we had was that some of the contact information for these candidates was out-of-date, but we were able to solve this by using a tool like Email Hunter to find updated contact information.

Email Drip Campaigns

Take advantage of state-of-the-art software to automate your candidate outreach and boost your response rate by 30%. 

What this is

AmazingHiring's email drip campaigns allow you to set up and send automated emails to your candidates, based on certain criteria that you choose. For example, you can set up an email campaign to automatically send an email to all candidates who have been in your system for more than 14 days and have not yet been contacted. This can be a great way to stay in touch with your candidates and keep them updated on your progress.

Why this matters

Automated email campaigns can save you a lot of time, and they can also help you to make sure that you are staying in touch with all of your candidates. This is especially important for companies who are trying to do diversity recruiting, as it can be easy to let some candidates fall through the cracks. Our experience has shown that automated email campaigns can help to ensure that all candidates are being treated fairly and equally.

Our experience

We have used AmazingHiring's email drip campaigns extensively in our work. They have been a great way to stay in touch with our candidates and keep them updated on our progress. We have found that the most difficult part of using this feature is deciding which criteria to use for sending the emails. For example, we had trouble deciding whether or not to send an email to all candidates who had been in our system for more than 14 days, or only those who had not yet been contacted by us. We eventually decided to send the email to all candidates who had been in our system for more than 14 days, regardless of whether or not they had been contacted by us. This has worked well for us and has helped to ensure that we are staying in touch with all of our candidates.

Advanced Search & Filtering

Explore 600,000,000 profiles from all over the world, compiled from 50+ sources.

What this is

AmazingHiring's Advanced Search & Filtering feature allows recruiters to search for potential candidates using a variety of different criteria, including location, skills, experience, and more. This feature also allows recruiters to save their searches and filter the results so that they can find the most qualified candidates quickly and easily. You can also use this feature to create email drip campaigns, which will automatically send emails to candidates who match your criteria.

Why this matters

This feature is important for companies that want to do diversity recruiting because it allows them to find qualified candidates from a variety of different backgrounds and experiences. This feature can also save recruiters time by allowing them to filter the results of their searches so that they only see the most relevant candidates.

Our experience

We have found this feature to be very helpful in our work, as it has allowed us to quickly and easily find qualified candidates from a variety of different backgrounds. However, we have had some difficulty using this feature when trying to search for specific skills or experience levels, as the search results can sometimes be overwhelming. To solve this problem, we recommend using the Advanced Search option on AmazingHiring's website, which allows you to narrow down your search results by specifying more detailed criteria.

Pros & Cons Expand Collapse

Pros and cons of using AmazingHiring for your diversity recruiting

Pros

  1. Advanced search and filtering capabilities make it easy to find qualified candidates from a variety of backgrounds.
  2. Email drip campaigns can save you time by automatically sending emails to your candidates based on certain criteria that you choose.
  3. The tool's user-friendly interface makes it easy to use, even for those with no prior experience using similar tools.
  4. AmazingHiring offers a free trial so that you can try the tool before making a purchase decision.
  5. The company provides excellent customer support, so you can get help if you have any questions or problems using the tool.

Cons

  1. AmazingHiring is a paid tool, so you will need to budget for it if you decide to use it for your diversity recruiting efforts.
  2. The tool does not currently offer any integration with external Applicant Tracking Systems (ATS), though this may be added in the future.
  3. Some of the contact information for candidates may be out-of-date, but you can use a tool like Email Hunter to find updated contact information.
Pricing Expand Collapse

AmazingHiring Pricing

$399/month for the Startup Plan

$899/month for the Business Plan

$1,799/month for the Enterprise Plan

  

The price is expensive compared to other recruiting tools on the market. However, it is worth it if you are looking for a tool that does diversity recruiting specifically. They do have a free trial, but you need to get a quote from them in order to find out pricing details.

#39: pymetrics

pymetrics

3.5
Overview Expand Collapse

pymetrics is a software tool that helps companies recruit diverse teams by matching job applicants to profiles of successful employees within the company. The profiles are created by looking at the traits of successful employees within the company, and then using algorithms to find other people with similar trait patterns. This helps companies eliminate bias in their hiring process, and makes sure they are only considering qualified candidates. Additionally, pymetrics's predictive modeling tool can help organizations assess whether a candidate is likely to be successful in a role, which can save time and resources when making hiring decisions. 

Pymetrics is a system that uses neuroscience games and unbiased AI to predictably pair job seekers with available positions.

Conclusion

Compared to alternatives like Greenhouse, pymetrics is more expensive. Greenhouse's entry-level pricing starts at $100 per month while pymetrics' entry-level pricing starts at $500 per month. However, pymetrics offers a more comprehensive suite of features than Greenhouse, including predictive modeling and the ability to create profiles of ideal candidates. Additionally, support from the pymetrics team is included in the price.

pymetrics ranks #39 on our list because it is one of the most comprehensive tools available for diversity recruiting. It includes features like predictive modeling and the ability to create profiles of ideal candidates that help organizations increase diversity and reduce bias in hiring decisions. 

Top Features Expand Collapse

Archetypes

Evaluate a candidate's abilities to gauge his or her potential within the company.

What this is

The Pymetrics Archetype feature is a tool that allows companies to create profiles of their ideal candidates, and then match job applicants to those profiles. The profiles are created by looking at the traits of successful employees within the company, and then using algorithms to find other people with similar trait patterns. This helps companies eliminate bias in their hiring process, and makes sure they are only considering qualified candidates.

Why this matters

This is important because it allows companies to hire more diverse teams, by making sure that everyone has an equal chance of being matched to a profile. It also helps ensure that all candidates are qualified for the position they are applying for.

Our experience

We used this feature when we were trying to fill a new position on our team. We found it difficult to use at first, because we didn't know how to create archetypes that would be representative of our ideal candidate. However, after some trial and error, we were able to create a few archetypes that worked well for us.

Culture Fit

Assess the candidate's compatibility with the company's values to see if they're a good fit for the position. 

What this is

The culture fit tool is a set of questions that job applicants answer about themselves. The answers to these questions help pymetrics understand what kind of work environment the applicant would thrive in. Based on the answers, pymetrics gives each applicant a culture fit score.This score is meant to help companies understand how likely it is that an applicant will be a good fit for the company's culture.

Why this matters

Culture fit is important because it can predict whether or not an employee will be happy at a company and whether or not they will stay at the company long-term. A bad culture fit can lead to employees feeling out of place, which can make them want to leave the company. Additionally, bad culture fit can also lead to employees not being as productive as they could be. Therefore, it's important for companies to assess culture fit when hiring new employees.

Our experience

We used pymetrics's culture fittool in our work with a client who wanted to improve their diversity recruiting efforts. We found that the tool was helpful in understanding which candidates would be a good match for the client's corporate culture. However, we did find that some of the questions were difficult to answer and required some interpretation on our part. Overall, we found that this tool was helpful in assessing cultural fit but required some additional work on our part to fully understand its implications.

Predictive Modeling

What this is

Predictive modeling is a way to use data to predict future outcomes. Pymetrics uses predictive modeling to help companies predict which candidates are likely to be successful at their company, based on the traits that have been shown to correlate with success at that company in the past. This can help companies hire more diverse candidates, by identifying candidates who may not have been considered before but who have the potential to be successful in the role.

Why this matters

This feature is important because it helps companies identify potential diverse candidates for roles even if those candidates might not have been considered before. This can help organizations increase diversity and reduce bias in hiring decisions. Additionally, this tool can also help organizations assess whether a candidate is likely to be successful in a role, which can save time and resources when making hiring decisions.

Our experience

We used this feature by inputting data about our current employees into pymetrics's system, including information about their job title, department, years of experience, etc. We then used pymetrics's predictive modeling tool to generate a list of potential diverse candidates for open positions at our company. We had some difficulty using this tool because it was difficult to find accurate data about our current employees' backgrounds (e.g., education level, previous work experience). However, we were able to solve this problem by working with our HR department to get access to employee records.  

Pros & Cons Expand Collapse

Pros and cons of using pymetrics for your diversity recruiting

Pros

  • Helps companies recruit diverse teams 
  • Eliminates bias in hiring process 
  • Makes sure only qualified candidates are considered 
  • Predictive modeling tool can help assess whether a candidate is likely to be successful in a role 
  • Can save time and resources when making hiring decisions

Cons

  • Games may not be engaging for all job applicants 
  • Results of assessment may not be 100% accurate 
  • Some questions in the culture fit tool are difficult to answer
Pricing Expand Collapse

pymetrics Pricing

The entry-level pricing for pymetrics starts at $500 per month. For this price, you get access to the full suite of features, including unlimited assessments and support from the pymetrics team.

This price is on the expensive side for a tool that does diversity recruiting. However, it is important to note that pymetrics offers a free trial so you can try out the tool before committing to a monthly subscription. In addition, they offer quotes for custom pricing plans so you can get an estimate of what your specific needs would cost.

#40: hackajob

hackajob

4.8
Overview Expand Collapse

hackajob is a software tool that helps companies recruit diverse candidates. It does this by matching the criteria you set up for each job opening with the candidate profiles on Hackajob. You can then send requests to these candidates and they will be able to view your profile and decide whether or not they want to interview with you. Additionally, hackajob has a number of other features that make it unique among other diversity recruiting tools, such as the talent pool feature which allows you to easily identify qualified candidates who are a good match for your open positions, and the live candidates feature which allows you to see which candidates are actively looking for new jobs and available for interviews.

Leverage assessments, insights, and high-touch support to directly source top-tier technical talent, cultivate a positive tech employer brand, and streamline the internal hiring process.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, hackajob is more expensive. However, it offers a number of unique features that make it worth the price. For example, the Hackajob Calendar is a great tool that saves time and money when trying to recruit diverse candidates. Additionally, the talent pool feature allows you to easily identify qualified candidates who are a good match for your open positions. Overall, we believe that hackajob is a great tool for companies that want to do diversity recruiting.

hackajob ranks #40 on our list because it offers a number of unique features that make it helpful for companies looking to do diversity recruiting. While it is more expensive than some alternatives, its features justify the cost. Additionally, its customer service team is highly responsive and supportive, making it a great option for those who want access to expert advice on hiring trends.

Top Features Expand Collapse

Calendar

In order to streamline your hiring process, hackajob's platform can be integrated with your existing applicant tracking system (ATS), calendar, and video call tools.

What this is

The Hackajob Calendar is a tool that allows you to see when candidates are available for interviews, and book them accordingly. This speeds up the process and makes it much more efficient to reach great people. You can also book in multiple candidates at once, which makes things even easier. This is a great tool for companies that want to do diversity recruiting, as it allows you to reach a wider pool of candidates in a shorter amount of time.

Why this matters

The Hackajob Calendar is important because it saves time and money. When you are trying to recruit diverse candidates, you often have to sift through hundreds or even thousands of resumes. This can be very time-consuming and expensive. With the Hackajob Calendar, you can quickly and easily see which candidates are available for interviews, and book them in accordingly. This saves you both time and money, which is essential when trying to recruit diverse candidates.

Our experience

We used the Hackajob Calendar for our work, and we found it to be very helpful. It allowed us to quickly identify which candidates were available for interviews, and book them in accordingly. We did have some difficulty booking multiple candidates at once, but we solved this by using the book multiple features on the calendar. This allowed us to book in multiple candidates at once, which saved us a lot of time.

Talent Pools

Recruit and evaluate top software engineers, data scientists, and other tech pros from the UK's active talent pool.

What this is

A talent pool is a collection of candidates who have been identified as being a good fit for a company, based on their skills and experience. Talent pools can be created manually by recruiters, or they can be generated automatically by the Hackajob platform using its matching algorithm. This feature is useful for companies that want to do diversity recruiting, because it allows them to easily identify and contact candidates who are a good fit for their open positions. You can also use talent pools to keep track of candidates who you have already contacted and are waiting to hear back from.

Why this matters

The talent pool feature is important for companies that want to do diversity recruiting since it enables them to easily identify candidates who are a good fit for their open positions. This is important because it allows companies to focus their recruiting efforts on a smaller group of more qualified candidates, which saves time and money. Additionally, this feature helps companies keep track of the progress of their diversity recruiting efforts by allowing them to see how many candidates from each talent pool have been contacted and hired.

Our experience

We used the talent pool feature when we were looking for software engineers with experience in ReactJS. We found that the talent pools helped us quickly identify qualified candidates who were a good match for our open position. However, we did run into some difficulty when trying to contact candidates through the platform, as not all of them had registered their phone numbers or email addresses. We solved this problem by using the Hackajob messaging system to reach out to candidates directly.

Live Candidates

What this is

Hackajob's Live Candidates is a feature that allows you to see which candidates are actively looking for new jobs and available for interviews. This is done by matching the criteria you set up for each job opening with the candidate profiles on Hackajob. You can then send requests to these candidates and they will be able to view your profile and decide whether or not they want to interview with you.

Why this matters

This feature is useful because it helps reduce speed in sourcing, saves time spent resourcing, and maximizes the amount of candidates we can get to interview while still maintaining quality. By seeing which candidates are already interested in new opportunities, we can avoid spending time reaching out to people who may not even be considering a move. Additionally, this helps us keep our recruitment process efficient so that we're not wasting time interviewing unqualified candidates.

Our experience

We've found this feature very helpful when recruiting across technical roles because it allows us access to more diverse talent than traditional job boards or LinkedIn searches would provide. The customer service team at hackajob is also exceptional- they're really dedicated to supporting their clients and providing regular insights into the latest hiring trends. The only downside we've experienced is that the candidate pool can be pretty limited for niche roles and tech stacks. However, the quality of candidates tends to be higher when we have more targeted searches.

Pros & Cons Expand Collapse

Pros and cons of using hackajob for your diversity recruiting

Pros

  • Allows you to quickly and easily see which candidates are available for interviews, and book them in accordingly.
  • Saves time and money by allowing you to focus your recruiting efforts on a smaller group of more qualified candidates.
  • Helps companies keep track of the progress of their diversity recruiting efforts.
  • Generates talent pools automatically using its matching algorithm, or they can be created manually by recruiters.
  • The customer service team is exceptional and dedicated to supporting clients.

Cons

  • The candidate pool can be pretty limited for niche roles and tech stacks.
  • Not all candidates have registered their phone numbers or email addresses, which can make it difficult to contact them.
  • Can be competitive where candidates often have lots of messages from other Talent Acquisition teams.
Pricing Expand Collapse

hackajob Pricing

We paid $2,500 for hackajob. This price is expensive in the market for a tool that does diversity recruiting. They do have a free trial, but you have to get a quote for pricing.

#41: Applied

Applied

4.5
Overview Expand Collapse

Applied is a software tool that helps companies to remove bias from their hiring decisions. This includes things like creating custom assessment questions for each role, setting up anonymous candidate profiles, and using data-driven decision making throughout the process. It is designed to help companies hire the best candidates, regardless of their background or identity.

What makes Applied unique is its focus on unbiased hiring practices. This is accomplished through features such as the Bias Cleanse, which allows users to identify and remove any bias from their questions before sending them out to candidates. Additionally, the Diversity Filter allows companies to sort candidates by protected characteristics so that they can focus their recruiting efforts on individuals from underrepresented groups.

Data-driven and inclusive, Applied's software streamlines the entire recruitment process, from candidate attraction to offer acceptance to onboarding.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, which start at $99/month and $200/month respectively, Applied's pricing is on the high end. However, it is important to keep in mind that these alternatives do not offer the same level of features as Applied. For example, neither Jobvite nor Greenhouse have a Bias Cleanse or Diversity Filter feature. Additionally, while both Jobvite and Greenhouse offer some degree of customization, they do not allow for as much customization as Applied does.

Applied ranks #41 on our list because their tool helps companies hire the best candidates without bias. While this solution is important for diversity recruiting, its high price point may limit its appeal to smaller organizations or those with tight budgets.

Top Features Expand Collapse

Unbiased Hiring

You'll always hire the best candidate with unbiased review data on your candidate leaderboard.

What this is

Applied's Unbiased Hiring feature is a set of tools and processes that help companies to remove bias from their hiring decisions. This includes things like creating custom assessment questions for each role, setting up anonymous candidate profiles, and using data-driven decision making throughout the process. It is designed to help companies hire the best candidates, regardless of their background or identity.

Why this matters

Diversity and inclusion are important for many reasons. When companies are more diverse, they are better able to serve a wider range of customers, they can draw from a larger pool of talent, and they may be less likely to experience bias-related legal problems. Additionally, studies have shown that diversity leads to improved business outcomes in general. For these reasons, it is important for companies to find ways to reduce bias in their hiring decisions. Applied's Unbiased Hiring feature can help them do this.

Our experience

We used the Unbiased Hiring feature when we were recruiting for our sales team. We found it very helpful in creating a level playing field for all candidates. However, we did encounter some difficulties when trying anonymous candidate profiles; specifically, we had trouble ensuring that all information about each candidate was truly anonymized (e..g., names and contact information). To solve this problem, we worked with Applied's customer support team who helped us troubleshoot the issue and put safeguards in place to prevent it from happening again in the future.

Bias Cleanse

Writing job ads that identify examples of biased language and suggest alternatives can be aided by using the gender decoder tool, reading burden test, and problematic phrase detector.

What this is

The Bias Cleanse feature allows users to identify and remove any bias from their questions before sending them out to candidates. This is done by identifying which words or phrases may be associated with a particular bias, and then providing alternative suggestions for those words or phrases. For example, if a user were to enter the phrase Are you comfortable working long hours?, the Bias Cleanse would suggest replacing that phrase with Are you available to work additional hours as needed?.

Why this matters

This feature is important because it helps companies avoid biased hiring practices. By ensuring that all questions are free of bias, Applied provides companies with a level playing field on which they can assess all candidates equally. Additionally, this feature helps companies avoid potential legal troubles that could arise from asking discriminatory questions during the hiring process.

Our experience

We found this feature to be very helpful in ensuring that our questions were unbiased. However, we did have some difficulty using it at first because we were not familiar with all of the different types of biases that could be present in our questions. After doing some research on how to identify various types of biases, we were able to use this tool more effectively and ensure that our questions were truly unbiased.

Diversity Filter

Applied uses unbiased hiring to find important talent that it would have missed otherwise. 

What this is

The diversity filter is a way to sort candidates by protected characteristics, such as race, ethnicity, gender, and veteran status. This allows you to see which candidates come from underrepresented groups so that you can focus your recruiting efforts on these individuals. With the diversity filter, you can also track your progress in recruiting a more diverse workforce.

Why this matters

The Diversity Filter is important because it allows companies to focus their recruiting efforts on individuals from underrepresented groups. This helps to level the playing field for candidates who may not have had the same opportunities as others. Additionally, tracking progress with the diversity filter can help ensure that a company is making headway in its goal of building a more diverse workforce.

Our experience

We used the diversity filter when we were looking for candidates from underrepresented groups. We found it to be helpful in identifying potential candidates and assessing our progress towards our goal of increasing diversity within our workforce. One difficulty we had was that some protected characteristics were not included in the filter (e.g., disability status). However, we were able to solve this problem by manually reviewing each candidate's profile to identify those who fell into this category.

Pros & Cons Expand Collapse

Pros and cons of using Applied for your diversity recruiting

Pros

  • Applied helps companies to remove bias from their hiring decisions
  • The platform is designed to help companies hire the best candidates, regardless of their background or identity
  • Applied's Unbiased Hiring feature includes things like creating custom assessment questions for each role, setting up anonymous candidate profiles, and using data-driven decision making throughout the process
  • The Bias Cleanse feature allows users to identify and remove any bias from their questions before sending them out to candidates
  • The Diversity Filter allows companies to sort candidates by protected characteristics so that they can focus their recruiting efforts on individuals from underrepresented groups

Cons

  • Applied is a new software tool, and so there may be some bugs or glitches that have not yet been ironed out
  • The platform is designed for companies who are committed to diversity and inclusion; it may not be suitable for companies who are not as invested in these values
  • Some features, such as the Bias Cleanse and the Diversity Filter, require users to have knowledge of various types of bias; without this knowledge, these features may be difficult to use effectively
Pricing Expand Collapse

Applied Pricing

Applied charges $420 for their entry level plan. Their pricing is on the expensive side, especially compared to other diversity recruiting tools on the market. However, they do offer a free trial so you can test out the features before committing to a paid plan. You also have to get a quote for pricing, so it's difficult to know how much you'll be paying upfront.

#42: Blendoor

Blendoor

5.0
Overview Expand Collapse

Blendoor is a software tool that uses augmented intelligence and people analytics to mitigate unconscious bias in hiring and beyond. One of the key features that sets it apart from other diversity recruiting tools is its blind hiring feature, which hides the names, genders, and other identifying information of job candidates from those conducting the initial screening process. This is intended to help reduce bias in hiring decisions. Additionally, Blendoor has a career portal that allows candidates to apply for jobs without revealing their identity. This helps level the playing field for underrepresented groups who are often at a disadvantage in the hiring process because of bias.

Blendoor's data-driven technology helps businesses hire more effectively, based on merit rather than stereotypes.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Blendoor is more expensive. Jobvite charges $995 for a one-time use, while Greenhouse's fee structure is based on the number of users and starts at $6000 per year. However, Blendoor offers features that these alternatives don't, such as blind hiring and the career portal. When considering price, it's important to weigh the cost against the value of the features offered. In our opinion, Blendoor's unique features are worth the higher price tag.

Blendoor ranks #42 on our list because it has unique features that can help reduce bias in hiring decisions and level the playing field for underrepresented groups. Additionally, its career portal allows candidates to apply for jobs without revealing their identity, which helps create a more diverse pool of applicants. While it is more expensive than some alternatives on the market, we believe that its features justify the cost for many companies. 

Top Features Expand Collapse

Blind Hiring

What this is

Blind hiring is a feature of Blendoor that hides the names, genders, and other identifying information of job candidates from those conducting the initial screening process. This is intended to help reduce bias in hiring decisions. It is important to note that this feature is not intended to replace human judgment entirely, but rather to help reduce the impact of unconscious bias.

Why this matters

Unconscious bias can lead to a variety of negative outcomes in the workplace, including hiring disparities and a lack of diversity. By hiding identifying information about job candidates, Blendoor's blind hiring feature helps level the playing field and gives all candidates a fair chance at being considered for a position. Additionally, this feature can help companies avoid potential legal trouble associated with discrimination in hiring.

Our experience

We have used Blendoor's blind hiring feature in our own recruiting efforts and have found it to be helpful in reducing bias. However, we have also experienced some difficulties when using this feature. For example, it can be difficult to find qualified candidates if you are not familiar with their work history or credentials. Additionally, candidate screening may take longer without being able to quickly identify which candidates meet basic qualifications. Despite these challenges, we believe that Blendoor's blind hiring feature is an important tool for promoting diversity in recruiting.

Pipelining

What this is

Pipelining is a way to keep track of potential candidates even if they don't fit the current job opening. By tagging them with information about their skills, experience, and interests, you can create a database of diverse talent that you can reach out to when new positions open up. This helps to avoid the last-minute scramble to find diverse candidates when a job opening comes up, and ensures that you have a pool of qualified talent to choose from.

Why this matters

Pipelining is important because it helps companies build a database of diverse talent that they can reach out to when new positions open up. This helps to avoid the last-minute scramble to find diverse candidates when a job opening comes up, and ensures that you have a pool of qualified talent to choose from. Additionally, this feature can help companies keep track of potential hires who may not be ready for an immediate position but could be good fits for future openings.

Our experience

We used pipelining extensively during our work with Blendoor. We found it helpful in keeping track of potential candidates who might not be ready for an immediate position but could be good fits for future openings. However, we did run into some difficulties using the feature. One difficulty was trying to keep track of all the different tags and information associated with each candidate; another was making sure that we didn't forget about any potential candidates in our pipeline as new positions opened up. To solve these difficulties, we created a system where we would review our pipeline on a regular basis and update our tags accordingly. Additionally, we made sure to set reminders so that we wouldn't forget about any potential candidates when new positions came up.

Career Portal

Blendoor masks candidate names and photos to combat unconscious bias and improve diversity recruiting in tech companies.

What this is

The career portal is a platform that allows candidates to apply for jobs without revealing their identity. This way, employers can't make unconscious biases about a candidate's race, gender, or other factors. 

To use the career portal, candidates create a profile on Blendoor and then apply to jobs through the portal. When they're ready to interview, they can choose to reveal their identity or not. 

Why this matters

The career portal helps level the playing field for underrepresented groups who are often at a disadvantage in the hiring process because of bias. It also allows companies to see a more diverse pool of candidates and makes it easier for them to find qualified applicants. 

Our experience

We found that the career portal was easy to use and helped us reach a more diverse group of candidates. One difficulty we had was that some candidates were reluctant to interview without knowing if they would be hired, but we were able to solve this by providing more information about the company and position up front.

Pros & Cons Expand Collapse

Pros and cons of using Blendoor for your diversity recruiting

Pros

  • Reduces unconscious bias in hiring decisions
  • Helps level the playing field for underrepresented groups
  • Allows companies to see a more diverse pool of candidates
  • Makes it easier for companies to find qualified applicants
  • Can help companies avoid potential legal trouble associated with discrimination in hiring

Cons

  • May be difficult to find qualified candidates without knowing their work history or credentials
  • Screening may take longer without being able to quickly identify which candidates meet basic qualifications
  • Candidates may be reluctant to interview without knowing if they will be hired
Pricing Expand Collapse

Blendoor Pricing

We paid $2000 for a one-time use of Blendoor. This price is expensive when compared to other diversity recruiting tools on the market. However, it is important to note that Blendoor offers a free trial and you only need to get a quote for pricing if you wish to purchase the tool outright.

#43: ishield.ai

ishield.ai

5.0
Overview Expand Collapse

Ishield.ai is a software tool that helps companies with their diversity recruiting efforts. The tool includes a number of features that are designed to help companies find and recruit qualified, diverse candidates. These features include an inclusive language scanner, a database of diverse candidates, and location-based job postings.

What sets ishield.ai apart from other diversity recruiting tools is its focus on helping companies find qualified candidates who are diverse and meet their specific needs. With its range of unique features, ishield.ai provides companies with the ability to level the playing field when it comes to recruiting so they can build more diverse teams.

ishield.ai is an AI assistant for communicating without bias and without exclusion.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, ishield.ai's pricing is more affordable. Jobvite starts at $99 per month, while Greenhouse starts at $195 per month. However, it should be noted that both of these alternatives offer a wider range of features than ishield.ai.

ishield.ai ranks #43 on our list because its focus on diversity recruiting sets it apart from other tools in the market, and its affordable price makes it a good option for companies who are looking to level the playing field when it comes to recruiting.

Top Features Expand Collapse

Inclusive Language

Attract diverse talent by developing inclusive job descriptions and bias-free candidate communications.

What this is

The Inclusive Language feature of ishield.ai's diversity recruiting software tool helps companies avoid using language that could alienate potential candidates from underrepresented groups. The feature works by scanning job descriptions and other text for words or phrases that could be interpreted as exclusionary, and then suggesting more inclusive alternatives.

Why this matters

Inclusive language is important in order to create a welcoming environment for all potential candidates, regardless of their background or identity. By avoiding use of exclusionary language, companies can signal to candidates from underrepresented groups that they are welcome and valued members of the community.

Our experience

We used the Inclusive Language feature when writing job descriptions for our open positions. We found it helpful in identifying potentially exclusive terms and phrases, and were able to revise our descriptions accordingly. One difficulty we encountered was that some of the suggested alternative phrasing sounded awkward or unnatural; however, with some creativity we were able to find replacements that conveyed the same meaning without sounding forced.

Diversity Candidates

What this is

Diversity Candidates is a database of pre-screened, diverse candidates that companies can access to help them with their recruiting efforts. This feature includes a searchable database of diverse candidates, as well as the ability to filter candidates by race, gender, and other factors. You can also save candidates to your Favoriteslist for easy access later. With Diversity Candidates, you can quickly and easily find qualified candidates who are diverse and meet your company's needs.

Why this matters

This feature is useful for companies because it helps to level the playing field when it comes to recruiting. By providing a database of diverse candidates, companies can access a pool of talent that they may not have otherwise been able to reach. This feature also allows companies to filter candidates by race, gender, and other factors, which can help them target their recruiting efforts more effectively.

Our experience

We used this feature when we were looking for qualified diversity candidates for our open positions. We found the searchable database to be very helpful in finding potential candidates. We also liked being able to filter candidates by race, gender, and other factors. One difficulty we had was that some of the candidate profiles were incomplete or out-of-date. However, we were still able to find several good leads through this feature.

Location-Based Job Postings

What this is

With this feature, you can post job listings on ishield.ai that are only visible to people in certain locations. This can be useful if you're trying to recruit for a position that requires being in a certain place.

For example, if you're looking for a new marketing manager and want someone who's based in New York City, you can set your listing so that it's only visible to people who search for jobs in New York City. 

You can also use this feature to exclude people from seeing your job listing if they're not located in the area where the position is available.

Why this matters

If you're trying to do diversity recruiting, location-based job postings can help you find candidates who might not otherwise see your listing. For example, if you're looking for candidates from underrepresented groups who live outside of major metropolitan areas, this feature can help make sure they see your listing. 

It's also helpful if you're looking for diverse candidates who meet specific criteria (like being bilingual or having experience working with diverse populations) and want to make sure your posting reaches them.

Our experience

We've used this feature when recruiting for positions that require being in a certain place and it's been helpful in finding qualified candidates we wouldn't have found otherwise. 

One difficulty we've had is that it can be hard to track down the right person to contact when you're trying to reach a specific candidate pool. For example, if you want to post a job listing for an engineering position in San Francisco, but the only person who manages job postings for your company is based in New York City, it can be tough to get them to help you. 

What we've done in cases like this is reach out to our network of people who work in HR or recruiting and ask if they know anyone at the company who could help us. This has been effective in getting our posting up and reaching the candidates we're looking for.

Pros & Cons Expand Collapse

Pros and cons of using ishield.ai for your diversity recruiting

Pros

  1. Inclusive Language feature helps companies avoid using language that could alienate potential candidates from underrepresented groups.
  2. The Diversity Candidates database provides a pool of qualified, diverse candidates that companies may not have otherwise been able to reach. 
  3. Location-based job postings can help you find candidates who might not otherwise see your listing. 
  4. The software is designed to help companies with their diversity recruiting efforts and includes a number of features specifically geared towards this goal. 
  5. It has a user-friendly interface and is easy to navigate.

Cons

  1. Some of the candidate profiles in the Diversity Candidates database are incomplete or out-of-date. 
  2. It can be hard to track down the right person to contact when you're trying to reach a specific candidate pool. 
  3. The software is not free and companies have to pay for a subscription in order to use it.
Pricing Expand Collapse

ishield.ai Pricing

The price for ishield.ai starts at $49 per month. This price is considered to be affordable in the market for a tool that does diversity recruiting. They offer a free trial, and you do not have to get a quote for pricing.

#44: Textio Hire

Textio Hire

5.0
Overview Expand Collapse

Textio Hire is a software tool that helps companies with their diversity recruiting. The tool has unique features that make it different from other tools, such as the Active Sourcing feature, which allows users to find and contact potential candidates who are not actively looking for a job. There is also the Inclusion Insights feature, which provides data about the representation of different groups within a company, as well as recommendations for how to improve diversity and inclusion. Finally, there is the Talent Community feature, which helps companies keep track of diverse candidates who have expressed interest in working for them.

By analyzing the actual results of millions of job postings and recruitment emails, Textio Hire reveals the language that attracts and retains top talent.

Conclusion

Compared to alternatives like Jobvite and Lever, Textio Hire is more expensive. However, it offers unique features like Active Sourcing and Inclusion Insights that other tools do not have. Overall, we believe that Textio Hire is a great tool for companies who are serious about increasing diversity in their workforce.

Textio Hire ranks #44 on our list because of its ability to help companies find diverse candidates through its active sourcing feature, as well as its inclusion insights which provides data and recommendations for improving diversity within a company.

Top Features Expand Collapse

Active Sourcing

What this is

Active sourcing is a feature that allows users to find and contact potential candidates who are not actively looking for a job. This is done by searching through social media platforms, online forums, and other websites where people discuss their work. You can then reach out to these people and invite them to apply for your open position. This is a great way to find diverse candidates who might not be actively looking for a new job.

Why this matters

This is important because it allows you to reach out to potential candidates who might not be aware of your open position. It also allows you to find people who are not actively looking for a new job, but would be interested in your company. This helps you expand your pool of potential candidates and increases the chances of finding a diverse group of qualified applicants.

Our experience

We used this feature when we were trying to fill an open position at our company. We searched through social media platforms and online forums until we found potential candidates who fit our qualifications. We then reached out to these people and invited them to apply for the job. This was a great way to find qualified applicants who were not actively seeking employment.

Inclusion Insights

Discover in-depth information about the caliber of your performance feedback, segmented by team and by demographic group.

What this is

Inclusion Insights is a feature that provides data about the representation of different groups within a company, as well as recommendations for how to improve diversity and inclusion. 

The feature includes an Inclusion Score which rates companies on their inclusiveness, based on factors such as the number of women and people of color hired, retention rates, and promotions given to members of underrepresented groups. There is also a Diversity Dashboardwhich shows demographic information about employees, including gender, race/ethnicity, education level, years of experience, and job function. 

Recommendations for improving inclusion are generated based on the data collected.

Why this matters

This feature is important because it helps companies to track their progress on diversity and inclusion goals, identify areas where they need to improve, and make concrete plans for how to do so. 

This kind of data can be very useful in helping organizations understand what changes need to be made in order to create a more diverse and inclusive environment. It can also help them measure the impact of Diversity & Inclusion initiatives over time. 

Our experience

We used this feature when we were working with a client who wanted to increase the number of women in leadership positions at their company. The client was able to use the Inclusion Score and Diversity Dashboard to track their progress and identify areas where they needed to make changes. They were also able to develop specific goals and action plans based on the recommendations generated by the software. 

One difficulty we had was that not all of the data points on the Diversity Dashboard were relevant to our client's goals. For example, they did not care about educational level or years of experience, so those data points did not help them much in identifying areas for improvement. We solved this problem by working with the client to create a custom dashboard that only included information that was relevant to their needs.

Talent Community

What this is

A talent community is a group of diverse candidates who have expressed interest in working for your company, and with whom you have an ongoing relationship. You can add candidates to your talent community manually or through Textio Hire's sourcing tools. Once a candidate is in your talent community, you can keep track of their contact information and communication history with them. This helps you stay organized and build relationships with potential candidates over time. 

Why this matters

Diverse candidates are often underrepresented in the applicant pool for open positions. By building a talent community of diverse candidates, you can proactively reach out to them when new positions become available, rather than waiting for them to apply. This helps you increase the diversity of your applicant pool and improve your chances of hiring a more diverse workforce. 

Our experience

We used the Talent Community feature to keep track of potential candidates we met at career fairs and other recruiting events. We found it difficult to remember everyone we talked to, so this tool was very helpful in keeping all our contacts organized in one place. One issue we ran into was that some of the contact information we entered was inaccurate (e-mail addresses changed, etc.), but we were able to solve this by regularly updating our records using Textio Hire's sourcing tools.

Pros & Cons Expand Collapse

Pros and cons of using Textio Hire for your diversity recruiting

Pros

  1. Easy to use software that is great for recruiting diverse candidates.
  2. The Active Sourcing feature allows you to find potential candidates who are not actively looking for a job. 
  3. The Inclusion Insights feature provides data about the representation of different groups within a company, as well as recommendations for how to improve diversity and inclusion. 
  4. The Talent Community feature helps companies keep track of diverse candidates who have expressed interest in working for them. 
  5. Textio Hire offers a free trial so you can try out the software before deciding whether or not to purchase it.

Cons

  1. The software is not supported by IT, so you may have difficulty getting help if you run into technical problems. 
  2. Some of the data points on the Diversity Dashboard may not be relevant to your company's goals. 
  3. You have to pay for Textio Hire after the free trial period ends.
Pricing Expand Collapse

Textio Hire Pricing

Textio Hire charges a monthly subscription fee, starting at $500 per month. This price is on the expensive side for a diversity recruiting tool. However, they do offer a free trial so you can try before you buy. You will need to request a quote from Textio Hire in order to get pricing information tailored to your specific needs.

#45: Transformify

Transformify

4.5
Overview Expand Collapse

Transformify is a software tool that helps companies to recruit diverse candidates. The tool has a number of unique features, including the Diversity Dashboard, which allows companies to track their progress in diversity recruiting; the Inclusion Index, which measures and tracks the level of inclusion in a company's workforce; and Candidate Longlisting, which allows you to create a list of potential candidates for a position. Transformify also has a number of other features that make it an effective tool for diversity recruiting, such as the ability to search through Transformify's database of candidates, or by uploading your own list of candidates.

Transformify is an adaptable Freelancer Management System (FMS) that facilitates the hiring, administration, and payment of freelancers, consultants, subject matter experts, and independent contractors for businesses of all sizes.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, Transformify's pricing is more affordable. Additionally, Transformify offers a free trial which is not offered by all competitors. However, some competitors do offer more features than Transformify. For example, Jobvite offers a candidate sourcing feature that allows you to find potential candidates on social media platforms like LinkedIn. Greenhouse also has a few more features than Transformify, such as the ability to track your progress in meeting diversity goals over time. Overall, we believe that Transformify is a good option for companies looking for an affordable tool to help with their diversity recruiting efforts.

Transformify ranks #45 on our list because it is an affordable tool that can help companies with their diversity recruiting efforts. While it does not have as many features as some of its competitors, it does offer a free trial and its Diversity Dashboard can be helpful in tracking your company's progress towards increasing diversity in its workforce.

Top Features Expand Collapse

Diversity Dashboard

What this is

The Diversity Dashboard is a visual representation of your company's diversity data. The dashboard displays data on gender, ethnicity, and job role. The dashboard can be customized to display different types of data and to show progress over time. This feature is useful for companies that want to track their progress in diversity recruiting. You can use the dashboard to see where your company is making progress and where there are still opportunities for improvement.

Why this matters

The Diversity Dashboard is a valuable tool for companies that want to increase diversity in their workforce. The dashboard can help you identify areas where your company needs to make changes in order to improve diversity recruiting efforts. The dashboard also allows you to track your company's progress over time, so you can see how your diversity recruiting efforts are paying off.

Our experience

We used the Diversity Dashboard to track our progress in diversity recruiting. We found it difficult to find data on ethnicity and job role, but we were able to get this data from our HR department. Once we had this data, we were able to see which areas of our company needed improvement in terms of diversity recruitment.

Inclusion Index

What this is

The Inclusion Index feature of Transformify's diversity recruiting software tool helps companies to measure and track the level of inclusion in their workforce. This is done by tracking factors such as gender, ethnicity, job role, and seniority. Also, the Inclusion Index feature provides a score for each company, which indicates how inclusive their workforce is.

Why this matters

The Inclusion Index feature is important because it allows companies to see where they need to improve in terms of inclusion. It also provides a benchmark against which companies can compare themselves. Additionally, the score that is provided by the Inclusion Index can be used as a marketing tool to show potential employees that the company is committed to inclusion.

Our experience

We have found the Inclusion Index feature to be very helpful in our work. We have used it to track our progress in terms of increasing diversity and inclusion within our own organization. One difficulty we have had is that sometimes it can be difficult to get accurate data for all factors (such as job role and seniority). However, overall we have found this feature to be valuable in our efforts towards Diversity & Inclusion.

Candidate Longlisting

What this is

Transformify's Candidate Longlisting is a feature that allows you to create a list of potential candidates for a position. This can be done by searching through Transformify's database of candidates, or by uploading your own list of candidates. Once you have created your list, you can then use the other features of Transformify to help you choose the best candidate for the job. This feature is useful because it allows you to keep track of all the potential candidates for a position in one place, and makes it easy to compare them side-by-side.

Why this matters

This feature is important for companies that want to do diversity recruiting because it allows them to create a list of potential candidates that includes a diverse range of people. This can help ensure that the company considers a wide variety of candidates when making their final decision, and helps to avoid any bias in the hiring process.

Our experience

We used Transformify's Candidate Longlisting feature when we were looking for candidates for our open positions. We found it very helpful because it allowed us to keep track of all the potential candidates in one place. We also liked being able to upload our own lists of candidates, which made it easy to add people who we already knew were interested in the job. The only difficulty we had was that there was no way to filter the results by diversity criteria, so we had to manually check each candidate's profile before adding them to our list.

Pros & Cons Expand Collapse

Pros and cons of using Transformify for your diversity recruiting

Pros

  • The Diversity Dashboard is a valuable tool for companies that want to increase diversity in their workforce. 
  • The Inclusion Index feature is important because it allows companies to see where they need to improve in terms of inclusion. 
  • The Candidate Longlisting feature is helpful because it allows you to keep track of all the potential candidates for a position in one place. 
  • Transformify's database of candidates is large and diverse, making it easy to find qualified candidates. 
  • Transformify offers a free trial so you can try out the software before you commit to buying it.

Cons

  • The Diversity Dashboard can be difficult to use if you don't have data on all of the diversity factors. 
  • The Inclusion Index score is not always accurate, and may not reflect the true level of inclusion in a company. 
  • Candidate Longlisting does not allow you to filter candidates by diversity criteria, so you have to manually check each candidate's profile.
Pricing Expand Collapse

Transformify Pricing

We paid $5 for Transformify. In the market for a tool that does diversity recruiting, this price is considered affordable. Transformify offers a free trial, and you do not have to get a quote for pricing.

#46: GapJumpers

GapJumpers

4.5
Overview Expand Collapse

GapJumpers is a software tool that helps companies with diversity recruiting. It has a number of unique features that make it different from other tools available. One key feature is the GapJumpers Method, which allows companies to hire without personal bias for new potential employees. This is done by having the applicants take a series of tests that assess their skills and abilities, rather than relying on interviews or resumes. Another useful feature is the Job Posting function, which allows businesses to post positions without revealing any potentially discriminatory information. Additionally, GapJumpers's Blind Assessments help to prevent unconscious bias in the hiring process by allowing employers to screen job candidates without seeing their names, genders, or other personal identifying information.

GapJumpers is committed to eliminating discrimination in the workplace.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, GapJumpers is more expensive. However, it does offer a free trial and unique features like the GapJumpers Method, Job Posting function, and Blind Assessments feature which help to level the playing field for underrepresented groups in the job market. 

GapJumpers ranks #46 on our list because it offers a number of features that are designed to help companies with diversity recruiting. While it is more expensive than some of its competitors, its free trial and unique features make it worth considering for businesses that want to improve their hiring practices.

Top Features Expand Collapse

GapJumpers Method

What this is

The GapJumpers Method is a way of recruiting that allows companies to hire without personal bias for new potential employees. This is done by having the applicants take a series of tests that assess their skills and abilities, rather than relying on interviews or resumes. This method is designed to help companies find the best candidates for a job, regardless of their background or identity.

Why this matters

This method of recruiting is important for companies that want to do diversity recruiting because it allows them to assess candidates on their merits, rather than on factors like their race, gender, or ethnicity. This can help level the playing field for underrepresented groups who may not have the same opportunity to network and build relationships with people in positions of power.

Our experience

We used the GapJumpers Method when we were looking for a new employee to join our team. We found that it was a very effective way to identify qualified candidates. However, we did have some difficulty figuring out how to set up the tests so that they accurately assessed the skills we were looking for. Our solution was to consult with someone who was familiar with the GapJumpers Method and ask for advice on how to create an effective testing process.

Job Posting

What this is

The Job Posting feature on GapJumpers's diversity recruiting software tool allows companies to post job descriptions without specifying which protected characteristic they are seeking. This makes it easier for a company to find qualified candidates that represent the diverse population they wish to hire, as well as avoid any bias in their hiring process. 

Why this matters

In today's workforce, there is an ever-growing importance for companies to diversify their staff in order to better reflect the demographics of their customer base and/or target market. However, many companies still struggle with how to go about conducting a fair and unbiased search for these individuals. The Job Posting feature helps alleviate this issue by allowing businesses to post positions without revealing any potentially discriminatory information. As a result, firms are more likely to locate talented employees from underrepresented groups who may have otherwise been overlooked during the screening process. 

Our experience

We utilized the Job Posting feature when we were looking to fill an open position on our team. We found it very helpful in narrowing down our candidate pool because it gave us access to a wider range of applicants than if we had specified certain qualifications that we were looking for (e.g., years of experience, education level, etc.). One difficulty we did encounter was that some of the potential hires were not familiar with our company or what we do; however, this was easily remedied by including additional information about our organization in the job posting itself. 

Blind Assessments

What this is

GapJumpers's Blind Assessments feature is a way for companies to screen job candidates without seeing their names, genders, or other personal identifying information. This helps to prevent unconscious bias in the hiring process. 

To use this feature, employers create an assessment that all candidates must complete. The assessment can be skills-based or personality-based. Once all candidates have completed the assessment, GapJumpers generates a report showing how each candidate did on the assessment. Candidates are then ranked from highest to lowest score. 

Why this matters

Research has shown that when resumes are screened with personal information removed (such as name and gender), women and minority groups are more likely to be selected for interviews than when screening resumes with personal information included. By using GapJumper's Blind Assessment feature, companies can help level the playing field for underrepresented groups in the job market.  

Our experience

We used GapJumper's Blind Assessment feature when recruiting for our engineering team. We created a skills-based assessment consisting of questions about coding languages and algorithms. All of our candidates had to complete the assessment before moving on to the next stage of our hiring process. 

One difficulty we had was that some of our candidates were not familiar with one of the coding languages we asked about in the assessment. To solve this problem, we provided resources on our website for candidates to learn about the language before taking the assessment. 

Pros & Cons Expand Collapse

Pros and cons of using GapJumpers for your diversity recruiting

Pros

  • Allows businesses to post positions without revealing any potentially discriminatory information
  • Helps to prevent unconscious bias in the hiring process
  • Gives companies access to a wider range of applicants
  • Is designed to help companies find the best candidates for a job, regardless of their background or identity
  • Can help level the playing field for underrepresented groups who may not have the same opportunity to network and build relationships with people in positions of power

Cons

  • May be difficult to figure out how to set up the tests for GapJumpers Method
  • Not all potential hires may be familiar with your company
  • Can be time consuming to create an assessment for Blind Assessments
Pricing Expand Collapse

GapJumpers Pricing

$149 per month

This price is expensive compared to other diversity recruiting tools on the market. However, GapJumpers does offer a free trial. You will need to get a quote for pricing if you want to use GapJumpers for your business.

#47: HiringSolved

HiringSolved

3.5
Overview Expand Collapse

HiringSolved is a software tool that provides insight into your candidate pool of candidates who have already applied to your company. It also looks at factors like job type and location to provide recommendations on ways to improve diversity. The Inclusion Score helps companies track their progress towards creating a more diverse workforce and identify areas where they can make changes. Additionally, the Company Rank feature measures how attractive a company is to diverse candidates, based on factors like the number of job openings and the inclusion score. Finally, the Geofencing Tool allows you to set up a fence around a geographic area and receive alerts whenever someone in your target audience posts something publicly online from inside that fence.

HiringSolved uses AI to automate candidate matching, boost diversity, shorten the time it takes to fill positions, examine the social web, and release the potential of your applicant tracking system, customer relationship management system, and human resource information system.

Conclusion

Compared to alternatives like Jobvite and Greenhouse, HiringSolved is less expensive. Jobvite starts at $995 per month and Greenhouse starts at $5000 per year. HiringSolved is also a newer product, so it may have more room for improvement than its more established competitors.

HiringSolved ranks #47 on our list because it is an affordable option for companies that want to do diversity recruiting. The tool has a number of features that are specific to this type of recruiting, including the Inclusion Score, Company Rank, and Geofencing Tool.

Top Features Expand Collapse

Inclusion Score 

What this is

HiringSolved's diversity recruiting software tool has a number of features, but the most important one is their Inclusion Score.This score measures how diverse a company's workforce is and provides recommendations on how to improve it. 

The Inclusion Score is an algorithm that takes into account things like gender, ethnicity, veteran status, and disability to calculate how diverse a company's workforce is. It also looks at factors like job type and location to provide recommendations on ways to improve diversity. 

Why this matters

Diversity in the workplace has been shown to lead to better decision making, higher levels of creativity, and increased profits. Companies with more diverse workforces are also better able to attract top talent. The Inclusion Score helps companies track their progress towards creating a more diverse workforce and identify areas where they can make changes. 

Our experience

We used the Inclusion Score when we were looking for a new software developer. We wanted to make sure that our team was as diverse as possible, so we looked for candidates who would help us increase our inclusion score. One difficulty we had was finding enough qualified candidates from underrepresented groups who were interested in working for our company. To solve this problem, we reached out to organizations that focus on connecting talented people from underrepresented groups with good jobs.

Company Rank

What this is

Company Rank measures how attractive a company is to diverse candidates, based on factors like the number of job openings, the average salary for those jobs, and the inclusion score (which itself takes into account things like whether the company has an internal diversity & inclusion policy). This information is combined to create a Company Rankscore, which is meant to be a helpful way for companies to compare themselves against others in terms of their ability to attract diverse talent.

Why this matters

This feature is useful for companies that want to do diversity recruiting because it provides them with valuable data that can help them assess their own attractiveness as an employer to diverse candidates. Additionally, this information can be used to help set goals and target areas for improvement. For example, if a company's Company Rank score is low, they may want to focus on increasing the number of job openings or improving their internal policies around diversity & inclusion.

Our experience

We used this feature when we were researching which companies were the most attractive employers for diverse candidates. We found it helpful in identifying potential target companies and in setting goals for our own company's recruitment efforts. One difficulty we had was that some of the data points (like salary information) were not always accurate or up-to-date. However, overall we found this feature to be a valuable tool in our diversity recruiting work.

Geofencing Tool

What this is

The geofencing tool allows you to set up a fence around a geographic area, and then receive alerts whenever someone in your target audience posts something publicly online from inside that fence. For example, you could use the geofencing tool to monitor social media activity near your company's headquarters, or near a major conference that your target audience is attending.

Why this matters

The geofencing tool can be useful for companies that want to do targeted recruiting at specific events or locations. It can also be used to monitor competitor activity, or simply to keep track of what people in your target audience are saying about your company online.

Our experience

We used the Geofencing Tool during our search for a new office location. We were able to quickly identify areas where there was high social media activity related to our company, and we were also able to find out which conferences our target audience was attending. The tool was easy to use and helped us save a lot of time during our search. The only difficulty we had was that the tool did not always return results for very specific searches. For example, we were trying to find out if there was any social media activity near our company's headquarters, but the tool only returned results for a small radius around the address. We solved this problem by doing a more general search for our company's name instead of using the geofencing tool.

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Pros and cons of using HiringSolved for your diversity recruiting

Pros

  1. HiringSolved provides insight into your candidate pool of candidates who have already applied to your company. 
  2. It also looks at factors like job type and location to provide recommendations on ways to improve diversity. 
  3. The Inclusion Score helps companies track their progress towards creating a more diverse workforce and identify areas where they can make changes. 
  4. Company Rank measures how attractive a company is to diverse candidates, based on factors like the number of job openings and the inclusion score. 
  5. The Geofencing Tool allows you to set up a fence around a geographic area and receive alerts whenever someone in your target audience posts something publicly online from inside that fence. 

Cons

  1. HiringSolved is a software tool that only looks at your current ATS system vs. ATS + Public Profiles
  2. It may be difficult to find enough qualified candidates from underrepresented groups who are interested in working for your company. 
  3. Some of the data points (like salary information) in Company Rank may not always be accurate or up-to-date
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HiringSolved Pricing

The pricing for HiringSolved is subscription-based, starting at $99 per month. This price is considered to be affordable in the market for a tool that does diversity recruiting. HiringSolved offers a free trial, and you can get a quote for pricing by contacting them directly.

Diversity Recruiting Software Features Ranked from Most to Least Essential

These tools offer a variety of features to meet the needs of your organization. Here are some key features to look for, ranked by importance. This is based on our experience working with hundreds of organizations.

Reporting & Statistics

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Reporting & Statistics features are used to provide valuable insights into the progress of your diversity recruiting efforts. By analyzing data points such as the number of applications received, interviews conducted, and offers extended, you can identify areas of improvement and ensure that your recruitment process is as efficient as possible.

There are a few different ways to use Reporting & Statistics features in your diversity recruiting software tool. The first is to simply run reports on an ad-hoc basis whenever you need them. This flexibility can be helpful if you're troubleshooting a specific issue or want to track progress over time.

Another way to use Reporting & Statistics features is to set up automatic reporting schedules. This can be useful if you want regular updates on your recruitment progress without having to manually run reports each time. You can typically customize when and how often these reports are generated, making it easy to stay on top of things even if you're busy with other tasks.

The third way to utilize Reporting & Statistics features is through integration with other software tools. For example, some applicant tracking systems (ATS) will allow you to transfer data directly into a spreadsheet format for further analysis outside of the ATS itself. This level of customization can be extremely helpful for those who want more control over their data or prefer working with spreadsheets over other types of software interface.

There are a few things to keep in mind when using Reporting & Statistics features in your diversity recruiting software tool. First, make sure that you understand the data points being reported on and how they relate to your recruitment goals. Second, be aware of any potential biases that could impact the results of your reports (e.g., self-selection bias). Finally, consider whether or not automatic reporting is the best option for you; while it can save time, it can also lead to information overload if not used judiciously.

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Benefits of Reporting & Statistics features

  • Allows you to track your progress over time
  • Helps you identify areas where you need to make changes
  • Can be customized to fit your specific needs
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Drawbacks of Reporting & Statistics features

  • May be overwhelming for some users
  • Can be difficult to interpret the data
  • May not be helpful if you don't know what you're looking for
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Best diversity recruiting software for Reporting & Statistics features

Jobvite Recruit: Jobvite's Reporting & Statistics features are robust and user-friendly, making it a great option for those who want to track their recruitment progress closely. Additionally, the ability to integrate with other software tools makes Jobvite Recruit even more versatile.

SmartRecruiters: SmartRecruiters' Reporting & Statistics features are also quite comprehensive, allowing you to generate detailed reports on every aspect of your recruitment process. However, what sets SmartRecruiters apart is its ease of use; even those who are not technically savvy should be able to navigate the reporting interface without any difficulty.

Reporting/Analytics

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Reporting/Analytics features are great for understanding where your diversity recruiting efforts are succeeding and where they need improvement. By tracking things like response rates, conversion rates, and time to hire, you can get a clear picture of which aspects of your recruitment process are working well and which could use some attention.

There are a few different ways to access the reporting/analytics features in most diversity recruiting software tools. The first is through the tool's main interface; usually, there will be a dedicated section for reports or analytics that you can view at any time. Alternatively, many tools also offer the ability to generate custom reports based on specific criteria that you choose - this can be handy if you want to focus on one particular area or metric. Finally, most Diversity Recruiting Tools will also allow you to export all of your data into a format that can be easily analyzed in Excel or another spreadsheet program.

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Benefits of Reporting/Analytics

The advantages of using Reporting/Analytics features in your Diversity Recruiting Tool are clear - by monitoring key metrics, you can ensure that your recruitment process is as effective as possible and identify areas needing improvement. In addition, being able to generate custom reports gives you the flexibility to focus on whatever aspect of the recruitment process is most important to you at any given time. And finally, exporting data into a spreadsheet format allows for further analysis and manipulation outside of the tool itself.

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Drawbacks of Reporting/Analytics

There are also some potential disadvantages worth considering before relying too heavily on Reporting/Analytics features in your Diversity Recruitment Toolkit. First off, it's important to remember that these numbers only tell part of the story - they don't always give context or explain why something might be happening. In addition, depending on how much data you're dealing with, manually analyzing everything yourself can become quite cumbersome quickly. It's therefore important to have systems (and staff ) in place to help make sense of all the information being generated by your Reports/Analytics feature; otherwise, you risk becoming overwhelmed and losing sight of the big picture.

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Best diversity recruiting software for Reporting/Analytics features

  1. Jobvite - offers a comprehensive suite of reports and analytics tools, as well as the ability to export data into Excel for further analysis.
  2. Recruiterbox - also provides a variety of reports and analytics features, plus the ability to generate custom reports based on specific criteria. Additionally, Recruiterbox allows you to export your data into CSV format for easy manipulation in Excel or another spreadsheet program.
  3. Greenhouse - gives users the ability to track key metrics such as response rates, conversion rates, and time-to-hire. Greenhouse also offers an extensive reporting/analytics feature that allows you to generate customized reports based on whatever criteria you choose.

Customizable Branding

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Customizable Branding is a feature in some software that allows you to change how the interface looks. This can be useful if you want to match the software to your company's branding, or if you simply prefer a different color scheme. However, it is not always clear how this feature works, and it can sometimes be difficult to get the results you want.

There are two main ways to use Customizable Branding features: through an online editor, or by downloading and editing a file yourself. The former is usually easier and more user-friendly, but the latter gives you more control over the final result. Whichever method you choose, make sure that you read any instructions carefully before proceeding; otherwise, you may end up with something that doesn't look quite right.

Once you've got the hang of Customizable Branding, it's time to decide what changes you want to make. Some common options include changing the colors of elements like buttons and links, adding your own logo or other images, and modifying text sizes and fonts. If possible, try out different combinations of changes until you find something that looks good and feels right for your needs. Remember that less is often more when it comes to branding; too many drastic changes can make things appear cluttered or confusing.

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Benefits of Customizable Branding

The benefits of using Customizable Branding features are numerous. First, it allows you to create a consistent look and feel across all of your recruitment materials. This can help boost brand awareness and recognition among potential candidates. Second, it gives you more control over how candidates interact with your recruitment process. Third, it can help streamline your recruitment process by allowing you to customize certain aspects of the software according to your specific needs. Overall, we believe that Customizable Branding is a valuable asset for any diversity recruiting toolkit.

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Drawbacks of Customizable Branding

There are a few potential drawbacks to using Customizable Branding features as well. First, it can be time-consuming to customize the software to fit your needs. Second, if you're not careful, you can end up with a recruitment process that is less than user-friendly. Finally, some candidates may feel put off by being asked to conform to your company's branding guidelines. However, we believe that these potential drawbacks are outweighed by the benefits of using Customizable Branding features in your diversity recruiting toolkit.

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Best diversity recruiting software for Customizable Branding

  1. Jobvite: Jobvite offers a robust set of Customizable Branding features, including the ability to customize your recruitment process flowchart, email templates, and candidate assessment forms. Additionally, Jobvite's customization options are easy to use and intuitive.
  2. Greenhouse: Greenhouse also offers a comprehensive set of Customizable Branding features. In addition to being able to customize your recruitment process flowchart and email templates, you can also create custom candidate assessment forms within Greenhouse's platform. Greenhouse's customization options are slightly more complex than those offered by Jobvite; however, they are still relatively easy to use once you get the hang of it.
  3. Lever: Lever offers a comprehensive set of Customizable Branding features, similar to those offered by Jobvite and Greenhouse.. However,. I believe that the customization options offered by Lever are slightly more difficult to use than those offered by either Jobvite or Greenhouse. Additionally, some of Lever's Customizable Branding features require you to have a paid subscription in order to access them.

Activity Dashboard

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Activity Dashboard is a feature in most modern software tools that allows users to see the activity of other users on the system. This can be useful for diversity recruiting, as it allows you to see which candidates are actively engaged with your recruitment process and which ones are not.

There are two main ways to use Activity Dashboard features for diversity recruiting:

  1. To assess candidate engagement: You can use the Activity Dashboard to see how often candidates are logging into the system, how many times they view job postings, and whether or not they apply for jobs. This information can be helpful in assessing a candidate's level of interest in your company and their likelihood of being successful in the hiring process.
  2. To identify potential red flags: In addition to seeing which candidates are actively engaged with your recruitment process, you can also use the Activity Dashboard to identify potential red flags. For example, if you notice that a particular candidate is consistently viewing job postings but never applying for them, this could be an indication that they're not actually interested in working for your company. Alternatively, if you see that a candidate applied for a job but then never logged back into the system again, this could be an indication that they were unsuccessful in landing the position.
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Benefits of Activity Dashboard

The Activity Dashboard is a valuable tool for diversity recruiting because it allows recruiters to see which campaigns are most effective at reaching diverse candidates. Additionally, the dashboard can help identify any patterns in hiring behavior that may need to be addressed. For example, if a particular campaign is not yielding many qualified applicants, the recruiter can adjust their approach accordingly.

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Drawbacks of Activity Dashboard

However, there are also some drawbacks to using an Activity Dashboard for diversity recruiting. First, it relies on self-reported data from users, which may not be accurate or complete. Additionally, the dashboard only provides information on activity within the software tool - it cannot give insights into how effective those activities are at actually attracting and hiring diverse candidates.

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Best diversity recruiting software for Activity Dashboard

There are a few different software tools that offer an Activity Dashboard feature, but not all of them are created equal. In general, the best diversity recruiting software will offer robust reporting features and allow you to customize the information that is displayed on the dashboard. Additionally, the software should be easy to use and navigate so that you can quickly find the information you need.

Here are three of the best diversity recruiting software options with an Activity Dashboard:

  1. ApplicantStack: ApplicantStack offers a customizable Activity Dashboard that allows recruiters to see which candidates are most engaged with their recruitment process. The dashboard includes data on job views, application submissions, and login activity. Additionally, ApplicantStack offers a wide range of other features designed to help streamline your recruitment process - making it a great option for busy recruiters who need to save time.
  2. Jobvite: Jobvite's candidate engagement reports give users insights into which candidates are actively engaging with their recruitment process. The reports include data on job views, applications submitted, and emails opened or clicked. Additionally, Jobvite offers several other powerful features such as social media sourcing and applicant tracking - making it a well-rounded tool for any recruiter looking for an edge in their hiring efforts.
  3. Recruiterbox: Recruiterbox's Activity Dashboard allows users to see which candidates are most engaged with their recruitment process. The dashboard includes data on job views, application submissions, and login activity. Additionally, Recruiterbox offers a wide range of other features designed to help streamline your recruitment process - making it a great option for busy recruiters who need to save time.

Third Party Integrations

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Third Party Integrations are a key feature for any diversity recruiting software tool. By integrating with popular Applicant Tracking Systems (ATS), you can automatically post job openings to multiple job boards with the click of a button. You can also track which jobs are being applied to by who, and receive real-time updates when an applicant is hired.

The main reason to use Third Party Integrations is that it saves time and energy. With this feature, you don't have to manually post each job opening on every different job board that you want to target. This means that you can spend more time focusing on other aspects of your recruitment process, such as sourcing and interviewing candidates.

Another great reason to use Third Party Integration features is that it allows you to collect data about which sources are most effective for reaching diverse candidates. This data can be used to improve your future recruiting efforts by targeting the channels that are most likely to produce qualified applicants from underrepresented groups.

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Benefits of Third Party Integrations

There are some advantages to using Third Party Integrations. First, it can make it easier to use your diversity recruiting software tool in conjunction with other tools. Second, it can help you share data between the two tools. Finally, it can help you keep your data organized and up-to-date.

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Drawbacks of Third Party Integrations

There are also some disadvantages to using Third Party Integrations. First, it can be difficult to set up and configure the integration properly. Second, once the integration is set up, it can be difficult to change or update the configuration if needed. Third, not all software tools support Third Party Integrations (so check before assuming yours does).

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Best diversity recruiting software for Third Party Integrations

  1. Jobvite: Jobvite is a great option for diversity recruiting because it offers a wide range of integrations with popular Applicant Tracking Systems (ATS). This means that you can automatically post job openings to multiple job boards with the click of a button, and track which jobs are being applied to by who. You can also receive real-time updates when an applicant is hired.
  2. Greenhouse: Greenhouse is another good choice for diversity recruiting because it offers integration with many different ATSs. With this feature, you can automatically post job openings to multiple job boards and collect data about which sources are most effective for reaching diverse candidates. You can also keep your data organized and up-to-date with Greenhouse's easy-to-use interface.
  3. Lever: Lever is a good option for diversity recruiting because it offers integration with Salesforce, one of the most popular ATSs. With this feature, you can automatically post job openings to multiple job boards and collect data about which sources are most effective for reaching diverse candidates. You can also keep your data organized and up-to-date with Lever's easy-to-use interface.

Data Import/Export

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Data Import/Export features are critical for any software tool that you use for diversity recruiting. They allow you to bring in data from a variety of sources, including job boards, social media sites, and your own CRM system. This data can then be used to create targeted lists of potential candidates.

The Data Import/Export feature is also important because it allows you to keep your data up-to-date. For example, if you add a new field to your CRM system, you can quickly update the information in your diversity recruiting software tool by exporting the updated data file.

There are a few things to keep in mind when using the Data Import/Export features of your diversity recruiting software tool:

  1. Make sure that all fields are mapped correctly before importing or exporting data. Otherwise, you may end up with incorrect or incomplete information in your database.
  2. Be aware of the format of the files that you're importing or exporting. For example, CSV files will often have different field delimiters than other types of files (such as XLSX). If possible, use a program like Excel to ensure that everything is formatted correctly before importing or exporting large amounts of data.
  3. If you're exporting data from your CRM system, make sure to include all of the fields that you want to use in your diversity recruiting software tool. Otherwise, you may end up with a lot of blank values in your database.
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Benefits of Data Import/Export

The biggest benefit of Data Import/Export features is that they make it easy to move data between different software tools. This can be extremely helpful if you're using multiple tools for your diversity recruiting efforts and need to consolidate your data into one place. It can also be useful if you're switching from one tool to another and want to keep all of your data in one place.

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Drawbacks of Data Import/Export

There are some potential downsides to using Data Import/Export features as well. First, if you're not careful, it's easy to accidentally import or export the wrong data. Second, these features can sometimes be slow and unreliable, which can cause problems if you're trying to transfer large amounts of data. Finally, some software tools don't have good Data Import/Export support, which means you might not be able 

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Best diversity recruiting software for Data Import/Export features

There are a number of different software tools that offer Data Import/Export features. Some of the best include:

Jobvite: Jobvite is a popular Applicant Tracking System (ATS) that offers great Data Import/Export support. You can import data from a variety of sources, including job boards, social media sites, and your own CRM system. Additionally, you can export data to CSV or XLSX files.

Workable: Workable is another popular ATS that offers good Data Import/Export support. You can import data from job boards, social media sites, and your own CRM system. Additionally, you can export data to CSV or XLSX files.

Greenhouse: Greenhouse is an enterprise-level ATS that offers excellent Data Import/Export support. You can import data from a variety of sources, including job boards, social media sites, and your own CRM system. Additionally, you can export data to CSV or XLSX files. 

Recruitment Management

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Recruitment Management features are important for diversity recruiting software tools because they help you to track and manage your recruitment progress. This is helpful in keeping your recruitment process organized and efficient, as well as ensuring that you are making the most of your diversity recruiting efforts.

There are a few different ways that Recruitment Management features can be used in diversity recruiting software tools. One way is through tracking applications. This helps you to see which candidates have applied, when they applied, and whether or not they meet the minimum qualifications for the position. Additionally, some software tools will also allow you to keep track of interviewees and hired candidates through this feature.

Another way that Recruitment Management features can be used is by managing communication with applicants. This includes sending out automated emails or messages to remind them about deadlines, upcoming events, or other important information related to their application status. Additionally, some software tools allow you to customize these communications based on specific applicants or groups of applicants (such as those who have been interviewed but not yet hired).

Finally, Recruitment Management features can also help you evaluate your overall progress with respect to meeting your diversity goals. This includes tracking how many diverse candidates have been recruited at each stage of the process (e., applications received vs interviews conducted vs offers extended), as well as comparing this data over time periods (e., monthly or yearly). Additionally, some software tools will generate reports that show demographic data for all applicants/candidates so that you can identify any patterns or trends related to underrepresentation within certain groups. Based on this analysis, you can then make changes/adjustments to your recruitment strategy accordingly. Overall, having access to comprehensive data like this is critical for assessing the effectiveness of your Diversity & Inclusion initiatives. 

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Benefits of Recruitment Management

On the plus side, Recruitment Management features can help you save time by automating some of the recruitment process. For example, if you have a large pool of potential candidates, you can use Recruitment Management software to automatically send them emails or reminders about upcoming deadlines. Additionally, these tools can help you keep track of your progress by providing metrics such as the number of applications received or the number of interviews conducted.

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Drawbacks of Recruitment Management

However, there are also some drawbacks to using Recruitment Management features. First, they can be complex and difficult to understand; even experienced users may need some time to learn how to use all the features properly. Additionally, these tools often require a significant amount of data input in order to be effective; if you do not have access to reliable data sources (such as an up-to-date list of qualified candidates), then your results may be less than optimal. Finally, because Recruitment Management software is designed primarily for larger organizations with more resources available for recruiting efforts, it may not be well suited for smaller businesses or startups that do not have as much money or manpower devoted to this task. 

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Best diversity recruiting software for Recruitment Management features

Overall, the best diversity recruiting software tool for Recruitment Management features is one that is comprehensive and user-friendly. Additionally, it should be able to integrate with other software tools (such as your Applicant Tracking System) in order to streamline the recruitment process. Some of our top picks in this category include:

Jobvite: This software tool offers a wide range of features designed to help you with every step of the recruitment process, from sourcing candidates to managing communication and tracking progress. It also has a very user-friendly interface; even those who are not familiar with Recruitment Management software should be able to figure out how to use it without too much difficulty.

Greenhouse: Another great option for Recruitment Management features, Greenhouse offers similar functionality as Jobvite but also includes some additional bells and whistles such as performance review management and candidate relationship management. It may be slightly more expensive than some other options on the market, but its robust feature set may make it worth the investment for larger organizations. 

Lever: This software tool is similar to Jobvite and Greenhouse in terms of features and functionality, but it also has a few unique selling points such as its culture fit assessment tool. This can be helpful for ensuring that you are hiring candidates who will not only be successful in the role but also be a good fit for your company's culture. 

Workable: Last but not least, Workable is another excellent choice for Recruitment Management features. It includes all of the basics (such as applicant tracking and communication management) plus some extras like candidate sourcing and performance reviews. Additionally, its pricing structure is very flexible, making it a good option for businesses of all sizes. 

Self Service Portal

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Self Service Portal (SSP) is a software tool that allows users to create and manage their own accounts, access information, and perform tasks without the need for assistance from customer service representatives. It is designed to provide a self-service experience for customers who are comfortable using technology to solve their own problems.

The Self Service Portal can be used for a variety of purposes, including diversity recruiting. When used for this purpose, it can help organizations identify potential candidates who may be interested in working at the company but may not have considered applying because they do not feel represented in the workforce. Additionally, SSP can help reduce the time and cost associated with traditional recruitment methods by automating many of the tasks involved in sourcing and screening candidates.

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Benefits of Self Service Portal

There are several advantages to using SSP for diversity recruiting. First, it gives candidates more control over their data and how it's used. Candidates can update their information at any time, which means that you'll always have accurate data on hand. Additionally, candidates can opt out of certain features if they're not interested in them, which reduces the amount of unwanted emails and calls you receive from the tool. Finally, SSP makes it easy to keep track of your hiring progress by allowing you to see all the applications in one place.

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Drawbacks of Self Service Portal

However, there are also some disadvantages to using SSP for diversity recruiting. First, it requires a bit more work on your part since you have to manage all the data yourself instead of relying on customer support staff. Second, candidates may be less likely to trust a system that they don't fully understand, which could lead them to provide inaccurate information or opt out of important features.

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Best diversity recruiting software for Self Service Portal

Avature - Avature is a cloud-based talent management platform that offers many features related to sourcing and screening candidates. It includes an Applicant Tracking System (ATS), which can help organizations automate their recruitment processes. Additionally, Avature offers robust reporting capabilities and integrates with other HR systems, making it a good choice for large organizations with complex recruitment needs.

Jobvite - Jobvite is a cloud-based recruiting platform that offers a variety of features to help organizations source and screen candidates. It includes an ATS, as well as tools for social media recruiting and employee referral programs. Additionally, Jobvite offers a mobile app for job seekers, which can be helpful in reaching diverse candidates who may not be actively searching for jobs.

RecruitiFi - RecruitiFi is a cloud-based recruitment marketing platform that helps organizations attract and engage talent. It offers features such as job postings, candidate sourcing, and applicant tracking. Additionally, RecruitiFi provides access to its extensive network of recruiters, which can be helpful in finding hard-to-reach diversity candidates.

Smartrecruiters - Smartrecruiters is a cloud-based recruiting platform that offers many features related to sourcing and screening candidates. It includes an ATS as well as tools for social media recruiting and employee referral programs. Additionally, Smartrecruiters integrates with other HR systems, making it a good choice for large organizations with complex recruitment needs

API

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API features can be used for various purposes when it comes to diversity recruiting. For example, you could use APIs to access data about potential candidates, track the progress of your recruitment process, or even automate some of the tasks associated with recruiting.

There are a few different ways to use APIs when it comes to diversity recruiting software tools. One way is to use them to get information about potential candidates. By using an API, you can access data that would otherwise be difficult or impossible to obtain on your own. This includes things like social media profiles, contact information, and even background checks.

Another way you can use APIs is by tracking the progress of your recruitment process. By integrating your recruitment software with an API-based system, you can automatically keep track of which candidates have been contacted, who has responded positively or negatively, and what stage each candidate is at in the process. This kind of transparency can be extremely helpful in keeping your recruitment process on track and making sure that no one falls through the cracks.

Finally, another way that APIs can be useful for diversity recruiting software tools is by automating some of the tasks associated with recruiting.For example, if you’re using a tool that allows candidates to apply online, you could integrate it with an email marketing service so that automated messages are sent out thanking applicants for their interest and updating them on their status in the hiring process.This kind 

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Benefits of API Features

There are many benefits that come with using API features in your diversity recruiting software tool. One of the main benefits is that it allows you to reach a larger pool of potential candidates. By being able to connect with various job boards, social media platforms, and applicant tracking systems, you will have access to a much wider range of people than if you were only relying on traditional methods like job fairs or newspaper ads.

Another benefit of using API features in your diversity recruiting software tool is that it can save you a lot of time and money. Rather than having to manually input candidate data into your system, you can let the software do all the work for you. This can free up your time so that you can focus on more important tasks, like actually meeting with potential candidates and making sure they are a good fit for your company.

Lastly, using API features in your diversity recruiting software tool can help improve the quality of the applicants that you are getting. When you have access to more information about potential candidates, such as their interests and skill sets, you will be able to make better-informed decisions about who to interview and hire. This can lead to improved employee retention rates down the line since chances are good that those who are hired will be better suited for the positions they were hired for in the first place

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Drawbacks of API Features

Just as there are many benefits to using API features in your diversity recruiting software tool, there can also be some drawbacks. One potential downside is that it can be difficult or time-consuming to set up the integration between your recruitment system and an external service like an applicant tracking system. This could lead to delays in getting your recruitment process off the ground if you don’t have enough technical expertise on hand.

Another potential drawback of using APIs for diversity recruiting software tools is that they may not always provide accurate information about potential candidates. For example, if a candidate has recently changed their social media profile or contact details, the data returned by the API might be inaccurate.This could lead to confusion during the hiring process and ultimately result in fewer qualified applicants being considered for positions. 

Finally, depending on how much data you are accessing via APIs, this could come with additional costs attached – either from fees associated with access or from potentially needing more storage space than anticipated.

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Best diversity recruiting software for API

Now that you know the benefits of using API features in your diversity recruiting software tool, it’s time to choose one! Here are our top three picks:

  1. Jobvite: Jobvite is a great option for those who want to use API features in their diversity recruiting software tool. It offers an easy-to-use interface and comes with a wide range of integrations, making it simple to connect with various job boards and social media platforms. Additionally, Jobvite’s applicant tracking system integration makes importing candidate data a breeze.
  2. Recruiterbox: Another excellent choice for those looking to use API features in their diversity recruiting software tool is Recruiterbox. Like Jobvite, it has an easy-to-use interface and comes with plenty of integrations. However, what sets Recruiterbox apart from other options on this list is its powerful reporting capabilities – perfect for keeping track of your progress towards meeting your diversity goals.
  3. Greenhouse: Last but not least on our list is Greenhouse – another great option for users who want to take advantage of API features in their diversity recruiting software toolkit. Greenhouse boasts an impressive array of integrations, making it easy to connect with various databases and applications. Plus, its built-in analytics tools will come in handy when trying to measure the success of your recruitment efforts.

Activity Tracking

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Activity Tracking features for your diversity recruiting software tool can be used to keep track of the progress of each individual applicant throughout the recruitment process. By tracking their activity, you can identify which applicants are more engaged and likely to convert, and which ones may need more follow-up or assistance.

This is a valuable feature for two reasons: first, it allows you to prioritize your outreach efforts; and second, it provides data that can be used to improve your overall recruitment strategy.

There are a few things to keep in mind when using this feature, however. First, make sure that the data you're collecting is accurate; if an applicant appears inactive but has actually just been busy with other things (e.g., working another job), that information will skew your results. Second, remember that not all applicants will have the same level of engagement; some may need more frequent check-ins than others. Finally, don't use this data as a replacement for personal interaction; even if an applicant appears disengaged on paper, they could still be an excellent fit for your organization – so reach out and find out!

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Benefits of Activity Tracking

Activity Tracking features for your diversity recruiting software tool can be useful in a number of ways. First, they allow you to prioritize outreach efforts so that more engaged applicants are contacted first; this saves time and increases the chances of success. Second, tracking activity data over time provides insights into which strategies work best for different types of candidates – allowing you to tailor your approach accordingly. Finally, Activity Tracking also allows recruiters to identify when additional follow-up is needed or if an applicant needs assistance with their application.

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Drawbacks of Activity Tracking

While Activity Tracking features can be beneficial for many recruitment processes, there are some drawbacks as well. First and foremost is accuracy; since it relies on manual entry from recruiters (or automated systems), errors may occur that skew results or lead to incorrect conclusions about particular individuals being tracked. Additionally, due to its reliance on manually entered data points rather than personal interaction between recruiter and candidate(s), certain nuances may be missed when assessing someone’s fit within the organization – leading potentially qualified people astray without ever learning what could have been possible had they been given the opportunity.

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Best diversity recruiting software for Activity Tracking

There are many software programs that offer Activity Tracking features for your diversity recruiting needs. Some of the best include:

Jobvite: This program offers a Recruiting Pipeline feature that allows you to track applicants from first contact all the way through to hire. It also includes robust reporting capabilities, so you can see how your recruitment efforts are progressing over time.

Greenhouse: Greenhouse's Interviews feature lets you keep tabs on which candidates have been interviewed, by whom, and how those interviews went. You can also use it to schedule future interviews and track feedback from both interviewers and interviewees.

Lever: Lever's Workflow feature provides an at-a-glance view of where each candidate is in your hiring process, as well as who is responsible for moving them forward. Additionally, Lever integrates with a variety of other tools (including email and calendar applications) to make tracking even easier!

Applicant Tracking

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Applicant Tracking features are a great way to keep track of your applicants and their progress through your hiring process. By tracking this data, you can identify which stages of the process each applicant is in, how long they have been in that stage, and what actions you need to take to move them forward. This helps ensure that no one falls through the cracks and that everyone has an equal opportunity to be considered for the position.

There are a few different ways that Applicant Tracking features can be used for diversity recruiting. One way is to use them to monitor the progress of underrepresented groups throughout the hiring process. This data can help you identify where there may be disparities in the opportunities afforded to these groups and make changes accordingly. Additionally, this information can be useful when it comes time to report on your diversity efforts - showing how many members of underrepresented groups made it through each stage of the process will give you a good indication of whether or not your efforts are bearing fruit.

Another way that Applicant Tracking features can be used for diversity recruiting is by setting up alerts based on certain criteria. For example, you could set up an alert so that any time an applicant from an underrepresented group moves into a new stage of the process, you would receive an email notification letting you know about it. This allows you to keep tabs on all aspects of your recruitment efforts without having to constantly check in manually - freeing up more time for other tasks (or perhaps even taking some much-needed rest!).

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Benefits of Applicant Tracking

There are several reasons why Applicant Tracking features are beneficial for diversity recruiting:

  • They help ensure that all qualified candidates are considered – When reviewing a large pool of applicants, it can be easy to overlook qualified candidates who don’t have the most impressive resumes or cover letters. However, by tracking every applicant throughout the recruitment process, you can be sure that no candidate falls through the cracks simply because they didn’t make a good first impression.
  • They provide objective data about each candidate – It can be difficult to compare apples-to-apples when reviewing written materials like resumes and cover letters. However, by rating each candidate on the same scale and measuring their progress against identical criteria (e., number of applications submitted), Applicant Tracking features take subjectivity out of the equation and give recruiters concrete data points to work with when making hiring decisions.
  • They improve accuracy in reporting – One of the challenges with traditional paper-based systems is that it can be difficult to generate accurate reports due to lost or misplaced documents. With an Applicant Tracking system in place, all data is stored electronically in one central location which makes generating reports quick and easy – not to mention error-free!
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Drawbacks of Applicant Tracking

Although there are many benefits to using Applicant Tracking for diversity recruiting, it is important to consider the potential drawbacks as well: 


  • It can be time-consuming – Reviewing a large pool of applicants and tracking their progress through each stage of the process requires significant time investment. This can make managing applicant data tedious and potentially require additional staff or resources in order to keep up with all applications. 
  • It could lead to bias – If recruiters rely too heavily on automated criteria when reviewing candidates, they run the risk of reinforcing existing biases rather than actively seeking out qualified individuals from underrepresented groups who may have been overlooked by traditional recruitment methods. Therefore, it’s important that recruiters use these tools judiciously and pay attention not only to quantitative measures but also qualitative ones such as “fit” within an organization.  
  • The technology itself could be outdated – Technology changes quickly; if you invest in a system now that seems like a good fit for your needs today, it might become obsolete within months (or even weeks!) due to new industry standards or updates from software providers.
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Best diversity recruiting software for Applicant Tracking

There are a number of software options available on the market that offer Applicant Tracking features. However, not all of these tools are created equal – some are better suited for certain types of businesses than others. To help you choose the best software for your needs, we’ve compiled a list of our top three picks:

  1. Jobvite – Jobvite is a cloud-based Applicant Tracking system that offers an impressive array of features designed to streamline recruiting efforts and improve accuracy in reporting. One standout feature is the ability to integrate with social media platforms like LinkedIn and Facebook, making it easy to post job openings and collect applications from interested candidates. Additionally, Jobvite provides users with access to real-time data so they can track progress and identify areas where improvements need to be made. Overall, we feel that Jobvite strikes the perfect balance between power and usability – making it an ideal choice for businesses of all sizes.
  2. Greenhouse – Greenhouse is another cloud-based Applicant Tracking system that offers robust features and an intuitive interface. One key selling point is its integration with popular applicant sourcing tools like Leverage and Recruiterbox which makes it easy to find qualified candidates without spending hours scouring job boards or sifting through resumes manually. Additionally, Greenhouse includes a handy “Notes” function which allows recruiters to jot down their thoughts about each candidate during the review process (a valuable time saver when multiple team members are involved in the decision-making process). While Greenhouse may be slightly more expensive than some other options on the market, we feel that its advanced functionality justifies the higher price tag.
  3. BambooHR – BambooHR is a cloud-based human resources management system that offers Applicant Tracking features as part of its comprehensive suite of tools. One thing that sets BambooHR apart from other options on the market is its focus on simplifying HR processes for small businesses. For example, the software includes a “Candidate Portal” which allows candidates to submit their information and documents online – eliminating the need for paper applications or manual data entry. Additionally, BambooHR provides users with access to detailed reports and analytics so they can track progress and identify areas where improvements need to be made. While it doesn’t offer all of the bells and whistles of some of the other applicant tracking systems on our list, we feel that it strikes an excellent balance between price and functionality – making it an ideal choice for small businesses with limited HR budgets.

Customizable Templates

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Customizable Templates is an essential feature for any diversity recruiting software tool. The ability to tailor templates to the specific needs of your organization is key to ensuring that your recruitment process is as efficient and effective as possible.

There are a few different ways that you can use Customizable Templates within your diversity recruiting software tool. First, you can use them to create customized email templates. This allows you to easily send out standardized emails to prospective candidates without having to start from scratch each time. Additionally, you can use Customizable Templates to create custom job descriptions. This ensures that each job description accurately reflects the role that you are looking to fill and makes it easier for candidates to understand what they would be doing if they were hired for the position. Finally, Customizable Templates can also be used to create customized interview questions. This allows you to ensure that each candidate is asked the same set of questions during their interview so that you can more easily compare apples-to-apples when making hiring decisions.

Overall, Customizable Templates is a valuable feature for any diversity recruiting software tool because it helps organizations streamline their recruitment processes and make them more efficient and effective overall.

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Benefits of Customizable Templates

There are several potential benefits to using Customizable Templates in a diversity recruiting context. First, it can allow recruiters to tailor their messages to better appeal to diverse candidates. Second, it can help standardize the appearance of recruitment communications, making them more professional and consistent. Finally, this feature can save time by allowing recruiters to reuse successful template designs rather than starting from scratch each time they need to communicate with candidates.

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Drawbacks of Customizable Templates

On the other hand, there are also some potential drawbacks associated with Customizable Templates features in Diversity Recruiting software tools. First, if not used carefully, this feature can result in generic-looking communications that lack personalization and fail to stand out from the competition. Second, depending on the complexity of the templates involved, creating customizations may require significant time and effort on the part of recruiters. Finally, if poorly executed, customizable template features could lead to a negative candidate experience by coming across as impersonal or robotic.

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Best diversity recruiting software for Customizable Templates feature:

PCRecruiter is a powerful, user-friendly recruitment software tool that offers Customizable Templates features for diversity recruiting. This feature allows users to modify existing templates or create their own templates for use in the tool, making it easy to tailor messages and forms to appeal to diverse candidates. In addition, PCRecruiter's template library includes a wide variety of professionally designed templates that can be used as-is or customized to fit your specific needs. Finally, the software's drag-and-drop interface makes it easy to create customizations without any prior coding experience.

Question Library

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Question Library features are designed to help you create a database of questions that can be used to screen candidates during the recruiting process. You can use Question Library features to:

  • Create custom question libraries for different types of positions
  • Screen candidates using pre-selected questions from your library
  • Share libraries with other users in your organization
  • Edit and delete questions as needed

The ability to create custom question libraries is one of the most useful features of this software tool. This feature allows you to tailor your screening process specifically for the type of position you're recruiting for. For example, if you're looking for a customer service representative, you could create a library of questions about customer service experience and skills. This would ensure that all the candidates you screen are qualified for the position. The ability to share libraries with other users in your organization is also helpful, as it allows everyone to access the same pool of screened candidates. Finally, being able to edit and delete questions as needed ensures that your screening process is always up-to-date and relevant.

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Benefits of Question Library

There are several advantages to using the Question Library feature in your diversity recruiting software tool. First, it helps ensure that you always have access to a pool of diverse candidates by storing candidate information in one place. Additionally, the ability to quickly search and filter through stored questions can help save time during the interview process. Finally, having all of your diversity-related questions organized in one place makes it easy to review and update your questioning strategy on an ongoing basis.

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Drawbacks of Question Library

However, there are also some potential disadvantages associated with using this feature. First, because the Question Library is designed specifically for storing interview questions, it may not be suitable for other types of assessment tasks (such as reference checks or background investigations). Additionally, organizing questions into categories within the library may take some additional effort upfront; however, this investment will likely pay off in terms of efficiency gains down the road

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Best diversity recruiting software for Question Library feature

Assuming you're looking for a software tool that includes the Question Library feature, there are a few different options to choose from. Some of the most popular diversity recruiting software tools on the market today include:

  1. DEI Pro - This tool allows users to create custom question libraries and share them with other members of their organization. Additionally, DEI Pro offers a wide range of features designed specifically for diversity recruiting, such as candidate tracking and assessment tools.
  2. Talentify - Talentify's platform includes a Question Library feature that can be used to store interview questions. However, this tool is not specific to diversity recruiting; it also offers general talent management features (such as performance tracking and succession planning).
  3. Jobvite - Jobvite's Diversity Recruiting module includes a Question Library feature that can be used to screen candidates during the hiring process. In addition to this feature, Jobvite also offers an Applicant Tracking System (ATS) to help streamline the recruiting process.

Survey/Poll Management

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Survey/Poll Management features are one of the most important and useful tools for diversity recruiting software. They help you collect data about your target audience, their demographics, and their preferences. This information is essential for developing targeted recruitment strategies that will attract a more diverse pool of candidates.

There are several ways to use Survey/Poll Management features in your diversity recruiting software tool. You can use them to create surveys that target specific groups of people, or you can use them to create polls that allow people to vote on different aspects of your recruitment process. Either way, these features can be extremely helpful in ensuring that you reach a wider range of potential candidates.

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Benefits of Survey/Poll Management

The biggest advantage of using Survey/Poll Management features is that they give you access to valuable insights about your target audience. With this information, you can make informed decisions about how to best reach out to potential candidates and what type of messages will resonate with them. Additionally, these features can help you track the progress of your recruitment efforts over time and identify any areas where there is room for improvement.

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Drawbacks of Survey/Poll Management

It's important to keep in mind that survey responses are not always accurate or representative of the general population. Additionally, surveys can be time-consuming and expensive to administer properly. As such, it's important to carefully consider whether or not using Survey/Poll Management features is right for your organization before making a commitment.

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Best diversity recruiting software for Survey/Poll Management

There are many different diversity recruiting software tools on the market, and each one offers its own unique set of features. When choosing a tool, it's important to consider your specific needs and goals. With that in mind, here are three of the best diversity recruiting software options for Survey/Poll Management:

  1. Jobvite Recruit: Jobvite Recruit is a comprehensive recruitment solution that includes powerful survey and poll management features. It allows you to create surveys that target specific groups of candidates and track the progress of your recruitment efforts over time. Additionally, Jobvite Recruit integrates with other popular HR systems, making it easy to use alongside other tools you may already be using.
  2. Greenhouse: Greenhouse is another excellent option for managing surveys and polls during your recruitment process. It includes a wide range of features specifically designed to help you attract a more diverse pool of candidates. Additionally, Greenhouse integrates with several third-party applications, making it easy to use alongside other tools in your recruitment arsenal.
  3. Lever: Lever is a popular recruitment solution that offers a number of features specifically designed to help you reach a more diverse pool of candidates. It includes powerful survey and poll management capabilities, as well as the ability to track the progress of your recruitment efforts over time. Additionally, Lever integrates with several third-party applications, making it easy to use alongside other tools in your recruitment arsenal.

Surveys & Feedback

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Surveys & Feedback features are very important for diversity recruiting software tools. They help you collect data about your potential recruits and their backgrounds. This information is then used to help you determine if they are a good fit for your company.

There are two main types of surveys & feedback features: those that come with the software tool, and those that do not. The ones that come with the tool are usually more comprehensive and allow you to get more detailed information about each recruit. However, they can also be more expensive. The ones that do not come with the tool may be less comprehensive, but they will still give you some valuable information about each recruit.

The main reason to use surveys & feedback features is to get an idea of what kind of person each recruit is. This information can be used to make sure that you only hire people who will be a good fit for your company culture. It can also help you weed out people who might not be a good fit for the position they’re applying for.

Another reason to use these features is to get an idea of how well each recruit would do in their role at your company. This information can be used to make sure that you only hire people who have the skills and abilities necessary to succeed in their positions. Additionally, this information can help you identify any training or development needs that each recruit might have so that you can address them before hiring them into their roles.

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Benefits of Surveys & Feedback

Surveys & feedback features are very useful for diversity recruiting software tools. They can help you get a better idea of who each recruit is and whether or not they’re the right fit for your company. Additionally, these features can also give you an indication of how well each recruit would do in their role at your company so that you don’t hire someone who won't be able to succeed in it. Finally, this information can also help you identify any training or development needs that recruits may have before hiring them into roles.

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Drawbacks of Surveys & Feedback

Although surveys & feedback features are beneficial for diversity recruitment software tools, there are some drawbacks as well. For example, the ones that come with the tool tend to be more expensive than those which do not come with it. Additionally, some people might find these questions intrusive and uncomfortable to answer which could make them reluctant to fill out survey forms honestly and accurately. Furthermore, depending on what type of data is being collected from surveys & feedback sessions; companies must ensure proper security measures are taken so as not to breach personal information laws such as GDPR (General Data Protection Regulation).

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Best diversity recruiting software for Surveys & Feedback features

In our opinion, the best diversity recruiting software tool for Surveys & Feedback features is Greenhouse. Greenhouse offers a robust set of Survey & Feedback features that are easy to use and interpret. Additionally, the data collected through these features can be easily exported into other software tools (such as Excel) for further analysis.

Talent Acquisition

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Talent Acquisition is a very important feature for diversity recruiting software tools. It allows you to identify and attract top talent from underrepresented groups. This is essential for companies that want to increase their workforce diversity.

There are several ways that Talent Acquisition can be used in order to find the best candidates. One way is by using Boolean searches on job boards and social media platforms. This will allow you to target specific keywords in order to find potential candidates that match your criteria.

Another way of using Talent Acquisition is through referrals. You can ask your current employees if they know anyone that would be a good fit for the position that you’re looking to fill. This is a great way to find qualified candidates, as well as build relationships with your current employees.

The last way of using Talent Acquisition that I’ll mention is through events and networking opportunities specifically for underrepresented groups. Attendance at these events will show potential candidates that your company values diversity and inclusion. Networking at these events can also lead to meeting talented individuals who may not have been found through other methods of recruiting. 

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Benefits of Talent Acquisition

There are several reasons why you might want to use Talent Acquisition for your diversity recruiting efforts. First, it can help you keep track of your progress in reaching out to diverse candidates. Second, it can help ensure that you are following up with all qualified candidates in a timely manner. Third, it can help reduce the risk of hiring discrimination by providing an objective way to evaluate all applicants equally. Finally, using Talent Acquisition can improve your chances of attracting top talent by demonstrating your commitment to diversity recruiting.

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Drawbacks of Talent Acquisition

On the other hand, there are also some potential drawbacks to using Talent Acquisition for diversity recruiting purposes. First, if not used correctly, this tool could actually lead to more biased hiring decisions (for example, if managers only look at candidate data within the tool instead of considering each person as an individual). Additionally, because Diversity Recruiting is often a competitive process (especially for underrepresented groups), some companies may feel pressure to lower their standards in order to make hires quickly – which could ultimately hurt both the company and the newly hired employees down the road.

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Best diversity recruiting software for Talent Acquisition

There are a few different software options out there that offer Talent Acquisition features for diversity recruiting. Here is a brief overview of three of the most popular ones:

  1. Greenhouse – Greenhouse is a widely used Applicant Tracking System (ATS) that offers Boolean search capabilities and integration with many job boards and social media platforms. It also has an extensive referral network, making it easy to ask current employees for referrals. Additionally, Greenhouse offers event management tools to help you plan and execute events specifically for underrepresented groups.
  2. Jobvite – Like Greenhouse, Jobvite is an ATS that offers Boolean searches and social media integrations. However, one unique feature offered by Jobvite is their “Job Posting Optimization” tool, which helps ensure that your job postings are seen by as many diverse candidates as possible. They also have a robust referral system and offer event management tools similar to those offered by Greenhouse.
  3. RecruitiFi - RecruitiFi is another popular ATS that offers Boolean searches, social media integrations, and Referral Bonuses (cash rewards given to employees who refer successful candidates). What sets RecruitiFi apart from other software options is their focus on providing a great user experience – both for employers using the platform to recruit candidates, and for candidates themselves when they apply for jobs. This includes features like 1-click Apply buttons on job postings, personalized candidate recommendations, and real-time updates on where your application stands in the hiring process.

Alerts/Notifications

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Alerts/Notifications are an important feature for diversity recruiting software tools. They allow you to keep track of events and changes in your recruitment process, and can help you identify potential problems or opportunities.

There are two main types of Alerts/Notifications: email notifications and system alerts. Email notifications are sent to you when certain events occur, such as a new job being posted or a candidate applying to a job. System alerts are more general messages that appear in the software itself, usually in the form of pop-ups or banners.

Alerts/Notifications can be useful for keeping track of your recruitment progress and ensuring that nothing falls through the cracks. However, they can also be overwhelming if you receive too many of them, or if they're not well-targeted to your needs. As with any tool, it's important to use Alerts/Notifications thoughtfully and sparingly in order to get the most out of them.

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Benefits of Alerts/Notifications

There are several advantages to using Alerts/Notifications for diversity recruiting. First, it helps you stay organized and on top of your recruitment progress. Second, it ensures that you don't miss any important deadlines or opportunities. Third, it allows you to quickly identify any potential problems with your recruitment process so that they can be addressed promptly.

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Drawbacks of Alerts/Notifications

However, there are also some disadvantages to using this feature. First, if you're not careful, Alerts/Notifications can become overwhelming and intrusive. Second, if misused, this feature can lead to a false sense of security about the status of your recruitment efforts. Finally, because Alerts/Notifications rely on self-reported data from applicants and employers alike, there is always the potential for inaccuracies.

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Best diversity recruiting software for Alerts/Notifications

There are a few different software tools that offer Alerts/Notifications features. Some of the more popular ones include Jobvite, Greenhouse, and Lever. All three of these tools allow you to set up email notifications and system alerts for various events in your recruitment process.

Jobvite is a good choice if you're looking for a comprehensive recruiting solution that offers both email notifications and system alerts. However, it's important to note that Jobvite's email notification feature is only available on the paid plans, which start at $99 per month. Additionally, some users have reported problems with the accuracy of Jobvite's data.

Greenhouse is another popular option for diversity recruiting software. It offers both email notifications and system alerts, as well as a robust suite of other recruiting features. Greenhouse starts at $100 per month for the basic plan, which includes one user license. Additional user licenses can be purchased for an additional fee.

Lever is yet another option worth considering for your diversity recruiting needs. Like Greenhouse, it offers both email notifications and system alerts, as well as a number of other powerful recruiting features. One key difference between Lever and the other two options is that Lever charges by seat instead of by plan. This means that you'll need to purchase a separate license for each user on your team. Prices start at $200 per seat per year.

Assessment Management

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Assessment Management features are designed to help you identify, track, and manage assessment-related data for your diversity recruiting efforts. This can include things like job satisfaction surveys, performance evaluations, skills assessments, aptitude tests, and more.

The idea is that by collecting this data and tracking it over time, you can get a better sense of how your diversity recruiting efforts are progressing and what areas may need improvement. Additionally, this data can be used to help assess the impact of different Diversity & Inclusion initiatives on your workforce.

There are a few different ways that you can use Assessment Management features in your diversity recruiting software tool. One way is to simply collect the data and then analyze it yourself later on. This approach requires less setup but may take more time to actually get useful insights from the data.

Another way to use these features is to set up automatic reporting which will send you or your team periodic reports with key metrics and analysis already included. This approach saves time but may require some initial setup work in order to configure the reports correctly.

Finally, you could also choose to use a combination of both approaches – manually collect some data points while also setting up automatic reporting for others. The benefit of this approach is that it gives you the flexibility to customize the information that you receive without having to put in extra work every time you want an update. However, it does require a bit more upfront planning than either of the other two methods alone. 

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Benefits of Assessment Management

There are several reasons why you would want to use Assessment Management features in your diversity recruiting software tool. First, it allows you to objectively measure a candidate's skills and abilities. This can be helpful in identifying top talent that might otherwise be overlooked. Additionally, using Assessment Management features can help ensure that all candidates are treated fairly and equally during the recruitment process. Finally, by administering assessments electronically, you can save time and resources compared to traditional paper-based methods.

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Drawbacks of Assessment Management

However, there are also some potential drawbacks to using Assessment Management features in your diversity recruiting software tool. First of all, if not used properly, these features can introduce bias into the selection process. Additionally, the electronic administration of assessments may create technical difficulties or glitches that could impact the validity of the results. Finally, some candidates may feel anxious or stressed about taking an assessment test electronically, which could lead them to perform less well than they would otherwise. 

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Best diversity recruiting software for Assessment Management

There are a few different software options available that offer Assessment Management features for diversity recruiting. One option is Jobvite, which offers an online skills assessment tool called the Jobvite Skills Assessor. This tool allows you to create custom assessment tests for each job opening and then track the results over time.

Another popular option is Greenhouse, which offers a similar feature called the Greenhouse Aptitude Test. This tool also allows you to create custom assessments and track results over time. However, it also includes some additional features such as video interviewing and applicant tracking. 

Finally, SAP SuccessFactors Recruiting Management is another software option that offers an Assessment Management module. This module includes features such as performance evaluations, skills assessments, and aptitude tests. It also allows you to generate reports on your data so that you can measure progress over time.

Which software option is best for you will depend on your specific needs and preferences. If you're looking for a tool that offers a simple way to assess candidate skills, then either Jobvite or Greenhouse would be a good choice. However, if you're looking for a more comprehensive solution that includes additional features such as applicant tracking, then SAP SuccessFactors Recruiting Management would be the better option.

Compliance Management

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Compliance Management features are important for any software tool that you use for diversity recruiting. By ensuring that your software is compliant with all applicable laws and regulations, you can help protect your company from liability. Additionally, compliance with these laws and regulations can help ensure that your recruitment process is fair and equitable.

There are a few different ways to use Compliance Management features in your diversity recruiting software tool. First, you can use them to create custom reports that track the progress of your recruitment efforts. This information can be used to identify areas where improvements need to be made. Additionally, this data can be shared with other departments within your company so they can also work on improving their own recruitment processes.

Another way to use Compliance Management features is by setting up alerts when certain events occur. For example, you could set up an alert that would notify you if a job candidate withdrew their application after being asked questions about their race or ethnicity during the interview process. This type of alert would allow you to take immediate action to address the issue and prevent it from happening again in the future.

Finally, some Diversity Recruiting Software tools also offer training modules on compliance-related topics such as equal employment opportunity law or anti-discrimination law. These modules can help educate both recruiters and hiring managers on how to comply with these laws and avoid potential legal pitfalls during the recruitment process. 

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Benefits of Compliance Management

The main benefit of using Compliance Management features is that they can save you time and effort in keeping up with your diversity recruiting obligations. Automating certain tasks can free up valuable time that you can spend on other aspects of your business. In addition, being able to quickly generate reports on your progress in meeting various compliance standards can be very helpful in demonstrating your commitment to Diversity & Inclusion initiatives.

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Drawbacks of Compliance Management

However, there are a few potential drawbacks to using Compliance Management features as well. First, if not used correctly, these features could create more work for you rather than saving time. For example, if you set up an automated report but don't review it regularly, it won't do you much good. Second, relying too heavily on automation could make it difficult for you to spot problems or areas where improvement is needed. Finally, some people may view the use of Compliance Management features as evidence that an organization is more interested in complying with regulations than actually promoting diversity & inclusion within its workforce.

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Best diversity recruiting software for Compliance Management

There are a few different software options available that offer Compliance Management features. Some of the more popular ones include Jobvite, Greenhouse, and Lever. All of these tools offer different features, so you'll need to decide which one is best for your needs.

If you're looking for a tool with robust reporting capabilities, Jobvite might be a good option. It offers both pre-built and custom reports, giving you the flexibility to track whatever data is most important to you. Additionally, its training modules could be helpful in ensuring that your recruitment process is compliant with all applicable laws and regulations.

Greenhouse is another option that offers extensive reporting capabilities. It also has an easy-to-use interface and offers a wide range of compliance-related training modules. However, one potential drawback is that it doesn't have as many customization options as some of the other tools on this list. 

Lever provides users with a simple way to track their progress in meeting various compliance standards. Its reports are straightforward and easy to understand, making it a good choice if you don't want to spend time deciphering complex data sets. Additionally, its alerts system can help ensure that you're quickly notified of any potential problems during the recruitment process. 

Content Library

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Content Library features are important for diversity recruiting software tools because they allow users to organize and store content that is related to the recruitment process. This can include things like job descriptions, candidate profiles, resume samples, and more. Users can then access this content when they need it, which makes the recruitment process more efficient.

There are a few different ways that you can use Content Library features in your diversity recruiting software tool. One way is to create folders for each type of content that you want to store. For example, you could create a folder for job descriptions, another folder for candidate profiles, and so on. This will help you keep your content organized and easy to find when you need it.

Another way to use Content Library features is to tag each piece of content with keywords. This will make it easier for you to search for specific pieces of content later on. For example, if you're looking for job descriptions that mention diversity, tagging each job description with the keyword diversity will make it easy for you to find what you're looking for later on. 

The last way I would recommend using Content Library features in your diversity recruiting software tool is by creating templates for commonly used documents (like job descriptions or offer letters). Having template versions of these documents saves time because users don't have to start from scratch every time they need one - they can just fill in the blanks instead. 

Overall, using Content Library features in your diversity recruiting software tool can save users a lot of time and effort. It's definitely worth taking advantage of these features if your tool offers them!

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Benefits of Content Library

The main benefit of using Content Library is that it helps you stay organized and saves time when recruiting diverse candidates. By having all of the most popular or important pieces of content saved in one place, you can easily access them whenever you need them without having to search through multiple websites or documents. Additionally, if you share items with your team members, they can provide feedback or add their own thoughts, which can further improve the quality of your diversity recruiting efforts.

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Drawbacks of Content Library

However, there are some potential drawbacks to using Content Library as well. First, if you share items with team members, they may be able to see sensitive information such as candidate contact information. Additionally, if you save items for yourself, it is possible that you could forget about them and never use them again. Finally, Content Library can take up a significant amount of storage space on your computer or mobile device, which could impact its overall performance.

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Best diversity recruiting software for Content Library features

There are many software tools available that offer content library features, but not all of them are created equal. When choosing a diversity recruiting tool, it is important to consider your specific needs and objectives. For example, if you are concerned about privacy, then you may want to choose a tool that allows you to share items with team members without revealing sensitive information. Alternatively, if you are short on storage space, then you may want to select a tool that offers cloud-based storage instead of saving items directly onto your device.

Here are three of the best diversity recruiting software tools with content library features:

  1. Jobvite: Jobvite is a popular applicant tracking system (ATS) that offers several powerful features for diverse recruitment efforts. One key feature is its ability to save and share job descriptions, articles, blogs, and other types of content with team members while keeping sensitive information private. Additionally, Jobvite offers cloud-based storage so that users can access their content from anywhere without taking up too much space on their devices. Overall, Jobvite is an excellent choice for those who need robust content sharing capabilities in a privacy-conscious environment.
  2. Greenhouse: Greenhouse is another popular ATS that offers content sharing features and cloud-based storage. However, one key difference between Greenhouse and Jobvite is that Greenhouse allows users to save articles, blogs, and other types of content directly onto their devices for offline access. This could be helpful for those who want to be able to access their content even if they do not have an internet connection. Additionally, Greenhouse storage limits are more generous than those offered by Jobvite, which could be beneficial for users with large amounts of content. Overall, Greenhouse is a good choice for those who need powerful content sharing capabilities as well as offline access to their data.
  3. BambooHR: BambooHR is a human resources (HR) software tool that offers content sharing features and cloud-based storage. However, one key difference between BambooHR and the other two options is that it does not offer an applicant tracking system. This means that users will need to use another tool for managing job descriptions, candidates, and applications. However, BambooHR’s content sharing capabilities are still quite robust and could be helpful for those who need to share large amounts of data with team members. Additionally, its storage limits are more generous than those offered by Jobvite and Greenhouse. Overall, BambooHR is a good choice for those who need powerful content sharing capabilities but do not require an ATS.

Content Management

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Content Management (CM) is an important feature for diversity recruiting software tools. It allows you to manage and organize your content so that it is easy to find and use. Content Management also helps you keep track of who has access to what content, and how they are using it.

There are many different ways to use Content Management features in your diversity recruiting software tool. For example, you can use them to create a central repository for all of your recruitment-related content. This can include job descriptions, candidate profiles, contact information, etc. You can then set up permissions so that only certain users have access to this content. This is a great way to keep sensitive information secure while still making it easily accessible to those who need it.

Content Management features can also be used to create custom workflows for your recruitment process. For example, you could create a workflow that automatically sends out interview requests when a new candidate profile is added into the system. Or, you could set up a notification system so that users are alerted when new content is added or updated in the system.

Overall, Content Management features are very useful for managing and organizing your recruitment process. They can help you keep track of who has access to what content, and how they are using it. Additionally, they can be used to create custom workflows and notifications within your diversity recruiting software tool.

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Benefits of Content Management

The Content Management features in your diversity recruiting software tool can be used to help you organize and manage your recruitment-related content. This includes things like job descriptions, candidate profiles, resumes, cover letters, emails, and other documents.

Using CM features can help you keep track of all your recruitment-related content in one place. This can make it easier to find what you're looking for when you need it. It can also help you avoid duplication of effort by making sure that only one copy of each document exists.

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Drawbacks of Content Management

There are some potential downsides to using CM features for your diversity recruiting efforts though. First, it can take time to set up the system and get everything organized properly. Second, if you're not careful about how you manage permissions and access control, people who shouldn't have access to certain sensitive documents could gain access anyway. Finally, if something goes wrong with the system, all your recruitment-related content could be lost.

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Best diversity recruiting software for Content Management

There are many different software options available that offer Content Management features for diversity recruiting. Some of the best options include:

Jobvite: Jobvite is a popular applicant tracking system (ATS) that offers robust CM features. It includes things like job descriptions, candidate profiles, contact information, and more. You can also set up custom workflows and notifications within the system. The only downside is that it can be expensive to use if you don't have a large budget. However, it's definitely worth considering if you need powerful CM features for your diversity recruiting efforts.

Taleo: Taleo is another popular ATS that has strong CM capabilities. Like Jobvite, it includes things like job descriptions, candidate profiles, contact information, and more. Additionally, it allows you to create custom workflows and notifications. One potential downside is that some users find the interface to be confusing or difficult to use. However, overall Taleo is a great option if you're looking for strong CM features in an ATS.

JobDiva: JobDiva is an ATS that includes both CM and CRM features. This means that you can use it to manage your recruitment-related content as well as your relationships with candidates. It includes things like job descriptions, candidate profiles, contact information, and more. Additionally, it has a robust set of tools for managing workflows and notifications. One potential downside is that the price can be quite high if you need all the features offered by JobDiva. However, it's definitely worth considering if you need both CM and CRM capabilities in your diversity recruiting software tool.

Customizable Reports

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Customizable Reports is a feature that allows you to personalize the data that is displayed in your reports. This can be useful if you want to focus on specific aspects of your recruitment process, or if you want to see how your recruiting efforts compare to other companies' practices.

There are several different ways that you can use Customizable Reports features for your diversity recruiting software tool. For example, you could use it to:

  • Create a custom report template that includes only the information that is relevant to your company's diversity recruiting goals. This would allow you to quickly and easily generate reports that show progress towards those goals over time.
  • Use the Customizable Reports feature to track which sources are providing the most diverse candidates. This information could help guide future marketing and outreach efforts aimed at attracting more diverse talent pools.
  • Generate comparative reports showing how your company's diversity hiring practices stack up against those of other organizations within your industry or region. These types of reports can be valuable when making decisions about where to allocate resources in order to achieve desired outcomes related specifically to diversity recruitment objectives. 
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Benefits of Customizable Reports

There are several advantages to using Customizable Reports. First, it allows you to get exactly the information you need from your software tool. Second, it can help you save time by generating reports automatically. And third, it can help you make better decisions about your diversity recruiting efforts by providing accurate data.

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Drawbacks of Customizable Reports

However, there are also some disadvantages to using Customizable Reports. First, if not used correctly, this feature can produce inaccurate results. Second, it takes time and effort to set up Customizable Reports properly. And third, if you change your mind about what information you want from your report later on down the road (for example), then you'll have to go through the process of setting up Customizable Reports all over again - which can be frustrating and time-consuming. 

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Best diversity recruiting software for Customizable Reports

There is a variety of software that offers Customizable Reports features, so it really depends on what your specific needs are. That being said, some good options to consider include: 

BambooHR - Offers a customizable Diversity Summary report template that can be used to track progress towards diversity recruitment goals over time. 

Greenhouse - Features the ability to generate comparative reports showing how your company's diversity hiring practices stack up against those of other organizations within your industry or region. 

JazzHR - Provides users with the option to create custom report templates tailored specifically to their organization's needs and preferences.

Document Storage

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Document Storage is an essential feature for diversity recruiting software tools. It allows you to keep all your important documents organized and easily accessible from one central location. This is extremely helpful when you need to quickly reference a specific document or piece of information.

There are several different ways that you can utilize Document Storage features within your diversity recruiting software tool. One way is to simply upload and store all of your important documents directly onto the platform. This ensures that they will be securely stored and always readily available for you to access as needed.

Another way that you can use this feature is by storing links to external documents in a centralized location. This can be especially useful if you frequently reference resources that are located off-site (such as job postings, articles, etc.). By storing these links in the Document Storage area, you can ensure that they are always just a click away whenever you need them.

The final way that we would recommend utilizing this feature is by using it as a “sharing” hub for collaboration with others on your team. For example, if there is a particular document or set of instructions that multiple people need to have access to, placing it in the shared Document Storage area will make it easy for everyone involved to find and refer back to as needed.

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Benefits of Document Storage

The biggest advantage of Document Storage is that it keeps your recruitment documents safe and secure. You can access them from anywhere, and you don't have to worry about losing them or having them stolen. Additionally, Document Storage makes it easy to share files with others in your organization.

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Drawbacks of Document Storage

There are a few disadvantages of using Document Storage for your diversity recruiting software tool as well. First, if you're not careful, you can easily exceed your storage limit and be charged extra fees by the provider. Second, some people may find the interface difficult to use or confusing. Finally, if you're storing sensitive information in Document Storage (like confidential candidate information), you'll need to make sure that only authorized personnel have access to it.

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Best diversity recruiting software for Document Storage

There are a few different software options available that offer Document Storage features. We would recommend taking a look at the following two tools:

  1. Google Drive: Google Drive offers 15 GB of storage for free, with the option to upgrade to more space as needed. It's easy to use and accessible from anywhere, making it a great choice for storing documents related to your diversity recruiting efforts.
  2. Dropbox: Dropbox also offers an impressive amount of storage space (2 GB for free, with upgrades available), and it includes many other helpful features like real-time syncing and file sharing capabilities.

Email Management

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Email Management is a key feature for diversity recruiting software tools. It allows you to manage your emails in one place, including sorting and filtering them by different criteria. This can be helpful when trying to keep track of multiple conversations with diverse candidates.

The Email Management features of most diversity recruiting software tools are fairly similar. However, there are some differences that may be worth considering when choosing a tool.

One thing to consider is how the email management feature is integrated with other features of the tool. For example, some tools allow you to add notes or tags to emails from within the email management interface. This can be helpful for keeping track of important details about a candidate or conversation. Other tools require you to switch between interfaces in order to add notes or tags, which can be more time-consuming and frustrating.

Another consideration is whether the tool offers any advanced email management features beyond basic sorting and filtering. Some tools offer things like auto-responders, which can save you time by automatically sending responses to common questions from candidates (e..g., When will I hear back about my application?). Others offer templates for commonly used emails (e..g., Thank you for your interest in our company!), which can help ensure that all communications with candidates are consistent and professional.

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Benefits of Email Management

Email Management is a great way to keep track of your email communications with potential candidates. You can use it to manage your email list, send out automated messages, and track responses. This helps you save time by not having to manually contact each candidate individually. It also allows you to stay organized and focused on the most promising prospects. Additionally, many Email Management tools allow you to customize your message for each recipient, which can help personalize your outreach and make a better impression on potential candidates. Finally, some Email Management tools offer features that let you automatically follow up with non-responders after a certain period of time, which can further improve your response rate. Overall, using an Email Management tool can significantly improve the efficiency and effectiveness of your diversity recruiting efforts. 

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Drawbacks of Email Management

Email Management tools can be expensive, and they require a significant investment of time and effort to set up and learn how to use effectively. Additionally, they can add another layer of complexity to your recruiting process, which may not be ideal if you're already struggling to keep track of everything. Finally, Email Management tools are only as effective as the data you input into them, so if your email list is out-of-date or inaccurate, your results will suffer accordingly. In short, while Email Management tools offer many potential benefits for diversity recruiting efforts, they also come with some notable drawbacks that should be considered before making a decision.

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Best diversity recruiting software for Email Management

There are a number of different diversity recruiting software tools on the market, and each one offers its own unique set of features. When choosing a tool for email management, there are several things to keep in mind, such as cost, ease of use, integration with other features, and the level of customization offered. Based on these criteria, here are three of the best email management tools for diversity recruiting:

Recruitee: Recruitee is an affordable recruitment platform that offers a wide range of features designed to make recruiting faster and easier. It includes an Email Management module that allows you to manage your communications with candidates in one place. You can also customize your messages for each recipient and set up automated follow-ups. Additionally, Recruitee integrates with over 50+ Applicant Tracking Systems (ATS), making it easy to transfer data between platforms if necessary. Overall, Recruitee is a great all-in-one solution for managing your email outreach efforts during the recruiting process.

Greenhouse: Greenhouse is an expensive but feature-rich recruitment platform used by many large organizations. It offers robust Email Management capabilities that allow you to track your communication with candidates, send automated messages, and customize your message for each recipient. Additionally, Greenhouse integrates with numerous applicant tracking systems (ATS), so you can easily transfer data between platforms if needed. Given its high price tag and complexity, however, Greenhouse may not be the best option for small businesses or those new to using Email Management tools. Nevertheless, it's definitely worth considering if you're looking for a comprehensive solution. 

Contactually: Contactually is a customer relationship management (CRM) tool that offers some features designed for recruitment purposes. It includes an Email Management module that allows you to sort and filter your emails, add notes and tags, set reminders, and more. Additionally, Contactually integrates with a number of applicant tracking systems (ATS), making it easy to transfer data between platforms if necessary. However, one downside of using Contactually for email management is that it doesn't offer any automated message features. Nevertheless, it's still a valuable tool for keeping track of your communications with candidates in one place.

Email Templates

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Email Templates is an important feature for diversity recruiting software tools. It allows you to create and manage email templates that can be used when sending emails to potential candidates. This can help you save time by not having to manually create each email, and it also ensures that your messages are consistent across all recipients.

There are a few different ways that you can use Email Templates in your diversity recruiting software tool. First, you can create an Email Template for each position that you're recruiting for. This way, when you send out mass emails to potential candidates, each position will have its own template so that the message is clear and concise. Additionally, you can create Email Templates for specific groups of people - such as minorities or women - so that your messages are tailored specifically to them. Finally, if there's a particular type of email that you find yourself sending often (such as a 'thank-you' message), then you can create a template for it so that it's always ready to go.

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Benefits of Email Templates

There are some definite advantages to using Email Templates. First, it can save you time by allowing you to quickly insert pre-written text into an email. Second, it can help ensure accuracy by ensuring that your responses are consistent and free of typos. Finally, it can help maintain professionalism by allowing you to craft well-thought-out responses in advance.

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Drawbacks of Email Templates

On the other hand, there are also some potential drawbacks to using Email Templates. First, it's important to remember that not every situation is the same, so template responses may not always be appropriate. Second, recipients may be able to tell that they're receiving a template response and this could undermine your efforts at building rapport or personalizing your communication with them. Finally, overusing templates can make your communications seem robotic or impersonal.

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Best diversity recruiting software for Email Templates

There are a few different diversity recruiting software tools on the market that offer Email Templates features. Some of the best include:

Jobvite: Jobvite offers a comprehensive suite of email templates for recruiters, including templates for specific positions, groups, and types of email messages. Additionally, they offer a 'template library' where you can browse and select from pre-written template responses.

Greenhouse: Greenhouse also offers a variety of email templates for recruiters, including position-specific and group-specific templates. They also have an 'email builder' tool that allows you to customize your template responses so that they're exactly what you need them to be.

Lever: Lever's email template feature is called 'sequences.' Sequences allow you to create customized email drip campaigns consisting of multiple template emails sent over time. This can be helpful for keeping candidates engaged throughout the recruiting process.

Job Application Management

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Job Application Management (JAM) features are one of the most important aspects of any diversity recruiting software tool. They help you keep track of all the applications you receive, and help you weed out those that are not qualified.

There are a few different ways to use these features. The first is to simply set up a folder for each job opening, and then drag and drop the applications into the appropriate folders. This can be time-consuming, but it does allow you to easily see which jobs each applicant has applied for.

The second way to use Job Application Management features is to set up an automated system that will do this for you. This can save a lot of time, but it may also mean that some unqualified applicants slip through the cracks.

The third way to use Job Application Management features is to manually review each application yourself before deciding whether or not to interview the candidate. This takes more time than either of the previous two methods, but it allows you to really get a feel for who each applicant is and whether or not they would be a good fit for your company.

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Benefits of Job Application Management

There are several reasons why you might want to use JAM for your diversity recruiting. First, it can help you keep track of all the applicants who have applied for a position. This can be helpful in ensuring that you do not miss any qualified candidates. Additionally, JAM can help you manage applicant data so that you can quickly identify which applicants meet your diversity criteria. Finally, JAM can also create reports on the progress of your diversity recruiting efforts so that you can see how well you are doing and where improvements need to be made.

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Drawbacks of Job Application Management

However, there are also some potential drawbacks to using JAM for your diversity recruiting. First, it is important to note that not all software tools with this feature will offer the same level of functionality. Some may be more basic while others may be more complex (and expensive). Second, if not used correctly, JAM could potentially lead to discrimination against certain groups of people (e..g., by only considering applicants who meet very specific criteria). Therefore, it is important to use this tool thoughtfully and consider its implications before using it extensively in your recruitment process. 

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Best diversity recruiting software for Job Application Management

There are a few different software tools that offer Job Application Management features. Some of the more popular options include:

ApplicantStack: This tool offers a drag-and-drop interface for managing job applications. It also includes an automated system for identifying qualified candidates and creating reports on your diversity recruiting efforts.

Greenhouse: Greenhouse is another popular option for those looking for JAM features in their diversity recruiting software tool. It offers a similar drag-and-drop interface as well as an automated system for qualifying candidates and generating reports. Additionally, it provides users with access to a large pool of diverse applicants (including underrepresented groups).

Jobvite: Jobvite is yet another option that provides JAM features in its diversity recruitment software toolkit. Like the other two options, it has a drag-and-drop interface and an automated candidate qualification system. However, one key difference is that it also allows you to post job openings directly to social media platforms like LinkedIn. 

Job Posting

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Job Posting features are an essential part of any diversity recruiting software tool. By allowing users to post job openings on their website, social media platforms, and other online channels, they can reach a wider pool of potential candidates.

There are several things to consider when using Job Posting features for your diversity recruiting efforts. First, you need to make sure that the positions you are posting are truly diverse. You don't want to waste time and resources posting jobs that only a small percentage of the population can realistically fill. Second, you need to ensure that your postings are accessible to people with disabilities. Many employers use Applicant Tracking Systems (ATS) that automatically filter out resumes based on keywords or other criteria; if your postings aren't properly configured, qualified candidates with disabilities may never see them. Finally, you should consider how you will measure the success of your diversity recruiting efforts; otherwise, it will be difficult to improve upon them over time.

Overall, we believe that Job Posting features can be extremely helpful in diversifying your workforce - but only if they're used correctly. If you take the time to carefully consider each of the factors mentioned above, you'll be well on your way towards building a more inclusive workplace. 

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Benefits of Job Posting

The main benefit of using Job Posting features is that it allows you to reach a wider audience than just relying on your company website or career page. By posting jobs on popular job boards, you can tap into a larger talent pool and increase your chances of finding qualified candidates from underrepresented groups.

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Drawbacks of Job Posting

However, there are also some drawbacks to using this feature. First, it can be time-consuming to post jobs on multiple job boards. Second, you may have to pay additional fees to use some job boards (especially the more popular ones). Overall, though, the benefits of using Job Posting features outweigh the drawbacks – especially if you're serious about increasing diversity in your workforce.

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Best diversity recruiting software for Job Posting features

There are a number of different software tools that offer Job Posting features. Some of the most popular options include:

DiversityJobs: This website offers users the ability to post jobs specifically for underrepresented groups, including women, minorities, veterans, and people with disabilities. There is no charge to use this service.

Indeed: Indeed is one of the largest job boards in the world and offers free postings for employers. You can filter results by diversity categories (e.g., race/ethnicity, gender) to help you find qualified candidates from underrepresented groups. 

LinkedIn: LinkedIn also has a large user base and offers paid job postings starting at $75 per month. You can use LinkedIn's Advanced Search feature to target specific diversity categories when searching for candidates. 

Pulse Surveys

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Pulse Surveys is a feature that can be found in many different software tools. It allows you to send out surveys to your employees on a regular basis in order to gauge their satisfaction with their job, the company, and other factors. While this is a useful tool for companies who want to improve employee morale and keep track of how their workers are feeling, it can also be used for diversity recruiting.

When using Pulse Surveys for diversity recruiting, you can ask questions about an applicant's race, gender identity, sexual orientation, religion, or ethnicity. This information can help you identify which applicants may be a good fit for your company's culture and values. Additionally, it can help you find qualified candidates who come from underrepresented groups.

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Benefits of Pulse Surveys

The software allows you to create custom questions, which is useful for getting specific information from candidates. You can also send reminders to respondents, which ensures that you get responses from everyone who starts the survey. Additionally, the reports generated by Pulse Surveys are very detailed, making it easy to analyze the data and identify patterns.

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Drawbacks of Pulse Surveys

However, there are some drawbacks to using Pulse Surveys for diversity recruiting. First, the software is not free – you have to pay a monthly subscription fee in order to use it. Additionally, while the reports are very comprehensive, they can be difficult to interpret if you're not familiar with data analysis. Finally, because Pulse Surveys requires participants to complete surveys online, it may exclude potential candidates who do not have access to a computer or internet connection. 

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Best diversity recruiting software for Pulse Surveys

Greenhouse: Greenhouse is a great option for companies who want to use Pulse Surveys for diversity recruiting. The software is easy to use and navigate, and it offers a free trial so you can try it before you commit to a monthly subscription. Additionally, the reports generated by Greenhouse are very user-friendly and easy to interpret.

Lever: Lever is another good choice for companies who want to use Pulse Surveys for diversity recruiting. It offers a discount if you sign up for an annual subscription, and it also integrates with other HR software platforms (such as Workday and BambooHR). This makes it easy to keep track of all your employee data in one place. Finally, Lever's customer support team is very responsive and helpful, so you can get help if you run into any problems using the software.

Real Time Analytics

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Real Time Analytics features give you the ability to see how your recruiting software tool is being used in real time. You can use this data to improve the effectiveness of your diversity recruiting efforts.

There are two ways to access Real Time Analytics features. The first is through the web interface. You can log into the web interface and view all of the data that has been collected about how your software tool is being used. The second way to access Real Time Analytics features is through the mobile app. You can download the mobile app and view all of the data that has been collected about how your software tool is being used on your smartphone or tablet.

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Benefits of Real Time Analytics

The benefits of using Real Time Analytics features are that you can quickly see which parts of your diversity recruiting process are working well and which parts need improvement. Additionally, you can track exactly how many people have applied for each position, how many people have been interviewed, and how many people have been hired through your Diversity Recruiting Software Tool. This information can be extremely valuable when making decisions about where to allocate resources in order to improve diversity recruitment outcomes.

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Drawbacks of Real Time Analytics

There are a few potential drawbacks to using Real Time Analytics features. First, it is possible that the data collected about how your software tool is being used could be inaccurate. Second, if you do not have access to the web interface or mobile app, you will not be able to view the data collected by Real Time Analytics features. Finally, if you use Real Time Analytics features to track progress over time, it is important to remember that diversity recruitment outcomes can fluctuate from year to year due to changes in the workforce or other factors outside of your control.

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Best diversity recruiting software for Real Time Analytics features

If you are looking for a diversity recruiting software tool that offers Real Time Analytics features, I recommend Recruitee. Recruitee is a cloud-based software tool that offers a variety of features to help you with your diversity recruiting efforts. One of the best things about Recruitee is that it offers a free trial so that you can try out all of the features before you commit to using the tool.

Real Time Reporting

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Real Time Reporting features are great for keeping track of your recruitment progress and making sure that you're on target. However, there are a few things to keep in mind when using them.

First, remember that Real Time Reporting is not a substitute for actual data analysis. While it can give you an idea of how your recruiting is going, it's important to supplement it with other methods like surveys and interviews to get a more complete picture.

Second, be aware that Real Time Reporting can sometimes create false positives or negatives. For example, if you're looking at the number of applications received per day, one big spike might look great at first glance but could actually be caused by a technical error. So always take the time to investigate any anomalies before making decisions based on them.

Overall, Real Time Reporting features can be extremely helpful if used correctly. Just make sure to use them in conjunction with other data sources and to interpret the results carefully before taking action based on them.

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Benefits of Real Time Reporting

There are several benefits to using Real Time Reporting features in your diversity recruiting software tool. First, it enables you to track the number of diverse candidates who have been recruited into your system. This information can be used to evaluate the effectiveness of your recruitment efforts and make necessary adjustments. Additionally, Real Time Reporting can help you identify which sources are providing the most diverse candidates so that you can focus your efforts on those sources in the future. Finally, this feature provides valuable data that can be used to create customized reports for different stakeholders within your organization (e.g., senior leadership, human resources).

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Drawbacks of Real Time Reporting

Despite these advantages, there are some disadvantages associated with using Real Time Reporting features in your diversity recruiting software tool. First, it requires ongoing maintenance and updates in order to keep accurate data. Additionally, if not used properly, Real Time Reporting can lead to decision-making based on incomplete or inaccurate information. Finally, this feature is only useful if organizations take action on the insights generated from the reports; otherwise, it becomes another “report” gathering dust on a shelf somewhere. 

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Best diversity recruiting software for Real Time Reporting features

After taking a close look at the Real Time Reporting features of several different diversity recruiting software tools, we've compiled a list of our top three picks. 

First on our list is Jobvite Recruit, which offers a comprehensive suite of features for tracking and managing recruitment progress. Additionally, users can generate custom reports based on specific data points (e.g., the number of applications received per day). We also like that this tool integrates with many other HR systems, making it easy to keep track of all your employee data in one place. 

Next on our list is JazzHR, which also provides robust reporting capabilities along with an extensive set of other features designed to streamline the recruitment process. One thing we particularly appreciate about this tool is the ability to create talent pools for future reference; this can be extremely helpful when trying to quickly fill multiple open positions at once. 

Finally, Greenhouse gets high marks for its user-friendly interface and intuitive navigation. While it doesn't have as many bells and whistles as some of the other options out there, it more than makes up for it with its ease of use—an important consideration when you're dealing with large amounts of data on a daily basis. And like the other two tools on our list, Greenhouse also offers powerful reporting functionality so you can easily monitor your recruitment efforts over time. 

Resume Parsing

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Resume Parsing is an important tool for any software that is used for recruiting purposes. This feature allows you to take a resume and automatically extract the important information from it so that you can quickly and easily identify potential candidates. There are many different ways to use this feature, but I will outline a few of the most common below.

First, you can use Resume Parsing to help you pre-screen candidates before inviting them to interview. By extracting key information such as job title, years of experience, education level, etc., you can quickly identify which candidates meet your minimum requirements and should be invited to interview. This saves valuable time in the screening process and helps ensure that only qualified candidates are given the opportunity to be interviewed.

Second, Resume Parsing can also be used to help evaluate candidate qualifications after an interview has been conducted. By reviewing the extracted information side-by-side with the interviewer's notes, you can more objectively assess whether or not a candidate is truly qualified for the position they applied for. This is especially helpful when comparing multiple candidates who have similar qualifications on their resumes.

Finally, Resume Parsing can also be used as a diversity recruiting tool itself by identifying which applicants come from underrepresented groups (such as women or minorities). This allows recruiters to proactively seek out these individuals and give them greater consideration during the hiring process in order to increase workplace diversity.

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Benefits of Resume Parsing

There are several advantages to using this feature. First, it saves you a lot of time compared to manually reviewing each resume yourself. Second, it ensures that you don't miss any qualified candidates who might have been overlooked if you were only scanning resumes manually. Finally, it allows you to target your recruiting efforts more precisely by identifying which keywords are most likely to result in successful hires from underrepresented groups.

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Drawbacks of Resume Parsing

However, there are also some disadvantages to using Resume Parsing features for your diversity recruiting software tool. First, if the keyword searches aren't properly configured, you could end up excluding qualified candidates who don't use the right keywords on their resumes. Second, this feature can be biased against certain types of underrepresented groups (e.g., women) if the majority of resumes in your database come from men. Finally, if you're not careful, you could end up spending a lot of time and money on recruiting software that doesn't actually help you achieve your diversity goals.

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Best diversity recruiting software for Resume Parsing

Jobvite: Jobvite is a comprehensive recruiting platform that offers a wide variety of features, including resume parsing. It's easy to use and configure, and it offers a free trial so you can test it out before committing to a paid plan.

Recruiterbox: Recruiterbox is another great option for those looking for resume parsing features in their diversity recruiting software tool. It has an intuitive interface and offers a free trial period, making it perfect for those who are new to using this type of software.

SmartRecruiters: SmartRecruiters is a popular recruiting platform that offers resume parsing as one of its many features. It's easy to use and comes with a free trial, so you can test it out before deciding if it's the right tool for your needs.

Search/Filter

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Search/Filter features are one of the most important aspects of any diversity recruiting software tool. They allow you to quickly and easily find potential candidates that meet your specific criteria.

There are a few different ways that you can use Search/Filter features in your diversity recruiting software tool. The first way is by using the default search options that are available in most software tools. These options usually include things like location, job title, or keywords.

The second way to use Search/Filter features is by creating your own custom searches. This is often done by selecting certain criteria that you want to focus on and then saving those as a search template. This allows you to quickly run the same search multiple times without having to enter all of the information each time.

The third way to use Search/Filter features is by using Boolean searches. Boolean searches allow you to combine multiple criteria into a single search query. For example, if you wanted to find candidates who were located in New York City and had experience with Java programming, you could enter New York AND Java into the search field (without quotes). Boolean searches can be very powerful when used correctly but they can also be very difficult for people who are not familiar with them.to understand how they work.

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Benefits of Search/Filter

The benefits of using the Search/Filter feature on your diversity recruiting software tool is that it can help you save time by allowing you to quickly find and target the types of candidates that you are interested in. Additionally, this feature can help you improve the quality of your candidate pool by ensuring that you only consider candidates who meet your specific criteria.

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Drawbacks of Search/Filter

There are also some potential drawbacks to using this feature. One concern is that if you rely too heavily on the Search/Filter function, you may miss out on considering qualified candidates who do not fit into your pre-defined criteria. Additionally, some users have expressed concerns about potential bias when using this type of function; for example, a user might inadvertently exclude qualified minority candidates from their search results if they use too narrow of filter criteria.

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Best diversity recruiting software for Search/Filter

There are a number of different diversity recruiting software tools on the market, and each one offers its own unique set of features. When choosing a tool, it is important to consider your specific needs and requirements. With that said, here are three of the best diversity recruiting software tools that offer Search/Filter functionality:

Jobvite: Jobvite is a cloud-based applicant tracking system (ATS) that includes powerful search and filtering capabilities. It offers users the ability to create custom searches based on criteria such as job title, location, skillset, or years of experience. Additionally, Boolean searches can be used to further narrow down results. Candidates can also be sorted by relevance or date added.

Greenhouse: Greenhouse is another cloud-based ATS that includes robust search and filtering options. Similar to Jobvite, users can create custom searches based on multiple criteria including job title, location, skillset, or years of experience. Greenhouse also offers Boolean searching as well as the ability to sort candidates by relevance or date added 

Lever: Lever is yet another cloud-based ATS with excellent search and filtering features. Users have the ability to create unlimited custom searches which can be saved for future use. Lever also supports Boolean searching, and candidates can be sorted by various criteria such as name, location, or company size. 

Visual Analytics

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Visual Analytics features are great for getting an overview of your recruiting data, but they can also be used to drill down into specific areas for more detailed analysis. For example, you can use Visual Analytics to compare the number of applicants from different demographic groups, or to track changes in applicant diversity over time.

There are a few things to keep in mind when using Visual Analytics features for diversity recruiting:

  1. Make sure your data is accurate and up-to-date. Otherwise, your results may not be meaningful.
  2. Be aware of potential biases in your data set (e.g., self-reported data may underrepresent certain groups). 
  3. Try different visualization methods and options to find the ones that work best for you and help you understand your data most effectively. 
  4. Keep in mind that visualizations are just one way to analyze your data; they should be used alongside other methods (such as statistical analysis) to get a complete picture. 
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Benefits of Visual Analytics

Using Visual Analytics for diversity recruiting can help you quickly analyze and understand your applicant data. This tool makes it easy to identify patterns, track changes over time, compare different demographic groups, and pinpoint areas where improvements are needed.

Visualizations also make it easier for people from non-technical backgrounds to read and interpret the results of your analysis without needing a deep understanding of statistics or coding concepts. This is particularly useful if you're trying to get buy-in from stakeholders who may not be tech savvy

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Drawbacks of Visual Analytics

There are some potential drawbacks to consider as well. First, visualizations can sometimes oversimplify data sets, making it difficult to see all of the nuances and details. Additionally, if not used carefully, visualizations can inadvertently reinforce existing biases (for example, by only showing information about certain groups of people). Finally, creating effective visualizations requires a significant amount of time and effort; if done poorly, they will not be helpful at all.

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Best diversity recruiting software for Visual Analytics

There are a few different software options available that offer Visual Analytics features. Some of the most popular ones include Tableau, Qlik Sense, and Microsoft Power BI. Each of these tools has its own strengths and weaknesses, so it's important to evaluate them carefully to see which one is the best fit for your needs.

Tableau is a data visualization tool that offers a wide range of customization options. This can be helpful if you need to create very specific visualizations to answer particular questions. However, this flexibility can also make Tableau difficult to use if you're not already familiar with data visualization concepts. Additionally, Tableau is relatively expensive compared to other options on this list.

Qlik Sense is another data visualization tool that offers many features similar to Tableau. However, it's generally considered easier to use, making it a good option if you're new to data visualization or don't need as much customization power as Tableau provides. Qlik Sense is also less expensive than Tableau; however, it doesn't have quite as many features overall.

Microsoft Power BI is a business intelligence tool that includes several powerful data visualizations capabilities. It's easy to use and offers a wide range of integrations with other Microsoft products (such as Excel). However, Power BI isn't specifically designed for recruitment purposes; therefore, some of the visuals may not be particularly well-suited for diversity recruiting analysis. 

Access Controls/Permissions

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Access Controls/Permissions features are important for managing who can see and do what within your diversity recruiting software tool. This way, you can make sure that only the people who need to see sensitive information have access to it, and that everyone has the appropriate level of permissions for the actions they need to take.

There are a few different ways to set up Access Controls/Permissions features. Some tools let you set them up on a per-user basis, so that each user has their own individual settings. Other tools let you set up global Access Controls/Permissions rules that apply to all users. And still others let you mix and match, so that some users have individual settings and others follow global rules.

Which approach is best depends on your specific needs. If you have a small team with well-defined roles, then setting up individual Access Controls/Permissions for each person might be the simplest solution. But if your team is large or constantly changing, then global rules might be easier to manage in the long run.

Whatever approach you choose, make sure that you understand how the Access Controls/Permissions work in your particular tool before relying on them too heavily. Every tool handles these things differently, so it's important to know exactly what limitations there are in yours. For example, some tools don't allow certain types of users (like administrators) to be restricted in any way - which means that if someone with administrator privileges gets access to sensitive data, there's nothing stopping them from doing whatever they want with it (including sharing it with unauthorized people).

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Benefits of Access Controls/Permissions

  • Helps ensure that only authorized users have access to sensitive data and resources.
  • Provides more control over who can see and make changes to data within the software.
  • Offers greater flexibility in how users are able to interact with the tool. 
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Drawbacks of Access Controls/Permissions

  • Can be time consuming to manage user permissions at a granular level. 
  • May not offer as much control as needed if using group rather than user permissions.
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Best diversity recruiting software for Access Controls/Permissions

Greenhouse: Greenhouse offers user-level permissions that are granular and easy to manage. You can also control what data is visible to different users, which is a great way to prevent sensitive information from being accidentally shared.

Jobvite: Jobvite's object-based security model gives you complete control over who has access to which candidates and jobs. This approach makes it easy to fine-tune permissions as needed and ensures that only authorized users can see the data they need.

Ad hoc Reporting

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Ad hoc Reporting features are great for diversity recruiting because they allow you to quickly and easily generate reports on the progress of your diversity recruiting efforts. However, there are a few things to keep in mind when using this feature.

First, Ad hoc Reporting can be very time-consuming if you're not familiar with the software tool you're using. It's important to take the time to learn how to use the features properly before attempting to generate a report. Otherwise, you may end up wasting a lot of time and getting frustrated with the process.

Second, Ad hoc Reporting can be biased if you're not careful about which data points you include in your report. For example, if you only include data from candidates who have applied through your online application system, then your results will likely be skewed towards those candidates who are more tech-savvy and/or have better internet access. If possible, try to include data from as many sources as possible so that your report is more accurate.

Third, Ad hoc Reporting can be misinterpreted if you don't know what you're looking at. For example, let's say that one of the metrics included in your report is time spent on each page. The interpretation of this metric could vary widely depending on whether someone is looking at it from an applicant perspective (i.,e., how long did it take them to fill out each page of the application?) or from a recruiter perspective (i.,e., how much time did I spend reviewing each applicant's resume?). Be sure to explain what each metric means so that everyone reading your report understands it correctly.

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Benefits of Ad hoc Reporting

There are several advantages of using the Ad hoc Reporting features for your diversity recruiting software tool. First, it allows you to tailor the content of your reports according to the needs of yourself or other stakeholders. Second, it provides an easy way to share complex data sets with others in a format that is easy for them to digest and understand. Finally, it gives you the flexibility to export your reports in different formats depending on where they will be used or who will be viewing them.

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Drawbacks of Ad hoc Reporting

There are some disadvantages of using the Ad hoc Reporting features for your diversity recruiting software tool as well. First, generating custom reports can take some time and effort if you are not familiar with how the feature works. Second, exporting files into different formats can also be time-consuming depending on the file size and complexity of the report layout.

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Best diversity recruiting software for Ad hoc Reporting features

One tool that stands out in terms of Ad hoc Reporting is Jobvite Recruit. This software offers a Quick Report feature that allows you to generate reports with just a few clicks. It also offers several pre-built report templates that you can use as a starting point for your own custom reports. Finally, Jobvite Recruit makes it easy to export your reports into different formats so that you can share them with others or use them in other applications.

Approval Process Control

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Approval Process Control is a feature that allows you to automate your diversity recruiting process by creating and enforcing approval workflows. This can be useful if you want to ensure that all candidates are properly vetted before being hired, or if you need to track who is responsible for each stage of the recruiting process.

There are two main ways to use Approval Process Control: with an online application system, or with a paper-based system.

If you use an online application system, Approval Process Control can help you keep track of which applications have been approved and which ones have not. This can be helpful if you receive a lot of applications and need to prioritize them. Additionally, this feature can remind approvers when they need to take action on an application.

If you use a paper-based system, Approval Process Control can help you enforce approvals by requiring approvers to sign off on each stage of the recruiting process. This ensures that everyone involved in the process is aware of what is happening at every step and prevents any potential bottlenecks. Additionally, this feature provides an audit trail so that you can see who was responsible for each step in the process.

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Benefits of Approval Process Control

There are both advantages and disadvantages to using this feature. On the plus side, Approval Process Control can help ensure that only qualified candidates are hired. This can save time and money in the long run, as less time will need to be spent training new hires who may not have been the best fit for the job. Additionally, Approval Process Control can help build consensus among team members about who should be hired, which can lead to more harmony in the workplace overall.

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Drawbacks of Approval Process Control

On the downside, Approval Process Control can add another layer of bureaucracy to an already complex hiring process. This can make it difficult to fill open positions in a timely manner and could ultimately discourage potential candidates from applying at all. Additionally, if not used carefully, Approval Process Control could give some team members too much power over who gets hired, which could lead to cronyism and favoritism rather than true merit-based hiring practices

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Best diversity recruiting software for Approval Process Control

There are a few different software tools on the market that offer Approval Process Control features. Some of the most popular ones include Jobvite, Greenhouse, and JazzHR.

Jobvite is a cloud-based recruiting platform that offers an approval workflow feature. This tool allows you to create multiple approval stages for your hiring process and sends reminders to approvers when they need to take action. Additionally, Jobvite provides a real-time feed of all activity so that you can see who has approved each stage of the process.

Greenhouse is another cloud-based recruiting platform that offers an approval workflow feature. With Greenhouse, you can create multiple approval stages and add approvers at each stage. You can also set up reminder emails to ensure that approvers don't forget to take action on an application. Additionally, Greenhouse provides detailed reports so that you can track which applications have been approved and which ones have not.

JazzHR is a cloud-based recruitment solution that includes an approvals management feature. With JazzHR, you can easily create workflows with multiple steps and assign approvers at each step. You can also set up reminder emails to keep everyone on track throughout the process. In addition, JazzHR gives you visibility into every stage of the approvals process so that you can see where things are getting held up.

Asynchronous Learning

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Asynchronous Learning features are important for diversity recruiting software tools because they allow recruiters to learn about new candidates without interrupting their workflows. This type of feature is beneficial for both the recruiter and the candidate, as it allows the recruiter to continue working while also getting information on potential new hires.

There are a few different ways that Asynchronous Learning features can be used in diversity recruiting software tools. One way is by using video interviews. Video interviews allow recruiters to get to know candidates without having to meet them in person. This type of interview can be conducted through Skype or another video conferencing tool. Candidates can also record themselves answering questions that recruiters send them, and then the recruiter can watch the recording at their convenience.

Another way that Asynchronous Learning features can be used in diversity recruiting software tools is by providing online courses for recruits. These courses can teach recruits about various topics related to Diversity & Inclusion (D&I). The courses can be self-paced or have deadlines, depending on what works best for the organization’s needs. Providing online courses is a great way to give recruits the knowledge they need before they even start working with your company.

The last way that Asynchronous Learning features can be used in diversity recruiting software tools is by sending out monthly newsletters with D&I tips and resources. These newsletters help keep recruits engaged with your company’s D&I initiatives even after they’ve been hired. They also ensure that everyone stays up-to-date on changes and developments related to D&I within your company and industry as a whole.

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Benefits of Asynchronous Learning

There are several advantages to using Asynchronous Learning features in diversity recruiting software tools. First, it allows recruiters to continue working without interruptions. Second, candidates can learn about your company at their own pace and on their own time. Third, online courses provide a convenient way for recruits to get the knowledge they need before starting work with your company. Lastly, monthly newsletters help keep everyone engaged with your company’s D&I initiatives.

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Drawbacks of Asynchronous Learning

The only potential downside of using Asynchronous Learning features in diversity recruiting software tools is that some people may prefer face-to-face interactions instead of video interviews or online courses. However, this preference is likely due to personal preferences and should not be considered a major drawback of using these types of features.

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Best diversity recruiting software for Asynchronous Learning

There are many different diversity recruiting software tools on the market, but not all of them offer Asynchronous Learning features. Some of the best options for software that offers these types of features include Skype, Zoom Video Communications, and GoToMeeting.

Skype is a popular video conferencing tool that can be used for conducting interviews or holding online courses. It’s easy to use and has a variety of features that make it ideal for use in diversity recruiting.

Zoom Video Communications is another great option for conducting video interviews or online courses. It has high-quality audio and video capabilities, making it perfect for getting to know candidates or delivering lectures to recruits.

GoToMeeting is a web-based meeting service that’s perfect for those who want to hold face-to-face meetings without having to travel. It’s also great for sharing presentations or other materials with participants in real time.

Background Screening

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Background Screening is an important feature for diversity recruiting software tools. It allows you to verify the identity and qualifications of potential candidates, as well as check their criminal history and employment records. This can help you weed out unqualified or unsuitable candidates, and make sure that you only hire the best possible employees for your company.

There are a few different ways to use Background Screening features in your diversity recruiting software tool. First, you can use it to verify the identity of potential candidates by running a background check on them. This will pull up information like their full name, date of birth, Social Security number, and any other relevant information that can help you confirm their identity. Second, you can use Background Screening to check a candidate's criminal history and employment records. This is especially important if you're hiring for a position that requires trustworthiness or security clearance. Finally, you can also use Background Screening to screen potential candidates for drugs or alcohol abuse before extending them an offer of employment.

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Benefits of Background Screening

There are several reasons why Background Screening is a valuable tool for diversity recruiting. First, it allows you to identify potential candidates who may have been previously convicted of a crime. This information can be used to determine whether or not the candidate is likely to be a good fit for the position. Second, Background Screening can also help you identify candidates who have poor credit histories. This information can be used to gauge whether or not the candidate is likely to be reliable and responsible with company finances. Finally, Background Screening can also help you identify candidates who have gaps in their employment history. This information can be used to determine whether or not the candidate is likely to be stable and committed to their work.

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Drawbacks of Background Screening

While there are many advantages of using Background Screening as part of your diversity recruiting strategy, there are also some disadvantages that should be considered before using this tool. One disadvantage is thatBackground Screening can sometimes produce false positives; that is, it may incorrectly flag a candidate as having a criminal record when they do not actually have one. Another disadvantage is thatBackground Screening can sometimes take longer than other methods of screening (such as reference checks), which could delay your hiring process unnecessarily if you're relying on this method alone. 

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Best diversity recruiting software for Background Screening

There are a few different software options available that offer Background Screening as a feature. One option is HireVue, which offers both video interviewing and background screening capabilities. Another option is Greenhouse, which offers an applicant tracking system (ATS) with built-in background check functionality.

If you're looking for the best diversity recruiting software that offers Background Screening capabilities, HireVue is the clear choice. Not only does it offer video interviewing capabilities (which can be used to screen candidates for their communication skills), but it also has a comprehensive background check function built into its ATS. This means that you can verify a candidate's identity and qualifications easily and quickly, without having to use another service or tool.

Benchmarking

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Benchmarking is a great way to see how your software tool stacks up against the competition. You can use it to see how well your tool performs on specific tasks, or you can use it to compare the performance of different tools.

There are a few things to keep in mind when using benchmarking features for your diversity recruiting software tool:

  1. Make sure you're comparing apples to apples. It's important to compare similar features between different tools. For example, if you're looking at the time it takes for each tool to complete a task, make sure you're using the same task and setting the same parameters for each tool. Otherwise, you won't be able to accurately compare their performances.
  2. Be aware of biases. When you're reviewing the results of a benchmarking test, be sure to take any potential biases into account. For example, if one of the tools being tested is developed by a company that specializes in Diversity Recruiting Software Tools, then that tool is likely going to perform better than other tools because it was designed specifically for that purpose. Keep this in mind when interpreting the results of any benchmarking tests.
  3. Be objective. It's important to be as objective as possible when reviewing the results of a benchmarking test. This means looking at the data and coming to your own conclusions, rather than letting your personal preferences or biases influence your opinion.
  4. Keep an open mind. Even if you're not impressed with the results of a benchmarking test, keep an open mind and consider the possibility that there may be other factors at play that you're not aware of. For example, maybe the tool performed poorly on one task but excelled at another task that's more important to you. Or maybe there are other features of the tool that make up for its shortcomings in the benchmarking test.
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Benefits of Benchmarking

There are several benefits of using a benchmarking feature for diversity recruiting.

  • Helps you to identify where your company falls short in comparison to others: If your company is not as diverse as others in your industry, it can be difficult to assess what might be causing this discrepancy. Benchmarking features allow you to directly compare your organization's workforce demographics against those of similar companies, which can help you pinpoint areas where you need to improve.
  • Generates detailed reports with specific recommendations: As I mentioned before, the benchmarking reports generated by DRM are much more comprehensive than those produced by WDMS. Not only will they tell you where your company stands in comparison to others, but they also provide specific suggestions for improving your diversity recruiting efforts. This saves you from having to guess at what changes need to be made and makes it easier to implement them successfully.
  • Comparing data across industries: One drawback of only being able to compare against companies within the same industry is that it doesn't give you a full picture of how well other types of organizations are doing when it comes to workforce diversity. However, by including government agencies and nonprofits in its comparisons, WDMS provides a more complete view.
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Drawbacks of Benchmarking

While there are many benefits to using benchmarking features for diversity recruiting, there are also some drawbacks. Here's a look at the potential issues that could arise:

  • Data may not be reliable or accurate: As with any type of data analysis, it is important to be aware of potential biases and inaccuracies in the results from a benchmark test. If you're relying on this information too heavily when making decisions about your diversity recruiting efforts, then these flaws can lead to problems down the line. 
  • Can create false expectations: It can be easy to become overly impressed by how well another company performs when compared against yours through benchmarks tests—so much so that it causes unrealistic expectations for what your own organization should achieve as far as its recruitment goals go. This can lead teams into taking shortcuts or implementing strategies based on incomplete information simply because they assumed their performance would match up perfectly with someone else’s success story.
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Best diversity recruiting software for Benchmarking

Diversity Recruitment Manager: This software tool allows you to input data about your current workforce demographics and then generate reports that show how you compare to similar organizations. The ability to benchmark against a wide range of companies, as well as the more detailed reports, make it worth the slightly higher price tag.

iCIMS' Workforce Diversity Management System: While this tool has a few drawbacks (such as only being able to compare against companies within the same industry), it does provide some advantages over other diversity recruiting software options. These include the ability to automatically import employee data from HRIS systems and comparisons with government agencies and non-profit organizations.

Built-in LMS

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Built-in LMS features can be a great way to streamline your recruiting process and make it more efficient. However, there are some things you should keep in mind when using these features.

First of all, Built-in LMS features can sometimes be difficult to use. If you're not familiar with the software, it can be hard to figure out how to set up and use the features properly. Additionally, if you're not careful, you could end up accidentally deleting or modifying data that you didn't mean to.

Another thing to keep in mind is that built-in LMS features may not always be updated as frequently as they could be. This means that if there's a new feature or update that you want to use, you might have to wait awhile before it's available in the software.

Overall, Built-in LMS features can be helpful for making your recruiting process more efficient. However, there are some things you should keep in mind when using them. Make sure you understand how the software works before using any of the features, and check for updates regularly so that you don't miss out on anything new that could help your diversity recruiting efforts!

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Benefits of Built-in LMS

There are several benefits that come with using the built-in LMS features for your diversity recruiting software tool. Below are some of these advantages:

  • Automatically generate reports - As mentioned before, one big advantage of using the built-in LMS is that it can help you save time by automatically generating reports on your progress. This is extremely helpful in terms of keeping track of goals and ensuring that you are making progress with your recruitment efforts.
  • Customize reports - In addition to saving time, another benefit of using the built-in LMS is that it allows you to customize your reports so that they better meet your needs. For example, if you want to see specific data points or compare different aspects of your recruitment process, you can easily do so with most built-in LMS systems.
  • Easy integration - Another great benefit of using a built-in LMS system is that it can be easily integrated into the rest of your software tool without any major issues. This compatibility is important because it ensures smooth operation between the two systems and helps avoid any potential problems down the line.
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Drawbacks of Built-in LMS

  • However, while there are many benefits to using the built-in LMS features for your diversity recruiting software tool, it's important to keep in mind that there can also be some drawbacks. Below are a few disadvantages: 
  • Complexity - As mentioned before, one downside is that these systems can sometimes be complicated and difficult to use if you're not familiar with them. This could lead to potential data loss or errors if you don't know exactly how the system works. 
  • Lack of updates - Another issue with using built-in LMS features is that they may not always have regular updates available as new versions come out or when changes need to be made due to changing regulations or requirements from regulatory bodies such as OFCCP (Office of Federal Contract Compliance Programs).
  • Limited customization options – Lastly, although most built-in systems offer customizable reports, their capabilities tend to still be limited compared with other more robust reporting solutions on the market today.
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Best diversity recruiting software for Built-in LMS

Now that we've gone over some of the benefits of using a built-in LMS system, let's take a look at three of the best diversity recruiting software tools that offer this feature:

  1. Jobvite - Jobvite is a top-rated recruiting software tool that offers several powerful features, including a built-in LMS system. This tool is extremely user-friendly and offers customizable reports so that you can see exactly what data points you want to track. Additionally, Jobvite integrates seamlessly with most Applicant Tracking Systems (ATS), making it a great choice for those who want an all-in-one solution.
  2. Greenhouse - Greenhouse is another excellent option for those looking for Diversity Recruiting Software with Built-in LMS features. This tool also has customizable reports and allows you to easily integrate it with your ATS. One unique feature offered by Greenhouse is their Job Board feature which gives you the ability to post open positions on popular job boards with just a few clicks.
  3. Lever - Last but not least, Lever is another top contender in the world of Diversity Recruiting Software tools. Like the other two options on this list, Lever offers customizable reports and easy integration into your ATS. However, one thing that sets Lever apart from its competitors is its focus on collaboration between recruiters and hiring managers. With Lever's Workflow feature, you can easily create custom recruitment processes and ensure everyone involved is always on the same page.

Calendar Management

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Calendar Management features are designed to help you keep track of your recruiting schedule and deadlines. You can use them to create and manage your recruitment calendar, set reminders for upcoming events, and track your progress over time.

There are a few different ways to use Calendar Management features in your diversity recruiting software tool. One way is to simply create a calendar for yourself and add events as they come up. This can be helpful if you want to stay organized but don't necessarily need the reminder function.

Another way to use Calendar Management features is to set up reminders for upcoming events. This can be helpful if you have a lot of deadlines or appointments coming up and want to make sure you don't forget anything. You can also use this feature to remind yourself of important tasks that need to be completed before an event occurs (like sending out invitations or ordering supplies).

Finally, you can also use Calendar Management features to track your progress over time. This can be helpful if you're trying to improve your diversity recruiting efforts and want to see how far you've come. It can also be useful for keeping tabs on which parts of the process are working well and which could use some improvement.

Overall, Calendar Management features can be helpful for a variety of purposes. If you're looking to stay organized, set reminders, or track your progress, these features can be useful. However, they may not be necessary for everyone. Ultimately, it's up to you to decide whether or not these features are worth using in your diversity recruiting software tool.

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Benefits of Calendar Management

There are many benefits that come with using Calendar Management features within your diversity recruiting software tool. One of the biggest benefits is that it can help you keep track of all stages of the recruitment process. This includes everything from when applications are due to when interviews are scheduled and finally, when offers are extended. Having a clear overview of the entire recruitment process can help you ensure that nothing falls through the cracks and that every stage is completed in a timely manner.

Another benefit of Calendar Management features is that they can help you stay organized and on track throughout the recruitment process. This is because you can use them to set up reminders for yourself or for your team members. For example, if you know that you need to follow up with candidates after their interview, you can set up a reminder for yourself so that you don’t forget. Or, if you know that your team members need to submit feedback on candidates after they have interviewed them, you could set up a reminder for everyone so that no one forgets to do this important task. By staying organized and on top of things, you will be able to make sure that your diversity recruiting software tool is working effectively and helping you meet your goals!

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Drawbacks of Calendar Management

There are also some drawbacks associated with using Calendar Management features within your diversity recruiting software tool. One drawback is that it can be time-consuming to set up events, reminders, and meeting times if you are not familiar with the software tool. If you are not comfortable using Calendar Management features, it might be best to ask for help from someone who is more experienced with the software.

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Best diversity recruiting software for Calendar Management

There are many different diversity recruiting software tools on the market, and each one offers different Calendar Management features. Some of the best software tools for Calendar Management include Jobvite, Greenhouse, Lever, and Workable. Each of these software tools offer unique features that can be beneficial for your diversity recruiting efforts. For example, Jobvite offers a drag-and-drop interface that makes it easy to create events and reminders. Greenhouse has a built-in interview scheduling tool that can save you time when coordinating interviews. And Lever provides customizable templates so that you can create events and reminders that are specific to your needs.

Campaign Management

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Campaign Management features are an integral part of any diversity recruiting software tool. They allow you to create and manage campaigns, which in turn allows you to target specific groups of candidates with specific messages.

There are a few different ways to use Campaign Management features. One way is to create targeted campaigns based on specific keywords or other criteria that you specify. This can be useful if you want to specifically target underrepresented groups with your recruiting efforts.

Another way to use Campaign Management features is to create general campaigns that target all candidates who meet certain criteria. This can be useful if you want to reach a larger pool of potential recruits but don't have the time or resources to specifically target underrepresented groups.

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Benefits of Campaign Management

There are several benefits of using campaign management features in your diversity recruiting software tool.

The most obvious benefit is that it allows you to reach a larger audience with your email campaigns. By segmenting your target audience, you can send highly personalized messages that are more likely to resonate with each individual recipient. This increases the chances that they will take the desired action, whether it’s clicking through to your website or landing page, signing up for a free trial, or making a purchase.

Another benefit of campaign management features is that they make it easy to track the performance of your email campaigns. You can see how many people opened each email and clicked through to your website or landing page. This data can be extremely valuable in fine-tuning your future email campaigns for even better results.

Lastly, campaign management features save you time by automating certain tasks involved in running an email marketing campaign. For example, most software tools allow you to create templates for your emails so that you don’t have to start from scratch every time you want to send out a new message. Additionally, some tools also offer automatic follow-up capabilities so that you can stay in touch with leads who haven’t responded to your initial contact attempt.

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Drawbacks of Campaign Management

Despite the many benefits of campaign management features, there are some drawbacks as well. 

First and foremost, using these tools can be time-consuming if you don’t know what you’re doing. You need to have a good understanding of how email marketing works in order to get the most out of your campaigns. Additionally, it may take some trial and error before you find the perfect combination of strategies that will yield maximum results for your particular recruitment efforts. 

Another potential drawback is that running an automated email campaign without proper monitoring could lead to spam complaints or other issues with deliverability rates. Therefore, when using such software tools for diversity recruiting purposes, it is important to keep an eye on any feedback from recipients and make sure that emails aren't going astray.

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Best diversity recruiting software for Campaign Management

Overall, we believe that campaign management features are an essential part of any good diversity recruiting software toolkit. They allow you to reach a wider audience with tailored messages and then track the results of those efforts so that you can continually improve your performance over time.

If you’re in the market for a new diversity recruiting software tool, here are three of the best options available:

Jobvite: Jobvite offers powerful campaign management capabilities that make it easy to segment your target audience and send highly personalized emails. Additionally, the built-in tracking tools allow you to see how well each email performed so that you can fine-tune your future campaigns for even better results.

Greenhouse: Greenhouse also provides robust campaign management features, including the ability to segment your target audience and track email engagement metrics. One unique feature offered by Greenhouse is automatic A/B testing, which allows you to experiment with different subject lines or message types to see what works best with your particular audience.

Lever: Like the other two options on this list, Lever comes with all of the standard campaign management features that you would expect, such as segmentation and tracking tools. However, one thing that sets Lever apart is its candidate relationship management (CRM) system. This allows you to keep track of your interactions with each individual candidate, which can be extremely helpful when trying to manage a large pool of applicants.

Candidate Management

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Candidate Management is an essential tool for diversity recruiting. By tracking and managing candidates through the hiring process, you can ensure a more efficient and effective recruitment process. The ability to track candidate information, contact details, and progress through the hiring funnel is invaluable for keeping your recruitment efforts on track.

There are a few different ways that you can use Candidate Management features in your diversity recruiting software tool. One way is to use it as a central repository for all of your candidates’ information. This way, you can have all of their contact details and progress updates in one place so that you don’t have to search multiple places when you need to get in touch with them or check on their status.

Another way that you can use Candidate Management features is to create customized workflows for each position that you’re recruiting for. This allows you to automate some of the tasks associated with recruiting so that you can focus on other aspects of the job. For example, if you always like to conduct phone screens before moving candidates onto in-person interviews, you could create a workflow that includes this task automatically. That way, every time a new candidate applies or is referred to your open position, they will go through the exact same steps – ensuring consistency throughout your process.

And finally, many tools also allow you to score and rank candidates within the Candidate Management system. This can be a great way to compare apples-to-apples when you have a large pool of applicants and need to narrow down your list. By scoring candidates on things like their qualifications, experience, or even how well they fit your company culture, you can get a better sense of who would be the best fit for the job – before you ever start interviewing them.

There are plenty of reasons to use Candidate Management features in your diversity recruiting software tool. From keeping all of your candidate information organized in one place to automating repetitive tasks, these features can save you time and help you run a more efficient recruitment process.

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Benefits of Candidate Management

There are several benefits to using candidate management features in your diversity recruiting software tool. First, it helps you keep track of your candidates and their progress throughout the recruitment process. You can see at a glance which candidates have been contacted, which ones have responded, and which ones need follow-up. This helps you stay organized and makes it easy to keep track of your recruitment efforts.

Another benefit of these features is that they allow you to communicate with your candidates easily. You can send messages directly to individual candidates or groups of candidates, and you can even set up automatic email reminders for yourself so that you don't forget to follow up with a candidate. This ensures that no potential hires slip through the cracks due to poor communication on your part.

Lastly, candidate management features help you make better hiring decisions by giving you access to all the information about each candidate in one place. You can review resumes, cover letters, interview notes, references, and more before making a final decision about who to hire. This ensures that you're making the best possible choice for your company based on all available information.

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Drawbacks of Candidate Management

Although there are many benefits to using candidate management features in your diversity recruiting software tool, there are also some drawbacks. For one thing, these systems can be time-consuming and difficult to use if you're not familiar with them or don't have the right training. Additionally, they require a certain level of technical expertise that may be beyond the scope of what most recruiters possess. This means it could take longer than usual for someone to become comfortable enough with the system to start using it effectively.

Another potential downside is that these tools often come at an additional cost – either as part of a larger package deal or as a standalone purchase on top of your existing recruitment software suite. While this extra expense may pay off in terms of increased efficiency and better hiring decisions down the line, it's still something worth considering before committing yourself financially. 

Finally, depending on how sophisticated your candidate management features are set up to be (i.e., whether you include scoring/ranking candidates), they can create issues related to fairness and discrimination when making final selections from multiple qualified applicants who all fit roughly within similar criteria points but scored differently overall due factors such as race or gender identity.

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Best diversity recruiting software for Candidate Management

There are a few different software options on the market that offer Candidate Management features for diversity recruiting. Here is a look at three of the most popular choices:

  1. Greenhouse – Greenhouse offers an extensive suite of Candidate Management features, including the ability to track candidates through every stage of your recruitment process, customize workflows, and score and rank candidates. They also have a robust reporting tool that allows you to see how your efforts are performing over time. Prices start at $99 per month.
  2. Jobvite – Jobvite also has a comprehensive set of Candidate Management features, including candidate tracking, custom workflow creation, scoring and ranking, andreporting. Their pricing starts at $99 per month as well.
  3. Lever – Lever’sCandidate Management features include candidate tracking, custom workflows, scoring and ranking, and reporting. However, they do not currently offer phone screen automation like Greenhouse does. Prices for Lever start at $119 per month.

Collaboration Tools

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Collaboration Tools is a feature of many diversity recruiting software tools. It allows the user to manage and monitor their recruitment process by working with a team of users. This is beneficial for those who want to keep track of their hiring progress and ensure that they are meeting their quotas.

There are several reasons why you would want to use Collaboration Tools when you are conducting your diversity recruiting. First, it allows you to have transparency within your team. You can see which members of your team are working on what tasks, and how well they are progressing. This helps to hold everyone accountable and ensures that no one is slacking off or not doing their fair share. Additionally, it allows you to get feedback from other users in real-time, which can be helpful when making decisions about candidates or strategy changes. Finally, using Collaboration Tools can help save time by eliminating the need for constant communication between members of the recruitment team; all updates and information can be shared through the software itself.

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Benefits of Collaboration Tools

There are many benefits to using Collaboration Tools in your diversity recruiting software tool. First, it allows you to connect with a larger pool of diverse candidates. By being able to share files and communicate with each other, you can reach out to more potential candidates and get a better sense of their qualifications. Additionally, it saves time by allowing you to collaborate on the recruitment process with your team members. This way, everyone is on the same page and can provide input at every stage of the process. Finally, it increases transparency throughout the entire recruitment process so that everyone involved knows what is happening at all times.

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Drawbacks of Collaboration Tools

There are also some drawbacks to using Collaboration Tools in your diversity recruiting software tool. First, if not used correctly, they can lead to a lot of wasted time as people spend too much time talking instead of working on projects. Additionally, because they allow for open communication between users, there is always the possibility for miscommunication or conflict between team members. Finally, some people may feel that they are not necessary and prefer to work alone.

Overall, the benefits of using Collaboration Tools in your diversity recruiting software tool outweigh the drawbacks. They allow you to connect with more candidates, save time by collaborating with your team, and increase transparency throughout the process. If used correctly, they can be a valuable asset in your recruitment efforts.

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Best diversity recruiting software for Collaboration Tools

There are many different software tools on the market that offer Collaboration Tools features for diversity recruiting. Some of the most popular and well-reviewed options include Diversity Recruiting Platform, Jobvite, and Greenhouse. All three of these platforms offer a variety of features that can be helpful when conducting your recruitment efforts, including the ability to track progress, get real-time feedback from other users, and save time by eliminating communication bottlenecks.

Communication Management

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Communication Management features are designed to help you manage your communication with potential candidates. This can include email, text messaging, and even phone calls. You can use these features to keep track of your conversations, set reminders, and stay organized.

There are a few different ways to use Communication Management features in your diversity recruiting software tool:

  • To keep track of your conversations: By using the communication management features, you can easily keep track of all the conversations you have with potential candidates. This is helpful because it allows you to go back and review what was said, when it was said, and how the conversation went overall. Additionally, this can be useful if you need to refer back to something specific that was said during the conversation.
  • To set reminders: Another way to use communication management features is by setting reminders for yourself or for other members of your team. This can be helpful if there are certain things that need to be followed up on or if there are deadlines that need to be met in regards to the recruitment process. 
  • To stay organized: Finally, by utilizing communication management features in your diversity recruiting software tool, you can help yourself stay more organized throughout the entire recruitment process. This includes keeping track of who needs to be contacted when and making sure that all communications are logged in one place so they can easily be referenced later on down the line.
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Benefits of Communication Management

There are several benefits to using Communication Management features in your diversity recruiting software tool.

First, automating communication with candidates can save you a significant amount of time. For example, if you need to send out reminder emails or texts to all of the candidates in your pipeline, doing so manually would be very time-consuming. However, most Diversity Recruiting Software tools include templates for these types of messages, which can be easily customized and sent out automatically. This can free up a considerable amount of your time so that you can focus on other aspects of the recruitment process.

Second, streamlining communication between yourself and the candidates can help ensure that important information is not missed or forgotten. By having all communications stored in one place (e.g., via email threads), it will be easier for you to keep track of what has been said previously and avoid confusion going forward. Additionally, some Diversity Recruiting Software tools allow you to set reminders for follow-up contact, which can further help improve communication efficiency.

Third, tracking conversations with candidates can provide valuable insights into their behavior and interests. For example, if certain applicants repeatedly ask the same questions during phone screenings or interviews, this could indicate that they are unsure about something (e.g., the company’s culture) and may require additional follow-up after being hired. Alternatively, if an unusually high number of applicants withdraw their applications after being contacted by a recruiter from your organization, this could suggest that there is something wrong with your recruitment process (e..g,, poor candidate experience). In either case, analyzing patterns in candidate behavior can help you identify potential areas for improvement within your diversity recruiting strategy.

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Drawbacks of Communication Management

Although there are numerous benefits to using communication management features in your diversity recruiting software tool, it is important to keep in mind that there can also be some drawbacks. 

First, automating certain communications with candidates may lead to a lack of personalization. For example, if you use generic templates for emails or texts when contacting applicants, this could give the impression that they are just another number and not an individual who deserves personalized attention from your organization. This can easily lead to frustration on their end and potentially cause them to withdraw their application before even speaking with someone from your team directly. 

Second, managing conversations between yourself and multiple candidates at once can become overwhelming quickly if done manually without the help of automation tools (e.g., email threads). Furthermore, storing all communications within one platform requires continual upkeep as new messages come in - something which would likely take up a considerable amount of time over several weeks or months depending on how active recruitment efforts have been during any given period. 

Finally, while tracking conversations with potential candidates provides valuable insights into their behavior patterns and interests - it also presents data security risks due to its sensitive nature. As such, organizations should ensure that appropriate measures are taken (e..g,, encryption) so as not put applicant information at risk by relying solely upon third-party vendors for storage solutions.

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Best diversity recruiting software for Communication Management

There are a number of different Diversity Recruiting Software tools on the market, and each offers its own unique set of Communication Management features. To help you choose the right tool for your needs, we’ve compiled a list of our top three picks below.

  1. Jobvite: Jobvite is a popular Diversity Recruiting Software tool that offers a wide range of communication management features. These include automated email and text messaging, as well as the ability to track conversations with candidates. Additionally, Jobvite integrates with many other software applications (e.g., Salesforce), which can further streamline your recruitment process. Prices start at $99/month (billed annually).
  2. Greenhouse: Greenhouse is another excellent option for diversity recruiting, offering similar features to Jobvite (e.g., automated communication, conversation tracking). However, one key advantage of Greenhouse is its intuitive user interface; this makes it easier to navigate and use than some other tools on the market. Prices start at $100/month (billed annually).
  3. SmartRecruiters: SmartRecruiters also provides robust Communication Management capabilities, including automatic emailing and texting, as well as conversation tracking. In addition, SmartRecruiters offers an impressive array of integrations with other software applications (e.g., Google Suite, LinkedIn Recruiter). Prices start at $149/month (billed annually).

Compliance Tracking

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Compliance Tracking features are important for diversity recruiting software tools because they help ensure that your organization is complying with anti-discrimination laws. By tracking the number of applicants, hires, and promotions by protected characteristic (e.g., race, gender, disability), you can identify potential areas of non-compliance and take corrective action.

There are several compliance tracking features to consider when choosing a diversity recruiting software tool:

Does the tool allow you to track multiple protected characteristics? This is important if your organization has employees from a variety of backgrounds. For example, you may want to track race/ethnicity, gender identity, sexual orientation, veteran status, and religion.

Does the tool generate reports that show applicant flow by protected characteristic? These reports can be helpful in identifying where there may be disparities in the hiring process. For example, if you see that a particular group is not getting past the initial screening stage of the process, this could indicate bias on behalf of those doing the screening.

Does the tool allow you to set goals for hiring or promoting employees from underrepresented groups? Having specific goals can help hold your organization accountable for making progress on diversifying your workforce. Additionally, some software tools will provide guidance on how many candidates from each group should be interviewed or hired in order to meet your goals (based on data from prior years).

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Benefits of Compliance Tracking

There are several benefits to using compliance tracking features in your diversity recruiting software tool. The most obvious benefit is that it can save you a significant amount of time and energy by automating the process of identifying roles that need to be filled by diverse candidates. This is especially helpful if you have a large number of open positions or if you regularly recruit for positions that tend to be filled by candidates from underrepresented groups.

Another benefit of using compliance tracking features is that they can help ensure compliance with applicable laws and regulations. This is important not only for legal reasons, but also because it can help improve the quality of your candidate pool. Additionally, these features can also help improve the quality of your candidate pool as they allow you to specifically target talented individuals from underrepresented groups who may not otherwise have applied for your open roles.

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Drawbacks of Compliance Tracking

The main disadvantages of using compliance tracking features in your diversity recruiting software tool are that they require you to have a clear understanding of the applicable laws and regulations, and they can be time-consuming to set up and maintain. Additionally, if you do not use these features correctly, you may end up flagging positions that do not truly need to be filled by diverse candidates.

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Best diversity recruiting software for Compliance Tracking

There are a few different diversity recruiting software tools that offer compliance tracking features. Some of the most popular options include Avature, Entelo, and Jobvite. All three of these tools offer similar features, but each has its own unique advantages and disadvantages.

Avature is a great option for companies that have a large number of open positions or that regularly recruit for positions that tend to be filled by candidates from underrepresented groups. The main advantage of using Avature is that it can save you a significant amount of time and energy by automating the process of identifying roles that need to be filled by diverse candidates. Additionally, Avature offers a wide range of other features that can be helpful in your diversity recruiting efforts, such as job board posting and candidate management capabilities. However, one downside of using Avature is that it can be expensive – especially if you need to use all of its features.

Entelo is another excellent option for companies looking for compliance tracking features in their diversity recruiting software tool. One advantage of using Entelo is that it offers an extensive database of potential candidates – including individuals from underrepresented groups who may not otherwise have applied for your open roles. Additionally, Entelo’s search engine enables you to quickly identify qualified candidates who match your specific criteria. However, one downside to using Entelo is its price point – which can be significantly higher than other options on the market.

Jobvite is another top choice when it comes to compliance tracking features in diversity recruiting software tools. One advantage offered by Jobvite is its ability to integrate with existing applicant tracking systems (ATS). This means you won’t have to waste time duplicating data entry or manually transferring information between multiple systems; Jobvite will do it all for you automatically! Additionally, like Avature and Entelo, Jobvite also offers job board posting capabilities as well as candidate management functionality – making it a well-rounded solution for managing your entire recruitment process from start-to-finish.

Course Management

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Course Management features are important for diversity recruiting software tools because they allow users to manage and monitor the progress of their recruitment campaigns. This is especially useful for tracking the results of outreach efforts and determining which methods are most effective at attracting diverse candidates.

There are a few different ways that Course Management features can be used in diversity recruiting software tools. One way is to use them to create and track goals for your recruitment campaign. For example, you could set a goal to reach out to 100 potential candidates within a certain time frame, or to increase the number of applications from underrepresented groups by 10%. By tracking your progress against these goals, you can gauge the effectiveness of your outreach efforts and make necessary adjustments along the way.

Another way that Course Management features can be used in diversity recruiting software tools is to monitor candidate engagement. This includes keeping track of how many candidates respond to your messages, how long it takes them to respond, and whether or not they ultimately decide to apply for the position. This data can give you valuable insights into which types of candidates are more likely to engage with your recruitment campaign and eventually convert into applicants.

Overall, Course Management features are beneficial for diversity recruiting software tools because they help users keep track of their progress, identify areas needing improvement, and optimize their outreach efforts over time. However, it should be noted that these features alone will not guarantee success; all other aspects of your recruitment strategy must also be well-planned and executed in order for you to achieve your desired outcomes. 

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Benefits of Course Management

The main benefit of Course Management is that it allows you to keep track of your recruitment progress. This can be helpful in ensuring that you're making the most of your software tool, and that all members of your team are on the same page regarding deadlines and expectations. Additionally, if used correctly, Course Management features can help ensure that important details don't slip through the cracks.

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Drawbacks of Course Management

There are some potential drawbacks to using Course Management features as well. First off, if not used carefully, these features can create a false sense of security - it's easy to assume that just because something is marked as complete in your software tool, that means it's actually done. In reality though, things often slip through the cracks (especially when multiple people are involved), so don't rely too heavily on this feature - always double-check important details yourself before moving forward with any candidate. Additionally, some users find Course Management features to be overwhelming or confusing - if this is the case for you (or anyone on your team), it might be best to stick with a simpler system.

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Best diversity recruiting software for Course Management

There are a few different software options available that offer Course Management features. Some of the most popular include Greenhouse, Jobvite, and Lever. All of these tools have their own unique benefits and drawbacks, so it's important to choose the one that best fits your needs.

Greenhouse is a great option for those who want an all-in-one solution - it offers features for everything from job postings to candidate tracking to performance reviews. However, it can be pricey, and some users find the interface confusing or difficult to navigate.

Jobvite is another popular choice among recruiters, especially those in fast-paced industries such as tech or startups. It's known for being user-friendly and easy to use (which is why many small businesses prefer it), but lacks some of the more advanced features offered by other software options on this list.

Lever is often considered the best choice for larger organizations due its robust feature set and flexibility - you can customize just about every aspect of the tool to fit your specific needs. However, this comes at a cost; Lever can be expensive & time-consuming to set up properly.

CRM

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CRM features are critical for diversity recruiting software tools. They help you keep track of your contacts, their contact information, and their communication histories. This is important because it allows you to quickly identify potential leads and follow up with them in a timely manner. Additionally, CRM features help you manage your relationships with hiring managers and other stakeholders involved in the recruiting process.

There are a few different ways that you can use CRM features for your diversity recruiting software tool. One way is to manually input data into the system. This can be time-consuming, but it ensures that all of your data is accurate and up-to-date. Another way is to integrate your existing CRM system with the diversity recruitment software tool. This option saves time by automating data entry, but it may not be as accurate if there are discrepancies between the two systems. Finally, some diversity recruitment software tools offer built-in CRM features that allow you to manage your data within the tool itself.

The best way to use CRM features for your diversity recruiting software tool depends on your needs and preferences. If accuracy is most important to you, then manual input may be the best option. However, if speed and efficiency are more important, then integration or a built-in CRM may be better choices. Ultimately, the best way to use CRM features for your diversity recruiting software tool is the way that works best for you and your team.

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Benefits of CRM

There are many benefits to using CRM features for diversity recruiting. The main benefit is that it can save you time and energy by keeping all of your data in one place. This will allow you to quickly see which groups you're reaching out to most effectively, as well as identify any gaps in your outreach. Additionally, being able to track candidates' progress through your process will help you improve the efficiency of your recruitment efforts overall.

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Drawbacks of CRM

There are also some potential downsides to using CRM features for diversity recruiting. First, if the data you collect is inaccurate or incomplete, it could lead to inaccurate conclusions about your outreach efforts. Additionally, depending on how much data you're collecting and how complex your process is, using CRM features for diversity recruiting could end up being quite time-consuming - meaning that it might not be worth the effort if you don't have a large or diverse enough applicant pool to begin with.

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Best diversity recruiting software for CRM

There are many different software options available that offer CRM features for diversity recruiting. Some of the most popular include Avature, Jobvite, and Greenhouse. Each of these platforms has its own strengths and weaknesses, so it's important to choose the one that best fits your needs.

Avature is a great option if you're looking for robust CRM features and an easy-to-use interface. However, it can be quite expensive - particularly if you need to use additional modules beyond the core CRM functionality.

Jobvite is another popular choice for diversity recruiting software, and offers a more affordable pricing structure than Avature. However, some users find the interface to be less user-friendly than other options on the market.

Greenhouse is a newer entrant into the field of recruitment software, but has quickly become a favorite among HR professionals thanks to its intuitive design and powerful features. One downside of Greenhouse is that it doesn't offer as many customization options as some of its competitors - but this may not be a concern if you have specific requirements for your diversity recruiting efforts.

Customizable Forms

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Customizable Forms is a feature that allows you to create your own custom forms for use with the software. This is useful if you want to add new fields or change the order of fields on an existing form.

The ability to customize forms is a great feature for diversity recruiting software tools. It allows you to tailor the tool to fit your specific needs and preferences. For example, if you are looking for candidates with specific skills or experience, you can easily create a form that includes only those criteria. This ensures that your search results are more relevant and targeted.

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Benefits of Customizable Forms

There are several advantages to using Customizable Forms for your diversity recruiting efforts. First, it allows you to collect data that is specific to the types of diversity you are looking for in your workforce. This data can include information on race, ethnicity, gender, sexual orientation, disability status, and more. By collecting this information upfront, you can save time and resources by only interviewing and considering candidates who meet your specific diversity criteria.

Second, Customizable Forms makes it easy to track your progress in meeting your diversity goals. You can use the collected data to monitor trends over time and make adjustments to your recruitment strategy as needed. This helps ensure that you are making progress towards increasing the overall diversity of your workforce.

Finally, Customizable Forms provides an efficient way to manage large volumes of applications while still being able to maintain a high level of accuracy in your data collection process. This is especially important when you are considering a large number of candidates for a single position.

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Drawbacks of Customizable Forms

There are some drawbacks to this feature as well. First, it can be time-consuming to create custom forms; especially if you need multiple versions of the same form (for different job openings). Second, if Customizable Forms is not set up correctly, it can result in inaccurate data being collected; which could lead to bad hiring decisions being made.

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Best diversity recruiting software for Customizable Forms

Jobvite: Jobvite is a leading provider of Applicant Tracking Systems (ATS). Their software includes a customizable form builder that allows you to easily create custom forms for your diversity recruiting efforts. Jobvite also offers a wide range of other features designed to help you streamline your hiring process, including an applicant screening tool and an automated reference checking system.

Greenhouse: Greenhouse is another popular ATS that offers Customizable Forms as part of their platform. In addition to being able to customize the fields on your forms, Greenhouse also allows you to pre-fill data from previous applications; which can save time when completing multiple versions of the same form. Other features offered by Greenhouse include an advanced reporting system and the ability to integrate with third-party tools such as background check providers and social media platforms.

Lever: Lever is yet another top ATS that provides Customizable Forms as part of their feature set. Similar to Jobvite and Greenhouse, Lever’s Form Builder tool makes it easy to create custom forms for your specific needs. Additionally, Lever offers some unique features not found in other ATS systems; such as the ability to post open positions directly onto social media platforms like LinkedIn and Twitter.

Customizable Questions

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Customizable Questions is a feature of some diversity recruiting software tools that allows you to tailor questions to specific job openings, locations, or types of candidates. This can be useful if you want to target your recruitment efforts specifically at underrepresented groups in the workforce.

There are two main ways to use Customizable Questions:

  • You can use the default questions provided by the software tool, or
  • You can create your own custom questions.

If you choose to use the default questions, they will likely be general and not tailored to any specific opening or group of candidates. However, this could still be useful if you want a broad overview of diversity among your applicants.

If you choose to create your own custom questions, you will have more control over what information is collected and how it is used. This could be helpful if you want to focus on a particular aspect of diversity (such as gender identity or ethnicity), or if you have specific job openings that require specialized skills (such as bilingualism).

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Benefits of Customizable Questions

There are several potential benefits to using Customizable Questions in your diversity recruiting efforts. First, it can help ensure that all candidates are asked the same set of questions, which can level the playing field and make it easier to compare apples-to-apples. Second, by allowing you to focus on specific aspects of diversity that are important to your organization, Customizable Questions can help improve the overall quality of your data and results. Finally, Customizable Questions gives you more control over the candidate experience, which can lead to improved satisfaction and buy-in from both candidates and hiring managers alike.

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Drawbacks of Customizable Questions

There are also a few potential drawbacks to using Customizable Questions in your diversity recruiting. First, it can be time-consuming to create custom questions, particularly if you want to target multiple aspects of diversity. Second, if not used carefully, Customizable Questions can lead to “gaming” of the system by candidates who learn what types of answers are likely to score well. Finally, some candidates may feel that they are being asked too many questions or that the questions are too personal, which could lead to negative perceptions of your organization and/or the recruitment process itself.

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Best diversity recruiting software for Customizable Questions

There are a number of different diversity recruiting software tools on the market that offer Customizable Questions features. Some of the most popular options include ApplicantStack, Jobvite, and Lever.

If you’re looking for a tool with robust Customizable Questions capabilities, ApplicantStack is a good option to consider. It offers pre-written questions that can be easily customized to fit your needs, as well as the ability to create custom questions from scratch. And because ApplicantStack integrates with many other HR systems (such as applicant tracking systems and background check providers), it can help streamline your overall recruitment process.

Jobvite also offers extensive Customizable Questions capabilities, including both default and custom question sets. One nice feature of Jobvite is that it allows you to save question sets and reuse them for future job openings – which can save time if you frequently recruit for similar positions. However, one potential downside of Jobvite is that it requires all candidates to create an account in order to apply – which could deter some people from applying in the first place.

Finally, Lever provides simple yet powerful Customizable Questions features that should meet the needs of most organizations. Like ApplicantStack and Jobvite, Lever lets you customize both default and custom questions; however, one advantage of Lever is its “smart fields” feature, which automatically tailors questions based on information entered by previous applicants (such as education level or years of experience). This could save time if you have a large pool of diverse candidates to screen.

Document Management

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Document Management is a key feature for any diversity recruiting software tool. It allows you to keep track of all the documents related to your recruitment process in one place. This can be extremely helpful when trying to organize and streamline your recruiting efforts.

There are a few different ways that you can use Document Management features within your diversity recruiting software tool. One way is to use it as a central repository for all of the documents related to your recruitment process. This includes things like job descriptions, resumes, cover letters, and more. By keeping all of these documents in one place, you can easily reference them and find what you need quickly and easily.

Another way that you can use Document Management features is by using them to create document workflows. This means that you can set up specific rules and processes for how each document should be handled throughout the recruitment process. For example, you could set up a rule that says all resumes must be reviewed by two team members before they are sent out to candidates. By setting up these types of rules, you can ensure that every document is properly reviewed and processed in a timely manner.

The final way that you can use Document Management features is by using them to create custom reports about your recruitment progress. These reports can be extremely helpful in tracking your progress and understanding where areas may need improvement. For example, if you notice that there is a high number of rejected applications coming through with certain keywords or phrases on them, this could indicate an issue with your job postings or candidate screening process. 

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Benefits of Document Management

There are a number of benefits that come with using the Document Management features of your diversity recruiting software tool.

First, as mentioned above, these features can help you keep track of the progress of your recruitment process. With these features, you can easily see which documents have been completed and which ones are still pending. This will allow you to follow up with potential candidates more effectively and ensure that all the necessary paperwork is completed before making a final decision on who to hire.

Second, the Document Management features of your diversity recruiting software tool can also be very helpful in managing the documents that you need for your recruitment process. With these features, you can easily organize and store all the necessary documents in one place. This will save you time and energy when it comes time to review these documents later on.

Third, the Document Management features of your diversity recruiting software tool can help you reduce the risk of losing important documents. With these features, you can easily store all the necessary documents in one place and access them anytime you need to. This will ensure that you always have a backup copy of your documents in case something happens to the originals.

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Drawbacks of Document Management

Although there are many benefits to using the Document Management features of your diversity recruiting software tool, there can also be some drawbacks.

First, if you don’t use these features properly or set up rules for document workflows correctly, it could lead to confusion and delays in the recruitment process. This is why it’s important to make sure that everyone on your team understands how the system works before they start using it. 

Second, if you store too much information in one place with this feature, it could become difficult to find exactly what you need when needed. It is therefore important that documents are stored logically so that they can easily be found later on when needed. 

Lastly, depending on which software platform you use for your diversity recruiting efforts may have different levels of security associated with their Document Management systems.

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Best diversity recruiting software for Document Management features

There are a number of different diversity recruiting software tools on the market that offer Document Management features. Some of the best options include:

Jobvite: Jobvite offers a number of powerful and easy-to-use document management features that can help you keep track of your recruitment process. With Jobvite, you can easily create and store all the necessary documents in one place. You can also access these documents anytime you need to, which makes it easy to review them later on.

Recruiterbox: Recruiterbox is another great option for those looking for powerful document management features. With Recruiterbox, you can easily create and store all the necessary documents in one place. You can also access these documents anytime you need to, which makes it easy to review them later on. In addition, Recruiterbox offers a number of other great features such as applicant tracking and social media integration that make it an even more valuable tool for recruiters.

Email Alerts

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Email Alerts is a feature that allows you to receive notifications whenever new job openings are posted that match your specified criteria. This can be a helpful way to stay on top of new opportunities, but there are a few things to keep in mind.

First, it's important to remember that not all jobs will be posted online. In fact, many companies prefer to fill positions through referrals or personal connections. So while Email Alerts can be a useful tool, it shouldn't be your only method of finding open positions.

Second, the quality of the leads you get from Email Alerts will vary depending on how well you've defined your search criteria. If you're too specific, you may miss out on good opportunities; if you're too broad, you'll likely end up with a lot of irrelevant results.

Finally, keep in mind that some employers don't want their postings circulated widely (for example, if they're trying to avoid attracting attention from competing companies). So even if a job posting meets your criteria and is available via Email Alerts, there's no guarantee that the employer would welcome applications from diverse candidates.

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Benefits of Email Alerts

The biggest advantage of using Email Alerts for diversity recruiting is that it can save users a considerable amount of time. Rather than having to manually check for new candidates every day (or even multiple times per day), email alerts ensure that users are only notified when there is actually something new to look at. This can free up valuable time that can be spent on other tasks related to recruiting and hiring.

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Drawbacks of Email Alerts

There are also some potential disadvantages associated with using Email Alerts for diversity recruitment. First, if too many emails are received, it could become difficult or even impossible to keep track of all of them. Second, if email alerts are set up incorrectly, they could result in false positives (i.e., notifications being sent out for candidates who do not actually match the specified criteria). Finally, some people may simply prefer another method of checking for new candidates (such as manually searching through the database themselves).

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Best diversity recruiting software for Email Alerts

Assuming that you're looking for software that specifically offers Email Alerts as a feature, here are three of the best options currently available:

Jobvite: Jobvite is a comprehensive recruiting platform that offers many features beyond just email alerts. However, the email alert system is very well-designed and easy to use. You can set up multiple alerts with different criteria, and you can also choose how often you want to receive notifications (daily, weekly, or immediately). Overall, Jobvite is an excellent option for companies who are serious about recruitment and want access to a wide range of features.

SmartRecruiters: Like Jobvite, SmartRecruiters is a full-featured recruiting platform that goes beyond simply providing email alerts. The email alert system on SmartRecruiters is also quite good; it's easy to set up and manage multiple alerts, and you have the option to receive immediate notification whenever new candidates matching your criteria are posted online. In addition, SmartRecruiters integrates with many popular Applicant Tracking Systems (ATS), which could be helpful if your company already uses one of these systems.

Recruiterbox: Recruiterbox is another full-featured recruiting solution that includes powerful email alert functionality. With Recruiterbox, you can easily create and manage multiple alerts with different criteria; furthermore, you can choose to receive instant notification whenever new candidates are posted online or wait for a daily summary report containing all new postings since your last check. One potential downside of Recruiterbox compared to other platforms is its price; however, this should be considered in light of the fact that it generally provides more features than its competitors.

Interactive Content

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Interactive Content can be a great way to engage potential candidates and get them excited about your company and open positions. It can also help you collect data about their preferences and qualifications so that you can more effectively target your recruiting efforts. However, there are some potential downsides to using Interactive Content in your diversity recruiting process.

First, it is important to consider how much time and effort you are willing to put into creating and maintaining the content. If you do not have someone on your team who is dedicated to this task, it could quickly become overwhelming. Additionally, if the content is not well-designed or engaging, it could actually turn off potential candidates instead of attracting them.

Second, while Interactive Content can be a great way to collect data about candidates' preferences and qualifications, it is important to make sure that you are using this data in a way that does not discriminate against any protected groups. For example, if you use the data collected from anInteractive Content quiz to automatically disqualify all applicants who do not meet certain criteria (such as years of experience), then you could inadvertently exclude qualified diverse candidates from consideration for open positions.

Overall, Interactive Content can be a helpful tool for diversity recruiting if used thoughtfully and carefully. If done well, it can help engage potential candidates and collect valuable data; however, if not executed properly, it could end up doing more harm than good.

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Benefits of Interactive Content

There are many benefits to using Interactive Content features in your diversity recruiting software tool. First, it allows you to customize the content to fit the unique needs of your company or organization. This means that you can include only those questions or topics that are relevant to your business, and you can tailor the content to appeal to a diverse range of applicants. Additionally, Interactive Content features make it easy for applicants to submit their responses electronically, which saves time and paper waste. Finally, using these features helps you ensure that all applicants have equal access to the same information; this is especially important if you're seeking candidates from underrepresented groups who may not have as much experience with traditional recruitment methods.

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Drawbacks of Interactive Content

On the downside, some users find Interactive Content features confusing or difficult to use. Additionally, because these features require more setup than traditional forms (e..g., creating custom fields), they can add complexity and cost to your recruitment process. Finally, because Interactive Content features are relatively new, there is a lack of standardization among software providers; this can make it difficult to compare and contrast different offerings.

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Best diversity recruiting software for Interactive Content

If you're interested in using Interactive Content features in your diversity recruiting process, we recommend checking out the following software tools:

ApplicantStack: This tool offers a wide range of customization options for both questions and responses, making it easy to tailor the content to fit your company's unique needs. Additionally, ApplicantStack integrates with many popular applicant tracking systems (ATS), which makes it easy to transfer data between platforms.

Jobvite: Jobvite's smart forms make it easy to collect data about candidates' preferences and qualifications. Additionally, this tool offers a wide range of integrations with other recruitment-related software, such as background check providers and reference checkers.

Greenhouse: Greenhouse's interview kits feature allows you to create custom questionnaires for each position that you're recruiting for. This means that you can include only those questions that are relevant to the job at hand, which helps streamline the process and save time.

Jobs Board

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Jobs Board features are a great way to attract diverse talent to your organization. By posting job openings on a Jobs Board, you can reach a wider audience of potential candidates, including those from underrepresented groups.

There are several things to consider when using Jobs Board features for diversity recruiting. First, make sure that the jobs you post are truly representative of the positions available within your organization. If you only post senior-level positions, for example, you're not likely to attract many entry-level or mid-level candidates from underrepresented groups.

Second, take advantage of the keywords and other search features offered by most Jobs Boards. This will help ensure that your postings appear in searches conducted by individuals who might be interested in applying for them.

Finally, keep in mind that some people may be hesitant to apply for jobs through a Jobs Board because they fear their resumes will get lost in the shuffle. To address this concern, consider providing additional information about your company and the application process on your website or blog, or even directly contacting potential candidates via email or social media.

Overall, Jobs Board features can be a valuable tool for diversity recruiting. By taking the time to post jobs that are truly representative of your organization's needs and using the available search features wisely, you can reach a wider pool of qualified candidates from underrepresented groups.

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Benefits of Jobs Board

There are several advantages to using Jobs Board features for diversity recruiting. First, it allows you to cast a wider net when sourcing candidates. You can reach out to individuals who may not be actively seeking new employment opportunities. Second, Jobs Boards provide an efficient way to post multiple positions simultaneously. This can save you time and energy that would otherwise be spent creating individual postings for each role. Finally, many Jobs Boards offer tools that allow you track the number of applications received and view statistics on the demographic makeup of applicants. This data can help you assess the effectiveness of your recruiting efforts and make necessary adjustments going forward.

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Drawbacks of Jobs Board

Despite these benefits, there are some drawbacks associated with using Jobs Board features for diversity recruiting purposes. First, because anyone can submit an application through a Job Board posting, you may receive a large volume of unqualified or irrelevant resumes. Sifting through these submissions takes time away from more productive tasks, such as interviewing qualified candidates or assessing other recruitment channels. Additionally, some companies use Applicant Tracking Systems (ATS) in conjunction with Job Boards. If your organization uses an ATS, it's important to ensure that the system is configured correctly so that it doesn't inadvertently exclude qualified minority candidates.

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Best diversity recruiting software for Jobs Board

There are several software tools that offer Jobs Board features. Some of the most popular options include Indeed, LinkedIn, and Glassdoor. When choosing a tool for your diversity recruiting efforts, it's important to consider your specific needs and objectives. For example, if you're looking to cast a wide net and reach a large number of potential candidates, Indeed may be a good option. However, if you want to target qualified individuals who are already employed and not actively seeking new opportunities, LinkedIn might be a better choice. Additionally, keep in mind that some software tools require payment while others are free to use. Make sure to assess all of your options before making a final decision.

Learner Portal

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Learner Portal is a feature of the software that allows you to view your data in an interactive, graphical way. It's great for seeing how your recruiting is progressing and making sure that you're on track to meet your diversity goals.

There are two ways to use Learner Portal: through the web interface or through the desktop application. I prefer using the desktop application because it's more intuitive and user-friendly. However, both methods give you access to the same features and information.

To view your data in Learner Portal, simply select the Learner Portal tab from the navigation menu. From there, you can choose which charts and reports you want to see by clicking on them in the left sidebar. For example, if you want to see a report on applicant flow, simply click on that option in the sidebar and then select which time period you want to view data for (e.g., last month, last quarter).

One of our favorite things about Learner Portal is that it makes it easy to spot trends over time. For example, if you notice that fewer women are applying for job openings than before, you can take steps to address this issue (e.g., changing your recruitment strategy or messaging).

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Benefits of Learner Portal

There are several advantages to using Learner Portal for diversity recruiting. First, it provides an easy way to keep track of potential recruits. You can quickly see which candidates are progressing well and which ones need more attention. Additionally, by grouping candidates according to their demographics, you can ensure that your recruitment process is truly diverse. Finally, the Portal makes it easy to share information with other members of your recruiting team so that everyone is on the same page regarding each candidate's status.

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Drawbacks of Learner Portal

On the downside, some users have found Learner Portal difficult to navigate. Additionally, because it contains so much data, it can be overwhelming for new users or those who are not highly technical. Finally, some recruiters prefer more traditional methods such as paper applications when conducting initial screenings;a Learner Portal may not be necessary for these individuals' needs.

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Best diversity recruiting software for Learner Portal

Overall, we believe that Learner Portal is a valuable tool for diversity recruiting. However, it's important to choose the right software platform for your needs. If you're looking for a user-friendly interface and robust features, we recommend Diversity Recruiting Platform by Greenhouse or Jobvite Hire by Jobvite. For a more comprehensive solution that includes applicant tracking and performance management features, consider Workforce Diversity Manager by iCIMS.

Learning Management

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Learning Management features are an important part of any diversity recruiting software tool. They allow you to manage your learning process and ensure that you are acquiring the necessary skills for the job.

There are many different ways to use Learning Management features in your diversity recruiting software tool. You can use them to create a training plan, track your progress, and assess your performance. Additionally, these features can help you identify areas where you need improvement and set goals for yourself.

The most important thing is to find a way that works best for you and your needs. There is no single right way to use Learning Management features in your diversity recruiting software tool. However, there are some general tips that may be helpful:

Use Learning Management features regularly: The more often you use these features, the better results you will achieve. Make sure to set aside time each day or week to review your progress and update your plans accordingly.

Set realistic goals: It is important to set achievable goals so that you do not become discouraged or overwhelmed by the process. Start with small goals and gradually increase the difficulty as you improve.

Be patient: Learning new skills takes time and effort. Do not expect overnight results – focus on making steady progress over time. 

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Benefits of Learning Management

There are a few key benefits of Learning Management that make it an essential tool for any business, but especially for those in the Diversity Recruiting industry.

The first benefit is that Learning Management can help you keep your skills sharp and up-to-date. As we all know, the world of recruitment is constantly changing - new technologies are being developed, new strategies are emerging, and the talent pool itself is always shifting. By using Learning Management features on a regular basis, you can be sure that you're always ahead of the curve and prepared for whatever comes next.

Another great benefit of Learning Management is that it can save you time and money in the long run. By investing in a system now that will help you stay current with trends and developments, you won't have to waste time or money down the line trying to catch up! In today's fast-paced business world, being able to adapt quickly is more important than ever before - so make sure your Diversity Recruiting Software has got your back by offering comprehensive Learning Management features.

Finally, using Learning Management can help build trust with both clients and candidates alike. When they see that you're constantly striving to improve your skills and knowledge base, they'll be more likely to trust in your abilities as a recruiter - which could lead to even more business down the road!

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Drawbacks of Learning Management

Although there are many benefits to using a Diversity Recruiting software tool with robust Learning Management features, there are some potential drawbacks as well. 

The first is that it can be time consuming and difficult to keep up with the latest trends in recruitment. As mentioned earlier, this field is constantly changing - so if you don't commit yourself fully to staying on top of these developments, your skills could quickly become outdated. This can lead to missed opportunities or even worse - clients being unhappy with the quality of service they receive due to lack of knowledge about current best practices. 

Another issue related specifically to learning management tools is that they often require an upfront investment before any tangible results appear. If your organization doesn't have enough resources readily available for such investments then this could make it difficult (or impossible) for you to get started on building out a comprehensive system right away. Additionally, implementing large scale changes within organizations isn’t always easy either – meaning that things may take longer than expected when transitioning from one platform/processes over another.

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Best diversity recruiting software for Learning Management

There are a few different software options on the market when it comes to Diversity Recruiting, but not all of them offer comprehensive Learning Management features. Here are three of the best:

Jobvite: Jobvite is a great option for businesses that are looking for an all-in-one solution to their diversity recruiting needs. Not only does it offer powerful tools for sourcing and tracking candidates, but it also has an extensive library of learning resources that can keep you up-to-date on changing trends in the industry. Best of all, Jobvite offers a free trial so you can try out all of its features before committing to anything!

Greenhouse: Greenhouse is another excellent choice for companies that want a complete solution to their diversity recruiting needs. It offers many of the same features as Jobvite (including robust candidate sourcing and tracking capabilities), but it also has an impressive suite of Learning Management resources - perfect for keeping your skills sharp! Greenhouse also offers a free trial period, so be sure to check it out if you're considering this option.

Lever: Lever is yet another top choice when it comes to Diversity Recruiting Software solutions - and with good reason! In addition to offering strong candidate sourcing and tracking abilities, Lever's Learning Management feature set is second-to-none in terms of both quality and quantity. If you're serious about staying ahead of the curve in today's ever-changing business world, then Lever should definitely be at the top of your list!

Multi-Channel Marketing

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Multi-Channel Marketing (MCM) is a feature that allows you to interact with potential candidates through multiple channels, including email, social media, and text messaging. The goal of MCM is to reach as many people as possible in order to find the best talent for your organization.

There are several things to consider when using MCM for diversity recruiting. First, you need to make sure that your messages are targeted and relevant to the specific demographics you are trying to reach. Second, you need to be careful not to come across as salesy or pushy; no one wants to feel like they're being sold something. Finally, keep in mind that not everyone uses all of the same channels; some people may only use email, while others may prefer social media or text messaging. As such, it's important to tailor your message accordingly for each channel.

Overall, Multi-Channel Marketing can be a great way to reach more potential candidates and find the best talent for your organization. However, it's important to use it wisely in order to avoid coming across as salesy or pushy.

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Benefits of Multi-Channel Marketing

The main benefit of using MCM for diversity recruiting is that it allows you to reach a wider audience than you would if you were only using one channel. This is because each channel has its own unique strengths and weaknesses, so by using multiple channels, you can maximize your chances of reaching your target audience.

For example, let's say that you're trying to reach college students who are interested in careers in tech. You could use various channels to reach this audience, such as online ads targeting students at specific colleges, social media posts targeted at users who follow certain hashtags related to tech careers, or even old-fashioned print ads placed near campus job fairs. By using multiple channels, you'll have a much better chance of reaching your target audience than if you were relying on just one channel alone.

Another benefit of MCM is that it helps you to better target your marketing efforts so that you're reaching the right people with the right message. This is because each channel allows you to segment your audience based on different criteria (such as location, age, gender, interests, etc.), so you can customize your marketing messages accordingly. For example, if most of your target audience is located in the US Northeast region but some are also located in other parts of the country or even internationally), then running separate campaigns for each group will allow you to tailor your message specifically for them instead of having a generic message that might not resonate as well with everyone.

Finally, using MCM gives you more flexibility and control over your marketing budget since you can choose which channels are most effective for your needs. For example, if you're trying to reach a large audience but don't have a huge marketing budget, then investing in paid advertising on popular social media platforms like Facebook or Instagram could be a good option. On the other hand, if you're only trying to reach a small group of people who share specific interests, then using organic methods like creating targeted content or building an email list might be more cost-effective.

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Drawbacks of Multi-Channel Marketing

While there are many benefits to using MCM for diversity recruiting, it's important to be aware of some potential drawbacks as well. The first is that managing multiple channels can be time consuming and require a lot of effort in order to ensure that all messages remain consistent across each one. This means that you'll need dedicated staff or external help in order to manage the campaigns effectively. 

Second, not everyone uses every channel; so if your target audience only uses certain ones (such as email instead of social media), then investing resources into other channels could end up being wasted effort since no one will see your message anyway. As such, it's important to research which channels are most used by your target demographic before investing any money or time into them. 

Finally, while having control over how much you spend on each channel is great from a financial standpoint, this also means that you have less room for error when making decisions about where and how much money should be spent on marketing efforts; even small mistakes can add up quickly if they're made across multiple platforms simultaneously!

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Best diversity recruiting software for Multi-Channel Marketing

There are many different software options available that offer Multi-Channel Marketing features for diversity recruiting. Some of the most popular and well-reviewed options include:

Greenhouse: Greenhouse is a cloud-based applicant tracking system (ATS) that offers a variety of powerful tools for managing job postings, candidate applications, and hiring processes. It also includes built-in support for Multi-Channel Marketing, allowing users to post jobs to multiple channels (such as job boards, social media sites, and career fairs) with just a few clicks. Additionally, users can track which channels generate the most interest so they can focus their marketing efforts accordingly.

Lever: Lever is another cloud-based ATS that offers similar features to Greenhouse but also includes some additional functionality specifically designed for large enterprises. In particular, its Enterprise Job Posting feature allows users to post open positions across multiple channels with just a few clicks while also providing detailed analytics on which channels are generating the most interest from candidates. This makes it an ideal solution for organizations who want to streamline theirMulti-Channel Marketing efforts while still being able to track which strategies are working best.

Jobvite: Jobvite is a comprehensive talent management platform that includes Applicant Tracking System (ATS), Recruiting CRM & Engagement capabilities in one easy-to use solution. One of its key features is called Job Boards, which allows users to post open positions across multiple online job boards with just a few clicks. This feature not only saves time by eliminating the need to manually submit jobs to each board individually, but it also provides valuable data on which boards generate the most traffic and leads so you can focus your marketing efforts accordingly.

Multi-Language

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Multi-Language features are very important for diversity recruiting software tools. They allow you to target a specific group of people with a common language, which can be extremely helpful when trying to attract a more diverse pool of applicants. However, there are some drawbacks to using Multi-Language features that you should be aware of before implementing them in your own recruitment process.

The first thing to keep in mind is that not all languages are created equal. Some languages, like Mandarin or Hindi, have thousands of different dialects and variations. This means that if you're targeting a specific group within one of these languages, you may not reach everyone with your message. Additionally, some languages are spoken by relatively small groups of people compared to others (e.g., Dutch vs English). This could potentially limit the number of qualified candidates you're able to reach through this feature.

Another thing worth considering is the level of fluency required for each position you're looking to fill. For positions that require high levels of communication or customer interaction, it's critical that candidates have near-native fluency in the language(s) they'll be using on the job. If your company isn't willing or able to invest in providing training for less fluent candidates (which can often be necessary), then using Multi-Language features may not make sense from an ROI perspective.

Finally, it's important to remember that just because someone speaks a certain language doesn't mean they identify with the culture associated with it - nor does it mean they want their workplace communications conducted exclusively in that language! It's always best practice to include options for both bilingual and monolingual employees when possible; this allows everyone to feel comfortable and respected in their work environment while still being able to communicate effectively with colleagues and customers alike.

All things considered, Multi-Language features can be a great way to attract a more diverse pool of applicants - but they're not without their challenges. Be sure to weigh the pros and cons carefully before making any decisions about whether or not to implement them in your own recruitment process.

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Benefits of Multi-Language

The advantages of using Multi-Language features are clear: they make it easier for you to reach out to potential candidates who might not otherwise respond to your recruitment efforts; they save you time by allowing you to automate the translation process; and they improve the quality of your data by ensuring that all questionnaires and forms are properly translated.

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Drawbacks of Multi-Language

There are some disadvantages worth considering, however. First, depending on how many languages you want to support, implementing Multi-Language features can be expensive; second, there's always the risk that something will get lost in translation; third, if not managed properly, Multi-Language features can lead to inconsistency across different versions of questionnaire items (e.g., one version may use American English while another uses British English); finally, when users select their preferred language(s), this information must be stored somewhere – which raises privacy concerns.

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Best diversity recruiting software for Multi-Language

There are many software tools out there that offer Multi-Language features for diversity recruiting, but not all of them are created equal. Here is a review of three popular options to help you decide which one is right for your needs:

Jobvite: Jobvite offers support for over 20 different languages, making it one of the most comprehensive options on the market. Additionally, their platform is very user-friendly and easy to navigate - even if you don't have any previous experience using similar tools. However, one downside is that their pricing can be quite high depending on the number of users you need to support; this may not be feasible for smaller companies or those with limited budgets.

RecruitBPM: RecruitBPM also supports a large number of languages (over 30), and their platform is fairly intuitive and straightforward to use. One thing to keep in mind, though, is that they don't have as many customization options as some other providers; this could be an issue if you're looking for something specific or need more control over the recruitment process overall. Another potential drawback is that their customer service has been known to be slow in responding to inquiries/issues; this could create frustration if you encounter any problems while using their tool.

Performance Metrics

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Performance Metrics is a feature of some diversity recruiting software tools that allows you to measure and track the progress of your diversity recruiting efforts. This can be helpful in understanding whether or not your diversity recruitment strategy is working, and if it isn't, what changes need to be made.

There are several different ways that performance metrics can be used in Diversity Recruiting Software Tools. One way is to set up goals for yourself and/or your team, and then track progress towards those goals over time. This can help you identify areas where you may need to make changes in order to improve results. Additionally, many software tools also allow you to compare your own performance against others who are using the same tool - which can provide valuable insights into how well you are doing relative to others.

Performance metrics can also be used more broadly - for example, by tracking the number of applications received from underrepresented groups, or the number of interviewees who self-identify as belonging to an underrepresented group. By understanding these numbers, you can begin to get a sense for whether or not your recruiting process is effectively reaching diverse candidates - and if it isn't, what changes need to be made.

Overall, performance metrics features can be extremely helpful in understanding the success (or lack thereof) of your diversity recruitment efforts. However, it's important to remember that these metrics should only be one part of a larger picture - they should not be used as the sole basis for making decisions about your strategy. 

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Benefits of Performance Metrics

Helps you track your progress over time - By tracking time-to-fill and cost-per-hire data for each position that you fill with an URM candidate, you can see how your diversity recruitment efforts are progressing over time. This is valuable information that can help you make necessary changes to improve your results.

Allows you to compare different software tools - If you're considering using multiple diversity recruiting software tools, performance metrics can be a helpful way to compare their effectiveness. By looking at the time-to-fill and cost-per=hire data for each tool, you can get a good sense of which one is performing better so that you can make the most informed decision possible about which tool to use going forward.

Provides valuable insights into your recruitment process - The performance metric data that's collected by Diversity Recruitment Software Tool A can also provide valuable insights into your overall recruitment process. For example, if you notice that it takes significantly longer to fill positions with URM candidates than it does with non-URM candidates, that could be an indication of a problem somewhere in your process (e.g., difficulty finding qualified URM candidates). Performance metrics can help surface these types of issues so that they can be addressed accordingly.

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Drawbacks of Performance Metrics 

Reliance on data alone - While performance metrics can be a helpful tool, it's important to remember that they should only make up one part of your overall strategy; relying too heavily on them could lead to decisions being made based solely on the numbers and not taking into account other factors (e.g., cultural fit). It's therefore essential to have an understanding of how these metrics are affecting your recruiting efforts as well as any potential issues with them before making any major changes or decisions based off of their results.

Potential for inaccuracy - As with all data-driven tools, there is always the potential for inaccuracies in the information collected by Diversity Recruitment Software Tools' performance metrics feature due to human error or technical glitches/bugs within the software itself. This means that some caution should be exercised when using this type of data since it may not reflect reality accurately at times.

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Best diversity recruiting software for Performance Metrics

There are a number of different software tools that offer performance metrics features, and which one is best for you will ultimately depend on your specific needs and preferences. However, some of the more popular options include:

Jobvite - Jobvite offers a variety of features designed to help organizations with their diversity recruiting efforts, including performance metrics. With Jobvite's performance metrics feature, users can track time-to-fill and cost-per-hire data for each position that they fill with an URM candidate. Additionally, users can compare their own results against those of other organizations using the same tool - which can be helpful in understanding how well you're doing relative to others.

Greenhouse - Greenhouse also offers a performance metric feature as part of its diversity recruiting offering. With Greenhouse's performance metric feature, users can track time-to-fill and cost-per=hire data for each position that they fill with an URM candidate. Additionally, users can set up goals for themselves and/or their team so that they can track progress over time; this is valuable information that can help identify areas where changes need to be made in order to improve results.

Pipeline Management

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Pipeline Management is a great way to keep track of your diverse recruitment efforts and ensure that you are making the most of your time and resources. By keeping track of the different stages of your pipeline, you can easily see where your candidates are in the process and make sure that they are progressing through each stage. Additionally, Pipeline Management can help you identify any roadblocks or bottlenecks in your recruiting process so that you can address them quickly.

There are a few things to keep in mind when using Pipeline Management features for diversity recruiting. First, it is important to remember that not all candidates will progress through each stage of the pipeline at the same pace. Some may move more quickly than others, and some may even drop out entirely before reaching the final stage. As such, it is important to be flexible with your timelines and expectations when using this feature.

Second, it is also important to consider how you will use data from Pipeline Management when making decisions about which candidates to pursue further. It can be tempting to focus only on those who have made it furthest along in the process, but this may lead you to miss out on talented individuals who might need a little extra support or encouragement in order to succeed. Instead, try to use data from all stages of the pipeline equally when making decisions about which candidates merit further consideration.

Overall, Pipeline Management is a valuable tool for diversity recruiting efforts. By keeping track of progress throughout the recruitment process, Diversity Officers can identify issues early on and take steps to mitigate them accordingly. Additionally, data from all stages of the pipeline can be used to inform decision-making about which candidates should receive further consideration.

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Benefits of Pipeline Management

There are several key benefits of using Pipeline Management features in diversity recruiting software tools, including:

The ability to track progress: One of the biggest advantages of using Pipeline Management features is that they allow organizations to keep track of their recruitment progress and performance. This data can be used to identify areas where changes need to be made in order to improve efficiency. Additionally, it can also help businesses assess the effectiveness of different recruiting strategies.

Increased transparency: Another benefit of using Pipeline Management features is that they tend to increase transparency throughout the recruitment process. By providing visibility into each stage of the process, these features can help candidates understand where they are in the pipeline and what steps still need to be completed before they receive an offer. Additionally, this information can also be helpful for managers who want to ensure that all members of their team are following best practices when it comes time to review applications and interview candidates.

Improved communication: Another key benefit of using Pipeline Management features is that they can help improve communication between different stakeholders in the recruitment process. For example, if managers and recruiters are able to see where candidates are in the pipeline, they can have more informed conversations about next steps and timing. Additionally, this information can also be helpful for identifying potential bottlenecks or areas where candidates may be getting stuck during certain stages of the process.

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Drawbacks of Pipeline Management

Despite these benefits, there are a few drawbacks to using Pipeline Management features in diversity recruitment software tools. First, this feature can be complex and time-consuming to set up and use effectively. Additionally, it is important for recruiters to remember that not all candidates will progress through the pipeline at the same pace; some may move more quickly than others or drop out entirely before reaching the final stage of consideration. Finally, as with any form of data collection and analysis, there is always a risk that organizations could misuse this information by focusing exclusively on those who have made it furthest along in the process instead of considering other talented individuals who may need additional support or encouragement throughout their journey.

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Best diversity recruiting software for Pipeline Management features

The top three software tools that offer the best Pipeline Management features for diversity recruiting are:

Jobvite: Jobvite is a cloud-based applicant tracking system (ATS) that offers a variety of features to help organizations streamline their recruitment process. One of the most notable features is its Pipeline Management tool, which allows businesses to keep track of the progress of each candidate throughout the application and interview process. Additionally, this data can be used to identify areas where changes need to be made in order to improve efficiency.

Greenhouse: Greenhouse is another cloud-based ATS that offers robust pipeline management capabilities. With Greenhouse, businesses can create custom stages for their recruitment process and then track the progress of each candidate through these stages. This information can be used to assess the effectiveness of different recruiting strategies as well as identify potential bottlenecks in the process.

Recruiterbox: Recruiterbox is a web-based ATS that also provides users with powerful pipeline management capabilities. Its platform enables businesses to create customizable workflows for their recruitment processes and then track how candidates move through these workflows over time. This information can be helpful for understanding where changes need to be made in order to improve efficiency or identifying which types of candidates are more likely to successfully complete all stages of the recruitment process. 

Progress Reports

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Progress Reports is a feature of many diversity recruiting software tools that allows you to track your progress in meeting your diversity goals. This can be helpful in keeping you accountable and on track, but it can also be frustrating if you don't feel like you're making progress.

There are two main ways to use Progress Reports features: As a goal-setting tool, to help you set realistic expectations for yourself and your team; and As a tracking tool, to help you monitor your progress over time.

  1. Goal-Setting Tool: When used as a goal-setting tool, Progress Reports can help you identify how many hires from underrepresented groups you need to make in order to meet your overall diversity goals. For example, let's say your company's goal is to have 30% of its workforce be made up of women by 202You could use the Progress Reports feature to determine that you need to hire an additional 5 women every year for the next 6 years in order to reach this goal.
  2. Tracking Tool: When used as a tracking tool, Progress Reports can help you monitor your progress toward meeting your diversity goals over time. This can be helpful in determining whether or not you're on track to reach your goals, and if not, what changes need to be made (e.g., increasing the number of job postings targeting underrepresented groups).
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Benefits of Progress Reports

One benefit of Progress Reports is that they can help identify areas where your recruitment strategy may need improvement. For example, if you notice that certain types of candidates are not progressing through your process as quickly as others, you may want to rethink your approach to those candidates. Additionally, if you see patterns emerging in terms of which candidates tend to drop out at what stage in the process, this information can be used to make adjustments accordingly.

Another advantage of Progress Reports is that they offer visibility into what is working well and what might need tweaking within your diversity recruiting strategy. This type of feedback can be invaluable when it comes time to make changes or improve upon existing practices. Additionally, sharing progress reports with key stakeholders (e., senior leadership) can help build buy-in for proposed changes or initiatives related to diversifying your workforce.

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Drawbacks of Progress Reports

There are a few potential drawbacks to using Progress Reports features, as well. First, if not used correctly, these reports can create a false sense of progress and/or lull users into complacency. For example, if candidates who would normally be disqualified at an early stage in the process are instead progressing to later stages (due to changes in criteria), this could give the impression that your strategy is working when it might not be. Additionally, if users become too reliant on Progress Reports features, they may miss important clues or signals that something is amiss within their recruitment efforts.

Second, Progress Reports can sometimes generate large amounts of data that can be difficult to sift through and make sense of. Without careful analysis, all of this information can quickly become overwhelming and lead to paralysis by analysis. Finally, because Progress Reports offer visibility into sensitive recruiting data (e., candidate contact information), there is always the risk that this information could fall into the wrong hands and be misused.

Overall, Progress Reports features can be extremely helpful for those looking to improve their diversity recruiting strategies; however, it is important to use them wisely and avoid becoming overly reliant on them. When used correctly, Progress Reports can offer valuable insights that can help you make necessary adjustments to your recruiting efforts. Just be sure to exercise caution and use them in conjunction with other data sources (e., candidate interviews) to ensure you are making well-informed decisions.

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Best diversity recruiting software for Progress Reports:

I would recommend the following diversity recruiting software for Progress Reports:

Jobvite: Jobvite offers a comprehensive suite of tools to help you with your diversity recruiting efforts, including a Progress Reports feature. This tool allows you to track your progress in meeting your diversity goals, set realistic expectations, and monitor your progress over time. Additionally, it provides valuable insights into what is working well and what might need tweaking within your strategy. The only potential drawback is that the data generated by this tool can be overwhelming; however, if you take the time to analyze it carefully, it can be extremely helpful.

Greenhouse: Greenhouse also offers a Progress Reports feature as part of its overall suite of recruitment tools. Like Jobvite, this tool helps you track your progress in meeting your diversity goals, set realistic expectations, and monitor your progress over time. It also provides valuable insights into what is working well and what might need tweaking within your strategy. One potential drawback is that Greenhouse's interface can be confusing for some users; however, once you get used to it, it's relatively easy to navigate.

Lever: Lever's Progress Reports feature is similar to those offered by Jobvite and Greenhouse. It helps you track your progress in meeting your diversity goals, set realistic expectations, and monitor your progress over time. Additionally, it provides valuable insights into what is working well and what might need tweaking within your strategy. The main potential drawback of this tool is that it can be difficult to cancel if you decide you no longer need it; however, if you're sure you want to use it long-term, Lever can be a great option.

Progress Tracking

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Progress Tracking features are a great way to measure the success of your diversity recruiting software tool. By tracking progress, you can identify areas that need improvement and make necessary changes to ensure the success of your diversity recruitment strategy.

There are a few different ways that you can track progress with this feature. One way is by looking at the number of applications received from underrepresented groups. This data can help you determine if your outreach efforts are effective and if more targeted messaging is needed. Additionally, Progress Tracking features can also be used to monitor interview requests and offers extended to candidates from underrepresented groups. This information will give you insight into which parts of your process may be biased and need to be adjusted in order for everyone to have an equal opportunity for consideration.

While Progress Tracking features are extremely helpful in measuring the effectiveness of your diversity recruitment strategy, it's important to keep in mind that this data should not be used as the sole determining factor when making decisions about how best to move forward. In some cases, other factors (such as company culture) may play a more significant role in attracting and retaining diverse talent than what is captured through Progress Tracking alone. Use this data as one part of a larger picture when assessing your organization's ability to successfully recruit diverse top talent - don't rely on it exclusively to make decisions that could impact the long-term success of your business.

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Benefits of Progress Tracking

The main advantage of using Progress Tracking features is that they help you stay on top of your recruitment process and ensure that it is running smoothly. This can save you a lot of time and effort in the long run, as you will not have to constantly check up on every stage of the process yourself.

Another benefit of Progress Tracking features is that they can help you identify any potential problems with your recruitment process early on so that you can take steps to fix them before they cause any serious damage.

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Drawbacks of Progress Tracking

However, there are also some disadvantages associated with Progress Tracking features. First of all, if these features are not used properly, they could actually end up slowing down your recruitment process rather than speeding it up. This is because tracking everything manually can be very time-consuming and error-prone. If you do not have enough staff to manage this effectively, then it could end up being more trouble than it is worth.

Secondly, some people may find Progress Tracking features to be intrusive and overbearing. If this is the case, then it could negatively impact morale within your team and make it harder for them to work together effectively.

Overall, Progress Tracking features can be extremely useful for managing your recruitment process and ensuring that it runs smoothly. However, you need to weigh up the pros and cons carefully before deciding whether or not to use them in your own business.

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Best diversity recruiting software for Progress Tracking features

There are a few different software options available on the market that offer Progress Tracking features. Here is a brief overview of three of the best:

  1. Jobvite: Jobvite is a popular applicant tracking system (ATS) that offers progress tracking features as part of its core functionality. This means that you can use Jobvite to track every stage of your recruitment process, from application through to offer acceptance. Additionally, Jobvite also provides powerful reporting tools that allow you to generate custom reports on your progress and performance over time. Prices start at $99 per month for up to 500 candidates.
  2. Recruiterbox: Recruiterbox is another well-known ATS that includes Progress Tracking features as standard. With Recruiterbox, you can track every step of your recruitment process and measure your performance against key metrics over time. You can also create custom reports and export them into Excel or Google Sheets for further analysis if needed. Prices start at $99 per month for up to 1,000 candidates tracked.
  3. Greenhouse: Greenhouse is an ATS that offers both Progress Tracking features and comprehensive reporting capabilities. With Greenhouse, you can not only track every stage of your recruitment process but also drill down into specific data points to identify areas needing improvement. You can then use the built-in report builder tool to create customized reports detailing your findings. Prices start at $95 per month for up to 2,000 candidates tracked.

Reminders

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Reminders are a critical part of any software tool, and diversity recruiting is no different. In order to be successful in attracting and retaining a diverse workforce, you need to use reminders effectively.

There are two key ways to use reminders in your diversity recruiting efforts: first, by setting them up for yourself as needed, and second, by sending them out automatically to candidates who have been selected for interviews. Let's take a closer look at each of these uses in turn.

When it comes to setting up reminders for yourself, the sky is the limit - you can set them up however you like, according to your own needs and preferences. The important thing is that you actually use them! This means taking the time to sit down and review your reminder list on a regular basis (at least once per week), adding new items as necessary, and making sure that all items on the list are still relevant. Additionally, don't forget to mark items off the list as they're completed - this will help keep things organized and prevent overlap between tasks.

As far as automatic reminders go, most diversity recruitment software tools will allow you to send out email or text message reminders to candidates who have been selected for interviews. These types of messages can be extremely helpful in ensuring that candidates actually show up for their interviews - after all, no-shows are one of the biggest problems faced by recruiters today! When configuring automatic reminder messages, be sure to give yourself enough time before an interview is scheduled so that candidates have ample opportunity to receive and respond to the message; additionally, consider including additional details about where/when an interview will take place so there's no confusion on either side.

Overall, reminders are a valuable tool that should be utilized in any diversity recruiting effort. By taking the time to set up both personal and automatic reminders, you can help ensure that your recruitment process runs smoothly and that all candidates have the best possible chance of success.

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Benefits of Reminders

There are several benefits of using reminders in your diversity recruiting software tool. First, reminders can help keep you organized and on track with your recruitment efforts. They can also help you stay focused on your goals and objectives. Additionally, they can be used to create task lists and calendar entries for important events related to each candidate's application process. This can all help ensure that nothing gets forgotten or lost in the shuffle as things move along quickly during the recruitment process.

Another benefit of using reminders is that they can help improve communication between you and your team members (or other stakeholders involved in the recruitment process). For example, if you have an upcoming phone screen with a candidate, creating a calendar entry for that date will ensure that everyone knows when it is happening - which can avoid any potential confusion or mix-ups. Additionally, sending reminder emails about new candidates or offers being accepted/declined can help keep everyone up-to-date on the status of each individual applicant. Good communication is key to ensuring a successful recruitment process; utilizing reminders is one way to facilitate this goal.

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Drawbacks of Reminders

While there are several benefits to using reminders in your diversity recruiting software tool, there are also some potential drawbacks worth considering. One such drawback is that relying too heavily on reminder emails or notifications could lead to information overload for some users - especially if multiple people are cc'd on every email sent out. In these cases, it might be helpful to set up filters so that only certain types of messages (e., those related to new applicants) get through to specific individuals' inboxes. Another solution would be to send out weekly summary updates instead of constant stream-of-consciousness style emails; this would provide recipients with the same level of information without bombarding them constantly throughout the day (or week).

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Best diversity recruiting software for Reminders

There are a few different software options available that offer reminder features for diversity recruiting. One such option is Jobvite; their platform allows you to set up email alerts for when new candidates apply, or when someone accepts/declines an offer from you. Additionally, they have a Recruitment Calendar feature that enables you to create calendar entries for important events related to each candidate's application process.

Another popular software tool with reminder features is Greenhouse; like Jobvite, they enable you to set up email alerts related to specific recruitment activities (e., when a new candidate applies). They also have a Task List feature where users can track the progress of each individual applicant throughout the recruitment process - this can be helpful in making sure that no one falls through the cracks. Lastly, Greenhouse also offers a Calendar View of your recruitment pipeline; this gives you an overview of all upcoming events related to your active candidates so that nothing gets forgotten or lost in the shuffle.

Both Jobvite and Greenhouse offer robust reminder features that can be helpful in keeping your diversity recruitment process organized and on track. It's important to evaluate your team's specific needs when choosing a software tool; for example, if you have a large team with multiple stakeholders involved in the recruitment process, something like Greenhouse might be a better fit due to its Calendar View feature. However, if you have a smaller team or are only working with a few key individuals throughout the process, something like Jobvite could work just as well (and might even be simpler to use). Ultimately, it's up to you to decide what will work best for your team - but both of these options should provide everything you need in terms of reminder features for your diversity recruiting efforts.

Secure Data Storage

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Secure Data Storage is a feature that allows you to keep your confidential data safe and secure. You can use this feature to store your candidate information, contact information, and other sensitive data. This feature is important for keeping your diversity recruiting software tool safe from hackers and other unauthorized users.

There are two main ways to use Secure Data Storage: through a cloud-based storage service or through an on-premises storage solution. Cloud-based storage services offer the convenience of being accessible from anywhere with an internet connection. However, they may be less secure than on-premises solutions because they are hosted by third-party providers. On-premises storage solutions are more secure because they are stored on your own servers; however, they can be more expensive and difficult to maintain than cloud-based services.

When considering which type of Secure Data Storage solution to use for your diversity recruiting software tool, it is important to weigh the pros and cons of each option carefully. Ultimately, the best solution for you will depend on your specific needs and budget constraints.

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Benefits of Secure Data Storage

  • Security: The most obvious benefit of using Secure Data Storage is the security it provides. Your data will be encrypted and stored in a secure location, making it much more difficult for unauthorized users to access it. This is especially important if you're storing sensitive information, such as personal information or financial data.
  • Access Control: Another benefit of using Secure Data Storage is that it gives you better control over who has access to your data. With traditional storage methods (such as storing data on your computer's hard drive), anyone who has physical access to your computer can potentially view or modify your data. With Secure Data Storage, you can set up multiple user accounts with different levels of permissions, so that only authorized users can view or modify your data.
  • Disaster Recovery: If something happens to your computer (e.g., a virus attack or hardware failure), having a backup copy of your data stored in a secure location can be invaluable. With Secure Data Storage, you can create backups of your data and rest assured knowing that even if something happens to your primary copy, you have another copy stored safely off-site.
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Drawbacks of Secure Data Storage

  • Cost: The biggest drawback of using Secure Data Storage is the cost. While the upfront cost of setting up a secure storage system may be high, the ongoing costs can also be significant. You'll need to pay for the initial hardware and software setup, as well as for any maintenance or support fees. In addition, you'll need to pay for the bandwidth needed to transfer data back and forth between your computer and the secure storage system.
  • Complexity: Another potential drawback of using Secure Data Storage is that it can be complex to set up and maintain. If you're not comfortable working with computers and networking equipment, you may want to hire someone who is experienced in setting up and maintaining secure storage systems.
  • Risk of Loss: Even if you take all precautions, there's always a risk that your data could be lost or corrupted. For example, if something happens to the physical location where your data is stored (e.g., a fire), you could lose all of your data unless you have backups in place.

Overall, Secure Data Storage is a great way to keep your data safe and secure. However, it's important to weigh the costs and benefits before deciding whether or not it's right for you.

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Best diversity recruiting software for Secure Data Storage

There are many different software options available for Secure Data Storage. However, not all of them are created equal. When choosing a diversity recruiting software tool, it's important to consider your needs and budget carefully. Here are three of the best options currently available:

Zoho Recruit: Zoho Recruit is a cloud-based recruiting software solution that offers a variety of features, including Secure Data Storage. With Zoho Recruit, you can store your data in the cloud and access it from anywhere with an internet connection. In addition, Zoho Recruit offers multiple user accounts and permission levels, so you can control who has access to your data. Prices start at $25 per month.

Jobvite: Jobvite is another popular cloud-based recruiting software solution that offers Secure Data Storage. It includes features such as job posting and applicant tracking. Jobvite also offers a variety of integrations, so you can easily connect it with other software solutions you use. Prices start at $99 per month.

Recruiterbox: Recruiterbox is an on-premises recruiting software solution that includes Secure Data Storage. It's designed to be simple and easy to use, with features such as drag-and-drop resume parsing and email integration. Recruiterbox doesn't offer as many features as some of the other options on this list, but it's a good choice if you're looking for a basic yet effective recruitment solution. Prices start at $499 per year.

Self-Learning

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Self-Learning features are a great way to keep your software up-to-date with the latest changes in the job market. By using these features, you can ensure that your software is always learning and improving its ability to identify qualified candidates for your open positions.

There are several different ways to use Self-Learning features in your diversity recruiting software tool. One way is to use them to improve the accuracy of your searches. By constantly updating and refining your search criteria, you can ensure that you're finding the best possible candidates for each position.

Another way to use Self-Learning features is to help you target specific groups of people. For example, if you're looking for candidates who are members of minority groups, you can use Self-Learning features to help narrow down your search results so that you're only seeing those individuals who fit that description. This can be an extremely useful tool when trying to recruit diverse top talent into your company.

There are a few things to keep in mind when using Self-Learning features, however. First, it's important to remember that these features are constantly learning and improving. As such, they may not always be 100% accurate. If you're concerned about the accuracy of your results, you can always run your searches through multiple software tools to verify the results.

Second, Self-Learning features can sometimes take longer to find candidates than traditional search methods. This is because the software is constantly refining its search criteria and running new searches based on those changes. If time is of the essence, you may want to consider using other search methods in addition to or instead of Self-Learning features.

Overall, Self-Learning features can be a great asset for your diversity recruiting efforts. They can help you improve the accuracy of your searches and target specific groups of people more effectively. However, it's important to keep in mind that these features are not perfect and they may take longer to produce results than other search methods.

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Benefits of Self-Learning Features

There are several benefits of using Self-Learning features in your diversity recruiting software tool.

The first benefit is that they save time. By learning about the user and their preferences over time, the software can provide more personalized and relevant results, which means users don't have to waste time sifting through irrelevant candidates. This can be a major timesaver when you're trying to fill multiple open positions quickly.

Another benefit of Self-Learning features is that they improve efficiency. By helping users find qualified candidates faster, these features can free up time for other tasks related to recruiting, such as conducting interviews or writing job descriptions. In addition, by making it easier to find diverse candidates, Self-Learning features can help reduce unconscious bias in hiring decisions.

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Drawbacks of Self-Learning Features 

While there are several benefits of using Self-Learning features in your diversity recruiting software tool, there are also some potential drawbacks worth considering before implementing these features.

One potential drawback is that self-learning algorithms may not always produce accurate results. For example, if a candidate's resume contains keywords that match those typically associated with a certain job title (e.g., software developer), the algorithm might incorrectly assume that the candidate is interested in that type of position even if they're not actually interested in pursuing a career change at this time. This could lead to the software prioritizing candidates who are not actually a good fit for the open position.

Another potential drawback is that self-learning algorithms may inadvertently reinforce existing biases. For example, if a company's recruiting database contains mostly male candidates, the algorithm might learn to prioritize male candidates when making recommendations, even if there are equally qualified female candidates available. This could lead to a further imbalance in the gender ratio of applicants and ultimately result in fewer women being hired.

Finally, it's important to consider privacy concerns when using Self-Learning features in your diversity recruiting software tool. Because these features rely on observing users' behavior and preferences over time, they require access to a lot of personal data. This data could potentially be used for purposes beyond recruitment, such as marketing or advertising. As such, it's important to carefully read any privacy policies associated with these features before using them so you understand how your data will be used and shared

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Best diversity recruiting software for Self-Learning features

There are several software options available that offer Self-Learning features for diversity recruiting. Some of the best options include:

Jobvite: Jobvite is a cloud-based recruiting platform that offers Self-Learning features designed to save users time and improve efficiency. With Jobvite, you can let the software observe your usage patterns and make recommendations based on those patterns. You can also manually adjust your preferences within the software to train it to better understand what kinds of candidates you're looking for.

Recruit CRM: Recruit CRM is another cloud-based recruiting platform that offers Self-Learning features. With Recruit CRM, you can manage all your recruitment data in one place and use self-learning algorithms to automatically generate candidate profiles that match your desired criteria. You can also receive email alerts when new candidates matching your criteria become available so you never miss a potential hire.

TalentLyft: TalentLyft is a cloud-based applicant tracking system (ATS) that offers Self-Learning features designed to help users find qualified candidates faster. It enables users to specify which types of candidates they want to see first in search results and set up email alerts for when new candidates matching their criteria become available. TalentLyft also offers a built-in job board so you can post open positions and receive applications directly through the software.

Single Sign On

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Single Sign On, or SSO, is a feature of some recruiting software tools that allows you to use one set of credentials - typically your corporate login - to access multiple accounts. This can be useful if you're managing multiple accounts for different hiring managers, or if you want to avoid having to remember multiple sets of credentials. However, there are some potential drawbacks to using SSO with your diversity recruiting software tool.

First, it's important to make sure that the Single Sign On feature is properly configured. If it's not, you could end up inadvertently sharing information between different accounts - which could lead to problems if, for example, two hiring managers are looking at candidates for the same position. Additionally, Single Sign On can sometimes add an extra step or two to the login process; while this may not be a big deal in most cases, it can be annoying if you're trying to log in quickly when time is limited (e.g., when reviewing candidates during a lunch break).

Second, keep in mind that Single Sign On generally means that all users will have the same level of access to account features and data; this might not be ideal if you need certain users (e.g., HR staff)to have more restricted access than others (e.g., hiring managers). In such cases, it might make more sense to use traditional username/password authentication instead of Single Sign On.

All things considered, Single Sign On can be a helpful feature for some users of diversity recruiting software tools - but it's not right for everyone. Be sure to weigh the pros and cons carefully before deciding whether or not to enable this feature in your own account.

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Benefits of Single Sign On

  • SSO can save time by allowing you to quickly log in to all of your applications with just one set of credentials. 
  • It can also improve security since users only need to remember one set of login information. This reduces the chances that they will write down their passwords or reuse the same password across multiple accounts. 
  • SSO can make it easier for users to access shared resources, such as files stored in the cloud or shared calendars. If everyone is using the same set of credentials, it's simpler to give others access to those resources. 
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Drawbacks of Single Sign On 

  • SSO can create security risks if not managed properly. For example, if a user's credentials are stolen or guessed, the attacker would then have access to all of the applications that use SSO. 
  • SSO can also be disruptive if users forget their credentials or lose access to their accounts for some reason. In those cases, it can be difficult to regain access to all of the applications that use SSO. 

Overall, Single Sign On is a handy feature that can save time and improve security - but it's important to weigh both the advantages and disadvantages before deciding whether or not to use it for your diversity recruiting software tool.

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Best diversity recruiting software for Single Sign On

Three of the best diversity recruiting software for Single Sign On are:

  • Jobvite: Jobvite is a cloud-based applicant tracking system (ATS) that helps businesses recruit, hire, and onboard employees. It offers a variety of features to help with this process, including candidate sourcing, job postings, resume parsing, and interview scheduling. One handy feature is Single Sign On - users can log in to their accounts using their LinkedIn credentials. This makes it quick and easy to access your account from anywhere. 
  • Greenhouse: Greenhouse is another cloud-based ATS that helps businesses with their recruiting needs. Like Jobvite, it offers features like candidate sourcing and job postings - but it also has a few unique features, such as video interviewing and real-time feedback tools. Greenhouse also offers Single Sign On via LinkedIn - making it simple to log in from any device or location. 
  • Breezy HR: Breezy HR is an all-in-one recruitment solution that includes applicant tracking capabilities as well as performance management tools. With Breezy HR's Single Sign On feature, users can log in using their Google or Microsoft accounts - making it even easier to access your account no matter where you are or what device you're using.

Skills Assessment

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Skills Assessment is an important feature of any diversity recruiting software tool. It allows you to evaluate the skills of a potential candidate and determine if they are a good fit for your company. There are many different ways to use this feature, but I will outline the two most common methods below.

The first method is to use Skills Assessment as part of your screening process. This means that you would use it to help you identify which candidates should move on to the next stage of your recruitment process. To do this, you would simply assess each candidate's skills and then compare them against the minimum requirements for the position you are trying to fill. If a candidate meets or exceeds all of the requirements, then they can move on to the next stage. However, if there are any areas where they fall short, then they would be eliminated from consideration at that point.

The second way to use Skills Assessment is during the interview process itself. In this case, you would use it as more of a diagnostic tool than anything else. This means that you would ask each candidate questions about their skill set in order to get a better understanding of their strengths and weaknesses. You could then tailor your interview questions accordingly in order to get more information about specific areas where they may excel or struggle (depending on what type of role you're looking to fill).

Overall, Skills Assessment is a valuable tool that can be used in various stages of recruiting diverse talent. While it's not perfect, it can give employers some insight into whether or not a particular candidate has the necessary skills for success in their desired role. 

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Benefits of Skills Assessment

There are many potential benefits to using skills assessment features in your diversity recruiting software tool. Perhaps the most obvious benefit is that these features can help you identify the specific skills and abilities that are required for the job. This can be helpful when writing job descriptions, as it ensures that you are accurately identifying all of the necessary qualifications. Additionally, this information can be used to assess how well candidates meet those requirements.

Another potential benefit of skills assessment is that it can help you screen out unqualified candidates before moving forward with the hiring process. By requiring candidates to take a standardized test or complete an online assessment, you can quickly and easily weed out those who do not have the necessary skills for the job. This saves time and resources by allowing you to focus your efforts on only those candidates who are truly qualified.

Finally, some research suggests that using skills assessments may help reduce unconscious bias in hiring decisions. Because these tools provide objective data about a candidate's qualifications, they may help decision-makers focus on merit rather than personal characteristics such as race or gender. This could lead to more diverse teams and better overall workplace performance. 

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Drawbacks of Skills Assessment

There are also some potential pitfalls associated with using skills assessment features in your diversity recruiting software tool. First, it is important to remember that not all skills are equally important for every position. As such, you need to make sure that the Skills Assessment feature is properly configured to reflect the importance of each skill for the job in question. If you place too much emphasis on certain skills (such as math ability for a web developer role), you may inadvertently screen out qualified candidates who would be excellent at the job but simply didn't do well on that particular assessment.

Second, Skills Assessment features can sometimes produce misleading results. This is because they often rely on standardized tests which may not accurately reflect a candidate's true ability level. For example, someone who does poorly on a math test might still be an excellent programmer; conversely, someone who gets perfect scores on all of their assessments might not actually have any real-world experience with the relevant technologies. As such, it is important to use these tools judiciously and always consider them alongside other methods of assessment (such as interviews) in order to get a complete picture of a candidate's suitability for the role in question.

Third, even when used correctly, Skills Assessment features only provide one piece of information about a candidate; they cannot tell you everything about a person's qualifications or abilities. As such, they should always be used in conjunction with other methods of assessment (such as interviews) in order to get a complete picture before making any hiring decisions.

Overall, Skills Assessment features can be a valuable addition to your diversity recruiting software toolkit. However, they should not be relied upon exclusively; rather, they should be used in conjunction with other assessment methods in order to get the most accurate picture of a candidate's qualifications and abilities.

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Best diversity recruiting software for Skills Assessment

There are many different diversity recruiting software tools on the market, and each one offers its own unique set of features. When choosing a tool for your organization, it is important to consider your specific needs and objectives. However, some skills assessment features are more common (and more useful) than others. Here are three examples of good diversity recruiting software tools that offer strong skills assessment capabilities:

Greenhouse: Greenhouse is a popular applicant tracking system (ATS) that offers a variety of features designed to help organizations with their hiring process. One key feature is the ability to create customized assessments for candidates. This allows you to test for the specific skills and abilities that are most important for the job, which can be helpful in screening out unqualified candidates early on in the process. Additionally, Greenhouse provides detailed reports about each candidate's performance on these assessments, which can be valuable when making final hiring decisions.

Jobvite: Jobvite is another popular ATS that also offers robust skills assessment capabilities. Like Greenhouse, Jobvite allows you to create custom assessments for candidates; however, it goes one step further by offering an extensive library of pre-written tests covering a wide range of topics and skill sets. This makes it easy to find an assessment that accurately reflects the requirements of the job in question; additionally, it can save time if you're not sure how to write your own assessment from scratch. Unlike Greenhouse, Jobvite does not provide detailed reports about each candidate's performance on the assessment; however, it does allow you to easily compare the results of multiple candidates side-by-side.

HireVue: HireVue is a video interviewing platform that offers a unique twist on skills assessment. Rather than requiring candidates to take a written test, HireVue allows you to assess their skills and abilities through recorded video interviews. This can be helpful in getting a more well-rounded picture of a candidate's qualifications; additionally, it can help you identify those who might excel in an interview setting but might not do as well on paper (such as customer service roles). However, one potential downside of using HireVue for skills assessment is that it requires all candidates to have access to a webcam and a reliable internet connection, which may not be possible for everyone.

Social Learning

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Social Learning features are an important part of diversity recruiting software tools. They allow you to create a community of diverse individuals who can learn from each other and share best practices. Additionally, social learning features help you build relationships with potential candidates and keep them engaged in the recruitment process.

There are several ways to use social learning features in your diversity recruiting software tool. First, you can use them to create a private online community for your diverse candidates. This can be a great way to engage potential candidates and keep them updated on the latest news and developments in your company. Additionally, this online community can be used as a resource for sharing best practices and tips for success in the recruitment process.

Another way to use social learning features is to connect with potential candidates through social media platforms such as LinkedIn or Facebook. You can use these platforms to post job openings, articles about your company, or even just general information about the recruitment process. Additionally, connecting with potential candidates through social media allows you to build relationships and get feedback about your company’s brand reputation.

Finally, you can also use social learning features to create training materials for your employees who work in diversity recruiting roles. These materials can be used to educate employees on how they can effectively recruit diverse candidates using different methods such as unconscious bias training or cultural competence development programs.

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Benefits of Social Learning for Diversity Recruiting

There are many advantages to using Social Learning features within your diversity recruiting software tool. First, it allows you to build relationships with potential candidates before they even apply for a position. This can help you better understand their qualifications and interests, and ultimately increase the chances of them applying when a position opens up. Additionally, it can also help candidates feel more connected to your company and brand, which can make them more likely to accept an offer if one is extended. Finally, this type of engagement can also lead to referrals from current employees or connections made through the network – both of which can help expand your talent pool beyond what may be available through traditional channels.

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Drawbacks of Social Learning for Diversity Recruiting

There are many reasons to use social learning features in your diversity recruiting software tool. However, there are also some potential drawbacks that you should be aware of. First, if not used correctly, social learning features can create an echo chamber effect where only certain voices and perspectives are heard. Additionally, if you do not moderate the content in your online community or on your social media platforms carefully, it is possible for offensive or discriminatory content to be shared. Finally, social learning materials can be time-consuming to develop and may require additional resources from your company.

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Best diversity recruiting software for Social Learning

Three of the most popular diversity recruiting software tools on the market today are Jobvite, HireVue, and Greenhouse. All three of these platforms offer Social Learning features that can be used to engage with potential candidates and build relationships.

Jobvite: Jobvite is a cloud-based applicant tracking system (ATS) that offers a suite of recruitment marketing tools, including social media integration and sharing, candidate relationship management (CRM), email campaigns, job boards, and more. One of its key features is the ability to post jobs directly to social media sites like LinkedIn, Facebook, and Twitter. Additionally, users can also share job openings with their personal network through email or text messages. Jobvite also has a built-in referral system that makes it easy for employees to refer friends and connections for open positions.

HireVue: HireVue is an AI-powered video interviewing platform that helps organizations screen candidates faster and more efficiently. It offers a number of features specifically designed for recruiting purposes, such as automated scheduling and reminders, live transcription capabilities during interviews, screening questions tailored to each role, and the ability to rate candidates based on predetermined criteria. One unique feature offered by HireVue is called “social learning” which allows users to connect with other professionals in their field or industry who may be able to provide insights or recommendations about specific roles or companies. This type of networking can help you better understand what Candidates are looking for in a new opportunity, as well as identify any red flags that may not have been apparent during the initial screening process.

Greenhouse: Greenhouse is an ATS that provides users with powerful sourcing, CRM, assessment, interview scheduling, performance review, and offer management features. It also offers robust integrations with many third-party applications, including Google Suite products like Gmail and Calendar as well as leading talent acquisition platforms like Lever and Entelo. One notable feature included in Greenhouse’s Recruiting CRM module is social profile enrichment which allows users to view public information from sources like LinkedIn and Facebook when viewing a candidate’s profile within the system. This information can give you greater insight into their qualifications, work history, and personal interests which can be helpful when determining if they’re a good fit for the role.

In conclusion, social learning features can be extremely beneficial for diversity recruiting efforts. However, it’s important to keep in mind that not all candidates will be interested in or active on social media. Additionally, the quality of content shared through these channels can vary greatly. When used correctly, though, social learning can help you build relationships with potential candidates, better understand their qualifications and interests, and ultimately increase your chances of making a successful hire.

Tagging

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Tagging features are a great way to keep track of the different types of software you use. By tagging each piece of software with its own unique identifier, you can quickly and easily see which tools are being used most frequently, and by whom.

There are several ways to use Tagging features for your diversity recruiting software tool. One way is to set up a system where each candidate is automatically tagged with their gender, race, or ethnicity when they apply. This allows you to keep tabs on which groups are being represented in your applicant pool without having to manually review each application.

Another way to use Tagging features is to tag specific job postings with keywords that identify the target audience for that position. For example, if you're looking for a diverse group of candidates for a customer service position, you could tag the job posting with customer service, diversity, and inclusion. This would help ensure that only qualified candidates who meet your criteria see the posting.

The final way we'll discuss here is using tags to segment your talent pipeline into different categories. For example, you might have one tag for active candidates, another tag for passive candidates, and yet another tag for recent applicants. This would allow you quickly assess which stage each candidate is at in the recruiting process without having to sift through all of their information individually. 

Tagging features can be an extremely valuable asset in any recruiter's toolkit - but only if used correctly! Make sure you take some time to think about how to best utilize this feature before implementing it into your workflow.

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Benefits of Tagging

There are many benefits to using the tagging feature in your diversity recruiting software tool. This includes:

  • The ability to keep track of different types of candidates: When you tag candidates, it becomes much easier to keep track of them and compare them against other applicants. For example, if you are looking for engineering candidates, you can quickly pull up all the applications that have been tagged with “engineering”.
  • The ability to meet specific diversity goals: Tagging also allows you to focus on specific diversity goals. For example, if your goal is to increase gender diversity in your company, you can tag all female applicants so that they are easily identifiable later on. This is especially useful if there are a lot of applications to review.
  • Increased efficiency: In general, tagging helps increase the efficiency of the application review process by making it easier to find qualified candidates or those who meet specific diversity goals.
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Drawbacks of Tagging

While tagging offers many benefits, there are also some potential drawbacks to using this feature. These include:

  • The need for extra work: Tagging requires you to remember to tag each candidate as they apply, and then go back and review the tags periodically. This can be time-consuming, especially if you receive a lot of applications.
  • Confusion over tags: If multiple people are reviewing applications (for example, HR and hiring managers), there is potential for confusion over which tags should be used and how they should be interpreted. This can lead to frustration and wasted time trying to figure out the system.
  • Inaccurate data: There is also the potential for inaccurate data if candidates are not properly tagged or if the wrong information is entered into the system. For example, if a candidate’s gender is mistakenly entered as “male” instead of “female”, that could impact your diversity goals.

Overall, the tagging feature is a helpful tool that can save you time in the long run by making it easier to find qualified candidates or those who meet specific diversity goals. However, it is important to be aware of the potential drawbacks of using this feature before implementing it in your recruiting process.

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Best diversity recruiting software for Tagging

There are a few different software options available that offer tagging features for diversity recruiting. Some of the best options include:

Jobvite: Jobvite is a popular applicant tracking system (ATS) that offers a variety of features to help you manage your recruiting process, including tagging. With Jobvite, you can tag candidates by job title, location, source, and more. This makes it easy to keep track of different types of candidates and to focus on specific diversity goals.

Greenhouse: Greenhouse is another ATS that offers comprehensive tagging capabilities. With Greenhouse, you can tag candidates based on skills, qualifications, experience level, and other criteria. This helps you narrow down your candidate pool so that you can find the best qualified applicants quickly and easily.

Lever: Lever is an ATS with robust tagging features designed to help streamline your recruiting process. With Lever’s tags feature, you can categorize candidates based on job role, skillset, or any other criteria that is important to your hiring needs. This makes it easy to identify qualified candidates later on in the process.

Task Management

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Task Management features are a critical part of any good diversity recruiting software tool. It allows recruiters to better organize and track tasks related to their recruitment process, such as scheduling interviews, sending out job postings or collecting feedback from candidates.

The Task Management features in many popular diversity recruiting tools provide an easy-to-use interface for tracking tasks associated with each candidate's application status. This helps keep the recruitment process organized and efficient by allowing users to quickly review which task needs attention at any given time without having to search through emails or paperwork. Additionally, some tools also offer automated reminders when certain deadlines have passed or if updates need responding too - making sure all important elements of the hiring cycle don’t get missed due to busy schedules!

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Benefits of Task Management

There are a few different benefits that you can enjoy by using Task Management features in your diversity recruiting software tool. One of the most significant benefits is that it can help to improve the efficiency of your recruitment process. By creating a list of tasks and assigning them to specific members of your team, you can ensure that everyone understands their role in the process and knows what needs to be done in order to successfully recruit a diverse pool of candidates.

Another benefit of using Task Management features is that they can help to improve the quality of your recruits. By keeping track of all tasks associated with recruiting, you can identify any areas where improvements need to be made. This information can then be used to make changes to your recruitment process so that you're able to attract even better candidates in the future.

Finally, using Task Management features can also help to save you time and money. By ensuring that all tasks are completed in a timely manner, you'll avoid having to waste time and resources on re-doing work or chasing down missing information. In addition, by tracking the progress of your recruitment efforts, you'll be able to quickly identify any issues or problems so that they can be addressed immediately. 

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Drawbacks of Task Management

There are some potential drawbacks that you should be aware of before using them.

First, it is important to note that Task Management features are not a substitute for a good recruitment workflow. If you do not have a clear idea of what tasks need to be completed in what order, the Task Management features will not be able to help you. In addition, if you do not have a system for tracking which tasks have been assigned to which recruiters, the Task Management features will likely just add confusion.

Second, while task management can help you stay organized, it can also lead to micromanagement if used improperly. It is important to remember that each recruiter has their own style and preferences when it comes to how they complete tasks. Trying to force all recruiters into one mold by using strict task management rules can actually make it harder for everyone involved.

Third, some software tools allow managers or team leads to see every task that has been assigned to every recruiter on their team. This transparency can be helpful in ensuring that tasks are being completed in a timely manner but it could also lead to feelings of being constantly monitored or micromanaged by your superiors.

Overall, Task Management features can be helpful but they should only be used as part of a well-thought-out recruitment strategy. Overusing these features can lead to more problems than they solve.

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Best diversity recruiting software for Task Management

There are a few different diversity recruiting software tools on the market, but not all of them offer the same Task Management features. Here are three of the best options:

  1. ApplicantStack: This tool offers a comprehensive set of Task Management features that will help you to streamline your recruitment process and improve the quality of your recruits. In addition, ApplicantStack's task management capabilities are fully customizable, so you can tailor them to meet the specific needs of your organization.
  2. Jobvite Recruit: Jobvite Recruit is another excellent option for those looking for robust Task Management features in their diversity recruiting software tool. Like ApplicantStack, Jobvite Recruit offers customizable task management capabilities so that you can easily adapt them to fit the unique needs of your organization. In addition, Jobvite Recruit provides users with real-time updates on their progress so that they can always stay on top of their recruitment efforts.
  3. Greenhouse: Greenhouse is a great option for those who want to use Task Management features in their diversity recruiting software tool but don't need the full customization capabilities offered by ApplicantStack and Jobvite Recruit.Greenhouse offers a simple, straightforward task management interface that makes it easy to keep track of your recruitment progress. In addition, Greenhouse provides users with an overview of their recruitment pipeline so that they can quickly identify any areas where improvements need to be made.

Template Management

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Template Management features are used to manage the different types of templates that are available for use with the software tool. This includes managing template content, creation, and approvals.

There are several reasons why you would want to use Template Management features for your diversity recruiting software tool. The first reason is that it can help you keep track of all the different types of templates that are available. This can be helpful if you need to find a specific template or if you want to see what kinds of templates are available.

Another reason to use Template Management features is so that you can approve or reject template changes before they go into effect. This can be helpful if there is a change that you do not agree with or if you think that the change will not benefit the company in some way.

The last reason to use Template Management features is so that you can create new templates yourself. This can be helpful if there is something specific that you want to add to the software tool or if there is a change that you would like to make to an existing template.

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Benefits of Template Management features:

Some benefits of using Template Management features in your diversity recruiting software tool include:

  • Streamlined communications: With all of your email templates in one place, it's easy to keep track of your communications with candidates and ensure that you're always sending the right message at the right time.
  • Time savings: Reusable blocks of text can save you a lot of time when composing emails, freeing up more time to focus on other aspects of the recruiting process.
  • Increased efficiency: By automating some elements of your email communication, you can reduce the risk of human error and increase the efficiency of your recruiting process overall.
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Drawbacks of Template Management features:

There are also several reasons why you might not want to use Template Management features for your diversity recruiting software tool. The first reason is that it can be time-consuming to manage all the different types of templates. If you have a lot of templates, it can take up a lot of your time to keep track of them all.

Another reason why you might not want to use Template Management features is that it can be difficult to approve or reject template changes. If there are a lot of changes, it can be hard to keep track of which ones you agree with and which ones you don’t.

The last reason why you might not want to use Template Management features is that creating new templates can be challenging. If you are not familiar with the software tool or if you do not know how to code, it can be difficult to create new templates.

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Best diversity recruiting software for Template Management features:

There are a few different software options available that offer Template Management features for diversity recruiting. Some of the top-rated software tools include:

  • Recruiterbox: This tool offers a wide range of email templates to choose from, as well as the ability to create custom templates. You can also approve or reject template changes before they go into effect, making it easy to keep your communications consistent.
  • Greenhouse: Greenhouse offers a variety of pre-written email templates, which can be customized to fit your specific needs. You can also create new templates from scratch, giving you complete control over your recruitment process.
  • Zoho Recruit: Zoho Recruit provides a library of email templates that can be used for various stages of the recruiting process. You can also customize existing templates or create new ones based on your specific requirements.

Each of these software tools offers different features and benefits, so it's important to choose the one that best meets your needs.

Tests/Assessments

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Tests/Assessments are an important part of any diversity recruiting software tool. They help identify candidates who are a good fit for the position and also assess their skills.

There are many different types of tests/assessments, but some of the most common ones used in diversity recruiting software tools include:

  • Cognitive ability tests: These measure a person's intellectual abilities, such as memory, problem solving, and critical thinking. They can be helpful in predicting job performance for positions that require these abilities. However, they may not be predictive of success for positions that don't require high cognitive abilities or where other factors (such as motivation or social skills) are more important.
  • Personality assessments: These measure traits such as extroversion, agreeableness, Conscientiousness, and emotional stability. They can be helpful in predicting job performance for positions that require certain personality traits (such as customer service jobs). However, they may not be predictive of success for positions that don't require specific personality traits or where other factors (such as skill level) are more important.
  • Skills tests: These measure specific skills related to the position being filled (such as computer programming or data entry). They can be helpful in determining whether a candidate has the required skills for the job. However, they may not always accurately reflect how well a person will perform on the job since there are often other factors (such as motivation or team dynamics) that contribute to job performance.
  • Interest inventories: These measure a person's interests and how well they match the position being filled. They can be helpful in determining whether a candidate is likely to enjoy the job and be motivated to do it well. However, they may not always accurately reflect a person's true interests or how those interests will change over time.

Overall, tests/assessments can be useful in diversity recruiting software tools, but they are not perfect. They should be used as one part of the selection process, along with other factors such as interviews and work samples.

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Benefits of Tests/Assessments Features

There are a number of benefits that can be gained from utilizing the tests and assessments features in recruiting software tools.

One benefit is that they can help to identify potential candidates who may be a good fit for the company. This is especially helpful when there are large numbers of applicants for positions. By using these features, businesses can narrow down their candidate pool to those who are most likely to succeed in the role. Additionally, this can save time and money by reducing the need to interview individuals who are not well-suited for the job.

Another advantage of these features is that they provide valuable insights into an individual's skill set and qualifications. This information can be used to determine whether or not someone is qualified for a particular position within the company. Additionally, it can give employers a better understanding of an applicant's strengths and weaknesses. This knowledge can then be utilized during interviews to probe further into an individual's suitability for the role.

Lastly, tests and assessments also offer insight into how well someone may fit into the company culture. This information can be extremely helpful when making hiring decisions because it allows businesses to assess whether or not an applicant would be a good cultural fit for their organization. A poor cultural fit could lead to problems down the road, so this data should definitely be taken into consideration when making hiring decisions.

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Drawbacks of Tests/Assessments Features

While there are many advantages to using the tests and assessments features in recruiting software tools, there are also a few potential drawbacks that should be considered.

One drawback is that these features can sometimes give rise to unconscious bias. This occurs when businesses allow their own personal biases to influence their hiring decisions. For example, if a company is looking for someone who is out-of-the-box thinking, they may inadvertently favor candidates who score high on creativity tests (even if those individuals are not necessarily the most qualified for the job). As such, it is important for businesses to be aware of their own biases and make an effort to avoid them when using these types of tools.

Another potential issue with these features is that they can create a false sense of objectivity. This happens when companies believe that they are making unbiased hiring decisions based solely on test scores or assessment results. However, this often isn't the case. In reality, humans are inherently subjective creatures and it's impossible to completely remove our personal biases from decision-making processes. As such, it's important to keep this in mind when relying too heavily on tests and assessments during the recruiting process.

Lastly, some individuals may view these features as being unfair or discriminatory. This is because they can be used to screen out applicants who do not meet certain criteria (such as minimum test scores). Additionally, some people believe that these tools favor those who are already privileged in society (such as wealthy individuals who can afford to take expensive prep courses). While there is certainly some truth to these claims, it's important to remember that tests and assessments are just one piece of information that should be considered when making hiring decisions. They should not be relied on exclusively.

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Best diversity recruiting software for Tests/Assessments

There are a number of different recruiting software tools on the market that offer tests and assessments features. However, not all of these tools are created equal. When choosing a tool for your business, it's important to consider your specific needs and requirements.

One option that you may want to consider is HireVue. This tool offers a wide range of features, including video interviewing, assessment center capabilities, and skills testing. Additionally, it integrates with leading Applicant Tracking Systems (ATS), making it easy to use in conjunction with other recruitment software tools that you may be using.

Another option to consider is Greenhouse. This tool also offers many great features for businesses that want to use tests and assessments as part of their recruiting process. Greenhouse includes an extensive library of pre-built assessments, as well as the ability to create custom ones specifically tailored to the needs of your company. Additionally, it provides valuable insights into candidate performance so that you can make more informed hiring decisions.

 Ultimately, the best tool for your business will depend on a number of factors. However, both HireVue and Greenhouse are great options to consider if you're looking for a recruiting software tool that offers powerful tests and assessments features.

Training Administration

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Training Administration is a feature of some diversity recruiting software tools that allows you to manage and track employee training records. This can be useful for ensuring that all employees receive the same level of training and opportunity to improve their skills. However, it can also be time-consuming and may not always be necessary, depending on your business needs.

There are a few things to consider before using this feature:

How often do you need to update employee training records? If you only need to update them once in a while, it might not be worth using this feature. On the other hand, if you need to frequently update records, Training Administration could save you time overall.

What is the quality of the data in your employee training records? If the data is inaccurate or incomplete, it will be more difficult to use Training Administration effectively. Make sure that your records are up-to-date and accurate before relying on this feature too heavily.

Does your business have specific requirements for employee training? If so, Training Administration can help ensure that these requirements are met consistently across all employees. This could be especially helpful if you have compliance regulations that must be followed closely.

Overall, Training Administration is a useful feature for some businesses, but it may not be necessary or practical for others. Consider your business needs carefully before using this feature to determine if it will be helpful for you.

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Benefits of Training Administration

There are several benefits of using Training Administration for your diversity recruiting:

  • It helps you ensure that all employees have access to the same information and resources. By managing your training programs online, you can ensure that everyone has the same opportunity to learn about new policies or procedures. This is especially important in a diverse workforce, where different people may have different backgrounds and experiences.
  • It allows you to customize training programs to meet the needs of your organization. With Training Administration, you can create courses that are specifically designed for your company's culture and values. This ensures that all employees receive training that is relevant to their job duties and responsibilities.
  • It gives you the ability to track employee progress and performance. With Training Administration, you can see which employees are completing courses on time and which ones are struggling with certain concepts. This information can be used to identify areas where additional support or resources may be needed.
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Drawbacks of Training Administration

Although there are many benefits to using this feature, there are also a few drawbacks. Here are some potential downsides to consider before implementing Training Administration for your diversity recruiting efforts:

  • It can be time-consuming and may require additional resources. Setting up the software and creating training courses takes time, which could take away from other important tasks in your business. Additionally, you may need additional staff or consultants who specialize in setting up these types of systems. 
  • It isn't always necessary depending on the size of your organization or budget constraints. If you have only a small number of employees or limited funds available for training programs, investing in Training Administration might not make sense financially. 
  • There is no guarantee that all employees will receive the same level of quality training with this feature alone; it's still possible for some individuals to fall through the cracks if they don't complete their coursework on time or properly understand certain concepts.
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Best diversity recruiting software for Training Administration

There are several diversity recruiting software tools that offer Training Administration features. Some of the best options include:

iCIMS Talent Platform: iCIMS offers a comprehensive Talent Platform that includes training administration capabilities. With iCIMS, you can create and manage your training programs online, as well as track employee progress and performance. iCIMS also offers reporting capabilities so you can monitor the effectiveness of your training programs.

BambooHR: BambooHR's Training Administration features allow you to create and manage your training programs online, as well as customize courses to meet the needs of your organization. You can also track employee progress and performance with BambooHR's reporting capabilities.

Workday HCM: Workday's Human Capital Management (HCM) solution includes Training Administration capabilities. With Workday, you can create and administer your training programs online, customize courses to meet the needs of your organization, and track employee progress and performance.

Workflow Management

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Workflow Management features are important for diversity recruiting software tools because they can help ensure that the hiring process is fair and consistent. By managing the workflow, you can avoid potential bias in the selection process.

There are a few different ways to use Workflow Management features. One way is to set up rules and regulations that must be followed by everyone who is involved in the hiring process. This can include things like requiring all applications to be reviewed by a certain number of people, or setting deadlines for when decisions must be made.

Another way to use Workflow Management features is to create templates for each stage of the hiring process. This can make it easier for everyone involved to know what needs to be done and when it needs to be done. Templates can also help ensure that all of the necessary information is collected during each stage of the hiring process.

The final way you can use Workflow Management features is by tracking progress throughout the entire recruitment process. This includes things like keeping track of how many people have applied, how many interviews have been conducted, and how many offers have been made. Tracking progress can help you identify areas where improvements need to be made in order to Diversity Recruiting Software Tools.

There are a few different Workflow Management features that you should look for in a Diversity Recruiting Software Tool. These include the ability to set up rules and regulations, create templates, and track progress. By using these features, you can ensure that the hiring process is fair and consistent.

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Benefits of Workflow Management

The biggest benefit of using Workflow Management features is that they help you stay organized. With so many moving parts in the recruiting process, it can be easy to lose track of what needs to be done and when. By keeping everything organized in one place, you can save yourself a lot of time and headaches down the road.

Another big advantage of using Workflow Management features is that they allow you to delegate tasks more easily. When working with a team on recruiting, it’s important to be able to assign specific tasks to specific people so that no one feels overwhelmed or like they’re not doing their fair share. With Workflow Management, you can quickly see who is responsible for what and make sure that everyone is on the same page.

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Drawbacks of Workflow Management

The downside of Workflow Management features is that they can add another layer of complexity to an already complex process. If you’re not careful, it can be easy to get lost in the details and forget about the bigger picture. Additionally, if someone on your team isn’t familiar with how these features work, it could slow down the entire process while they try to figure things out.

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Best diversity recruiting software for Workflow Management features

There are a few different Diversity Recruiting Software Tools that offer Workflow Management features. A couple of the most popular options are Jobvite and Greenhouse.

Jobvite is a cloud-based recruiting platform that offers a variety of features to help you with your recruiting efforts, including Workflow Management. With Jobvite, you can create custom hiring processes, set up rules and regulations, track progress, and more. The biggest advantage of using Jobvite is that it’s very user-friendly and easy to get started with. Additionally, their customer support team is excellent and always available to help if you have any questions or run into any issues.

Greenhouse is another great option for those looking for a Diversity Recruiting Software Tool with Workflow Management features. Like Jobvite, Greenhouse offers a variety of tools to help with recruiting, including the ability to create custom hiring processes, set up rules and regulations, track progress throughout the process, and more. One thing that sets Greenhouse apart from other options is its robust analytics capabilities. With Greenhouse, you can see detailed reports on every aspect of your recruitment process so that you can identify areas where improvements need to be made.

Academic/Education

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Academic/Education features are a must for any diversity recruiting software tool. We use them to identify potential candidates who may be a good fit for our organization and to evaluate their qualifications.

The reasons for using these features are obvious: they help you target the right candidates and assess their suitability for your organization. However, there are also some drawbacks that you should be aware of.

First of all, academic/education features can be time-consuming to set up and maintain. You need to carefully select the criteria that you want to use, and then input this information into the system. This can take considerable effort if you have a large number of potential candidates.

Secondly, academic/education data is often out-of-date by the time it reaches your recruitment software tool. For example, a candidate might have completed their degree several years ago but only recently entered the job market. As such, their education data would not accurately reflect their current situation or skillset.

Finally, remember that not all great candidates will have stellar academic credentials – so don't rely on these features alone when making your final hiring decisions!

Overall, academic/education features can be helpful in your diversity recruiting efforts – but they're not the be-all and end-all. Use them as one part of a broader assessment process, and you'll be sure to find the best candidates for your organization.

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Benefits of Academic/Education

The main advantage of using academic/education features in your diversity recruiting software tool is that it allows you to target a wider range of potential candidates than if you were only searching based on skills and experience. 

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Drawbacks of Academic/Education

However, there are a few disadvantages worth considering before relying too heavily on this approach. First, it's important to remember that not all diverse candidates will have attended special programs or identified themselves with keywords related to their background - so don't limit yourself too much by focusing only on those individuals. Second, keep in mind that some companies may view this type of recruitment as affirmative action - so make sure you're comfortable with how this could affect your brand before proceeding.

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Best diversity recruiting software for Academic/Education features

There are a number of different software tools that offer academic/education features for diversity recruiting. Some of the most popular options include Jobvite, Recruiterbox, and SmartRecruiters. All three of these platforms offer extensive keyword search capabilities, as well as the ability to set up alerts for new candidates with specific keywords. They also all allow you to target schools and programs specifically focused on diversity.

Jobvite is probably the best option if you're looking for a comprehensive solution that offers both academic/education features and traditional job posting and applicant tracking functionality. However, it's important to note that Jobvite can be quite expensive - so it may not be the right choice for everyone.

Recruiterbox is another excellent option if you're looking for robust academic/education features, although it doesn't have quite as many bells and whistles as Jobvite. It's also very affordable, making it a good choice if you're working with a limited budget.

SmartRecruiters is a good option if you're looking for a more affordable solution that still offers powerful academic/education features. However, it's important to keep in mind that SmartRecruiters doesn't offer as many other features as some of the other options on this list.

Anonymous Feedback

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Anonymous Feedback features are a great way to collect feedback from your team about their experiences with the software tool. It can be used to help improve the user experience, identify areas of improvement, or just get general feedback. Here's how you can use it:

  • Create an anonymous Feedback Form

    • The first step is to create an anonymous Feedback form. This can be done using a variety of online tools or even Microsoft Word. Be sure to include questions that cover all aspects of the software tool, such as its features, ease of use, and overall satisfaction.

  • Distribute the Feedback Form

    • Once the Feedback form is created, it needs to be distributed to your team members. This can be done via email, social media groups/pages, or even in person at team meetings (if possible). Make sure everyone has access to the form and knows that their responses are completely confidential.

  • Collect and Analyze the Results

    • After you've collected all of the responses from your team members, it's time to analyze them. Look for common themes among the positive and negative responses. Identify any areas where there seems to be confusion or dissatisfaction with the tool itself. Based on your findings, decide what changes need to be made in order to improve the user experience for your team.

    Overall, using an Anonymous Feedback feature is a great way to get honest feedback from your team about their experiences with a software tool. It can help you identify areas of improvement and make changes that will benefit everyone who uses the tool.

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    Benefits of Anonymous Feedback in Diversity Recruiting

    There are several benefits that can be gained by using anonymous feedback features in diversity recruiting. One of the main benefits is that it allows you to identify areas where your software could be improved. If you are constantly receiving negative feedback about a certain aspect of your software, then this is an area that you need to focus on improving. Additionally, anonymous feedback can help you troubleshoot issues that candidates may have experienced during the recruitment process. This type of feedback can be invaluable in making sure that all candidates have a positive experience with your software. Finally, if used correctly, anonymous feedback can provide valuable insights into how diverse candidates perceive your company and its recruiting practices. 

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    Drawbacks of Anonymous Feedback in Diversity Recruiting

    There are some potential drawbacks to using anonymous feedback features in diversity recruiting as well. First of all, it is important to remember that not all Feedback is created equal. Some Feedback may be biased or inaccurate due to the fact that it is coming from an anonymous source. Additionally, Anonymous Feedback features can sometimes create a feeling of mistrust among candidates who feel like their privacy has been violated. Finally, if not used properly, Anonymous Feedback features can actually lead to more negative reviews than positive ones.

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    Best diversity recruiting software for Anonymous Feedback

    If you are considering using anonymous feedback features in your diversity recruiting, then we recommend that you use one of the following software tools: 

    • Greenhouse: Greenhouse is a great option for collecting anonymous feedback from candidates. It offers a variety of different ways to collect feedback, including an online form and an “exit interview” feature. 
    • Lever: Lever also offers several different ways to collect anonymous feedback from candidates, including an online form and an “exit survey” feature. 
    • Workable: Workable offers both an online form and an “exit survey” feature for collecting anonymous feedback from candidates.

    Application Management

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    Application Management features are used to control and customize the application process for a variety of users. This includes features like setting up an online form, managing applicants, tracking progress, and more.

    There are several reasons you might want to use these features in your diversity recruiting software tool:

    • To make the process easier for yourself: If you're the one responsible for collecting applications and managing the recruitment process, using Application Management features can save you a lot of time and hassle. Having all of the information in one place makes it easy to keep track of everything, and automating some aspects of the process can help to speed things along.
    • To make the process easier for applicants: Many people find applying for jobs to be a confusing and frustrating experience. By using Application Management features in your diversity recruiting software tool, you can make things simpler and more straightforward for applicants. This may encourage more people from underrepresented groups to apply for positions at your company.
    • To improve data collection: In order to effectively assess diversity initiatives, it's important to collect data on applicant demographics. Using Application Management features can help you gather this information automatically as part of the application process. This data can then be used to improve future recruiting efforts.
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    Benefits of Application Management

    There are a number of benefits to using Application Management features for diversity recruiting. First, they can help you to improve the efficiency of your recruitment process by allowing you to track and manage applications more effectively. Second, they can help you to identify potential problems with your recruitment process and take corrective action if necessary. Finally, they can provide valuable data that you can use to assess the effectiveness of your diversity recruiting efforts and make improvements where necessary.

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    Drawbacks of Application Management

    While there are a number of advantages associated with using Application Management features for diversity recruiting purposes, there are also some disadvantages that should be considered before implementing them within your organization's recruitment processes. First, they may require a significant amount of time and effort on your part in order to set up and maintain properly. Second, if not used correctly, they may actually result in decreased transparency and accountability within your organization's recruitment process. Therefore, it is important that you carefully consider whether or not Application Management features would be beneficial for your specific situation before implementing them within your organization's recruitment processes.

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    Best diversity recruiting software for Application Management

    There are a number of different software tools available that offer Application Management features for diversity recruiting purposes. However, not all of these tools are created equal. Some are more user-friendly than others, some offer more features than others, and some are more expensive than others. Therefore, it is important to carefully consider your specific needs before selecting a particular tool.

    One tool that offers excellent Application Management features for diversity recruiting is Jobvite Recruit. This tool provides users with a powerful suite of features that can help them to efficiently manage and track their recruitment process. In addition, Jobvite Recruit also offers a variety of reports and analytics that can be used to assess the performance of your recruitment process and make improvements where necessary.

    Another tool that offers excellent Application Management features for diversity recruiting is Greenhouse. This tool provides users with a number of different ways to manage and track their recruitment process, including the ability to create custom reports and analytics. In addition, Greenhouse also offers a variety of different integrations that can be used to streamline your recruitment process even further.

    Artwork Management

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    Artwork Management features are commonly used for two main reasons: to keep track of the artwork that artists have created, and to help with recruiting new artists.

    The former is relatively simple - you can use Artwork Management features to keep a database of all the artwork that an artist has created. This can be useful if you need to contact the artist later on or if you want to see their previous work.

    However, Artwork Management features can also be used for recruiting new artists. By keeping track of which artworks are popular, you can get an idea of what kind of art is in demand. This information can then be used when contacting potential new recruits, as it shows that you're interested in the type of art they create and that there's a demand for it.

    Overall, Artwork Management features are useful for both keeping track of existing artwork and for helping with recruitment efforts. However, they do require some effort to set up and maintain - especially if you're looking to use them for recruitment purposes - so make sure you weigh up whether or not they'll be worth the investment before implementing them into your workflow.

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    Benefits of Artwork Management

    There are many benefits to using Artwork Management features in a diversity recruiting software tool. The most obvious benefit is that it saves me a lot of time in managing my recruitment artwork. I can quickly and easily create new artworks for my campaign, without having to spend hours on design or editing. Additionally, the ability to customize my artworks allows me to create unique and attention-grabbing designs that stand out from the competition.

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    Drawbacks of Artwork Management

    Despite the numerous benefits of Artwork Management features, there are some drawbacks that should be considered before using them in your own diversity recruiting software tool. First of all, it can be difficult to find high-quality artwork that is suitable for use in recruitment campaigns. Secondly, if you're not careful with your design choices, you could end up creating an ineffective or even offensive piece of artwork.

    Therefore, I would recommend using Artwork Management features in a diversity recruiting software tool only if you are confident in your ability to find high-quality artwork and create effective designs. Otherwise, you may be better off sticking with traditional methods of managing your recruitment artwork.

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    Best diversity recruiting software for Artwork Management

    There are many diversity recruiting software tools on the market, but not all of them offer Artwork Management features. However, we've compiled a list of the best diversity recruiting software that does offer these features:

    1. RecruitBuddy: This recruitment software tool offers Artwork Management features that allow you to easily create and manage your artwork. Additionally, RecruitBuddy provides a wide range of templates and designs to choose from, so you can create unique and attention-grabbing artworks for your campaign.
    2. TalentHook: TalentHook's Artwork Management features include an easy-to-use design interface that allows you to quickly create custom artworks for your recruitment campaigns. In addition, TalentHook provides a library of high-quality artwork that you can use in your designs.
    3. Jobvite: Jobvite's Artwork Management features include a user-friendly interface that makes it easy to create custom artworks for your recruitment campaigns. Additionally, it enables you to upload your own artwork or choose from a library of high-quality, professional artwork.
    4. ApplicantStack: ApplicantStack's Artwork Management features enable you to manage your artwork easily and efficiently. Plus, it gives you the ability to create custom artworks for your recruitment campaigns. Additionally, ApplicantStack provides a wide range of templates and designs that you can choose from.

    Asset Categorization

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    Asset Categorization is a feature that allows you to quickly and easily identify the skills, experiences, and attributes that are important to your organization. This information can be used to create targeted recruiting strategies, assess candidate fit, and improve hiring decisions.

    There are several ways to use Asset Categorization features in your diversity recruiting software tool. One way is to use it to create a custom job description for each position. This ensures that each job ad accurately reflects the specific skills and experiences required for the role. Additionally, this information can be used to screen candidates during the application process. By identifying which attributes are most important for each position, you can ensure that only qualified candidates move forward in the hiring process.

    Another way to use Asset Categorization features is to assess candidate fit during interviews. This data can help you determine whether or not a candidate has the right skills and experiences for the role they’re interviewing for. Additionally, this information can be used post-interview to evaluate which candidates should move on to subsequent rounds of interviews or receive an offer letter.

    Overall, Asset Categorization features can be extremely helpful in streamlining your diversity recruiting efforts. By using this data throughout the recruitment process – from creating targeted job ads to assessing candidate fit – you can improve your chances of making great hires while also saving time and money.

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    Benefits of Asset Categorization

    The main advantage of using Asset Categorization is that it makes it easier to find the right tool for the job at hand. By using keywords or categories, you can quickly narrow down your options and find a tool that will work well for your needs. Additionally, Asset Categorization can help you keep track of which tools are most effective for reaching diverse candidates.

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    Drawbacks of Asset Categorization

    One downside is that not every asset will be properly categorized. This means that some valuable resources may be overlooked simply because they were not tagged with the right keyword. Another potential drawback is that categorizing assets can be time-consuming and may not always produce accurate results. Finally, if you rely too heavily on Asset Categorization, you may miss out on some great tools that don't fit perfectly into any one category.

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    Best diversity recruiting software for Asset Categorization

    There are many great diversity recruiting software tools available, but not all of them offer Asset Categorization features. Some of the best options for this feature include:

    Diversity Recruiting Toolkit by Inclusion IO: This toolkit offers a variety of resources to help you find and recruit diverse candidates. It includes an asset categorization feature that allows you to keep track of which tools are most effective for reaching diverse candidates.

    DiversityJobs by CareerBuilder: This website specializes in job postings for a wide range of diversity groups. It includes an asset categorization feature that makes it easy to find jobs that fit your needs.

    iCIMS Talent Acquisition Suite: This software suite offers a variety of tools to help you find and recruit the best candidates. The asset categorization feature allows you to keep track of which assets are most helpful for your recruitment efforts.

    Asset Library

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    Asset Library features are a great way to keep track of your recruitment software tools. You can use them to find potential candidates, compare different software programs, and get an overview of the features each program offers. 

    The Asset Library feature of some diversity recruiting software tools can be a powerful tool for streamlining your recruitment process. On the plus side, it allows you to store and manage documents related to job candidates in one central repository. This way you don't have to manually search through different folders or papers every time you need an applicant's document. Also, if multiple users are working on the same candidate application at once, they'll all have access to the most up-to-date version of that file without any confusion about which version is correct.

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    Benefits of Asset Library features

    There are many benefits of using the Asset Library feature for your recruitment software tool. One of the biggest benefits is that it helps you keep track of which tool is most effective for each type of recruiting situation. Additionally, it makes it easy to see which software programs are being used most often and which ones are not as popular. This information can be very useful when making decisions about which software program to purchase or use in the future.

    Another benefit of Asset Library features is that they help you categorize and store different types of recruitment software so that you can easily access them later. This can save a lot of time and effort when trying to find a specific tool later on. Additionally, if you have multiple libraries, Asset Library makes it easy to manage them all from one place.

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    Drawbacks of Asset Library features

    However, there are some drawbacks to using Asset Library features.

    First, it can be difficult to find the right software program for your needs. There are many different programs available, and they all have their own strengths and weaknesses. It can be hard to know which one is right for you without trying them out first-hand.

    Second, even if you do find the perfect software program for your needs, it may not have all the features you're looking for. For example, if you're looking for a diversity recruiting tool that includes an asset library feature, you might not be able to find one that meets all your criteria.

    Third, once you've found the right software program with the asset library feature included, it can be challenging to keep track of all the different assets in your library. This is especially true if you have a lot of assets or if you change software programs frequently. Finally, keeping track of your assets takes time and effort; it's not always easy or convenient to do so manually (especially when there are other things vying for our attention).

    Despite these drawbacks, asset library features can be extremely helpful for diversity recruiting. They can help you find potential candidates, compare different software programs, and get an overview of the features each program offers. If you're willing to put in the time and effort to manage your assets, they can be a valuable part of your recruitment process.

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    Best diversity recruiting software for Asset Library features

    While there are many software programs that offer Asset Library features, not all of them are created equal. Some programs are better than others when it comes to managing assets and providing users with the information they need. Here are three of the best diversity recruiting software programs for Asset Library features:

    ApplicantStack: This program offers a comprehensive asset management system that helps users keep track of their recruitment tools and candidates. It includes a variety of features such as an applicant tracking system, job board posting, resume parsing, and more. Additionally, it integrates with a number of other software applications, making it easy to manage your data from one place.

    Jobvite: This program also offers a comprehensive asset management system for recruitment tools and candidates. However, what sets Jobvite apart is its ease of use; the interface is very user-friendly and straightforward. Additionally, it includes features such as social media integration and automatic job postings that make recruitment easier (and faster).

    RecruitBPM: This program is similar to ApplicantStack and Jobvite in that it offers an asset management system for recruitment tools and candidates. However, what sets RecruitBPM apart is its focus on automation; the program includes a number of features that help users automate their recruitment process. For example, it can automatically post jobs to job boards, parse resumes, and more.

    Asset Lifecycle Management

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    Asset Lifecycle Management (ALM) is a software development methodology that helps organizations manage the application development process from inception to retirement. It covers the entire spectrum of activities required to develop, deploy, and maintain software applications. 

    The main goal of using an ALM tool is to improve efficiency and quality throughout the software development lifecycle (SDLC). By automating key tasks and providing transparency into every stage of the process, ALM tools help organizations save time and money while ensuring that their applications meet customer expectations. 

    There are many different types of diversity recruiting software tools on the market today, each with its own set of features and functionality. When choosing a tool, it's important to select one that offers robust ALM capabilities. Here are some things to look for: 

    • Support for multiple programming languages: The best diversity recruiting software tools support multiple programming languages, making it easy for developers to work in their preferred language(s). 
    • Continuous integration/delivery: A good diversity recruiting tool will offer continuous integration (CI) and delivery (CD) capabilities. This means that changes made by developers are automatically built and tested before being deployed to production servers. CI/CD reduces errors by allowing bugs to be discovered and fixed early in the SDLC. 
    • Application performance monitoring: To ensure that your applications are performing as expected, look for a tool that offers application performance monitoring (APM). APM allows you to track key metrics such as response times, error rates, CPU utilization, memory usage, etc., so you can identify issues before they impact end users. 
    • Comprehensive reporting: Diversity recruiting reports should provide visibility into all aspects of the recruitment process including candidate sourcing channels; the number of candidates contacted; the number hired; average time-to-hire; cost per hire; etc. Look for a tool that makes it easy to generate custom reports based on your specific needs. 

    Asset Lifecycle Management is a critical feature to look for when choosing a diversity recruiting software tool. By automating key tasks and providing transparency into every stage of the process, ALM tools help organizations save time and money while ensuring that their applications meet customer expectations.

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    Benefits of Asset Lifecycle Management

    There are several benefits to using ALM features in diversity recruiting software tools:

    • Increased transparency - By tracking all stages of the recruitment process, organizations can ensure that everyone involved is aware of progress towards meeting diversity goals. This increased transparency can help build trust between employees and management, and reduce tensions around Diversity & Inclusion initiatives.
    • Improved accountability - With data on hand about every stage of the recruitment process, it becomes easier to hold individuals and teams accountable for results. This improved accountability can lead to better outcomes overall, as well as greater buy-in from those who are responsible for meeting diversity goals.
    • Better decision making - Having data available about past recruiting efforts makes it easier to make informed decisions about future ones. Organizations can use this information to assess which strategies have been successful in attracting diverse candidates, and which ones need improvement.
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    Drawbacks of Asset Lifecycle Management

    There are also some potential drawbacks to using ALM features in diversity recruiting software tools:

    • Increased complexity - The tracking of multiple data points throughout the recruitment process can make the software more complex to use. This increased complexity can make it difficult for users to find the information they need, and may lead to errors being made.
    • Slowed down processes - In order to accurately track data, recruiters may need to input information into the system more frequently than they would without using ALM features. This extra work can slow down the overall recruitment process, and may discourage recruiters from using the software altogether.
    • Missed opportunities - If not used correctly, ALM features can actually hinder organizations' efforts to meet their diversity goals. For example, if managers only look at hiring numbers when making decisions about which candidates to interview, they may miss out on qualified applicants who come from underrepresented groups.
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    Best diversity recruiting software for Asset Lifecycle Management

    There are many different diversity recruiting software tools on the market, and each has its own strengths and weaknesses. To find the best tool for your organization's needs, it's important to consider your specific requirements. Here are three of the best diversity recruiting software options available, based on their Asset Lifecycle Management capabilities:

    Jobvite: Jobvite is a cloud-based recruitment platform that offers comprehensive ALM features. It supports multiple programming languages, making it easy for developers to work in their preferred language(s). Additionally, it offers continuous integration/delivery (CI/CD) capabilities, so changes made by developers are automatically built and tested before being deployed to production servers. And finally, its application performance monitoring (APM) allows you to track key metrics such as response times, error rates, CPU utilization, memory usage, etc., so you can identify issues before they impact end users. 

    Greenhouse: Greenhouse is another cloud-based recruitment platform that also offers robust ALM capabilities. It supports multiple programming languages and provides CI/CD capabilities. However, one area where it stands out is its reporting features; with Greenhouse, you can generate custom reports that provide visibility into all aspects of the recruitment process including candidate sourcing channels; the number of candidates contacted; number hired; average time-to-hire; cost per hire; etc. This makes it easy to track progress toward meeting diversity goals. 

    Lever: Lever is a third option for those looking for strong ALM features in their diversity recruiting software tool. Like Jobvite and Greenhouse, it supports multiple programming languages and provides CI/CD capabilities. But what sets Lever apart is its focus on collaboration; with this tool, managers, and recruiters can easily share information and give feedback throughout the hiring process. This makes communication around Diversity & Inclusion initiatives more efficient, which can lead to better outcomes overall. 

    The best diversity recruiting software tool for your organization will ultimately depend on your specific needs and requirements. However, all three of the options listed above offer strong Asset Lifecycle Management capabilities that can help you save time and money while ensuring that your applications meet customer expectations.

    Asset Sharing

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    Asset Sharing is a feature that allows you to share software assets with other users. This can be useful for sharing best practices, templates, or even just code snippets. However, it's important to remember that Asset Sharing is a two-way street. If you're not careful, you could end up sharing confidential information with someone who shouldn't have access to it.

    There are several different ways to use Asset Sharing features in your diversity recruiting software tool. The most common way is to simply share assets with other users of the same tool. This can be done by clicking the Share button and entering the email address of the person you want to share with. Alternatively, some tools allow you to generate a link that can be shared via email or social media.

    Another way to use Asset Sharing is to create an online repository of assets that can be accessed by anyone – not just people who use your specific tool. This approach has its advantages and disadvantages. On the one hand, it makes your assets more accessible; on the other hand, it means that anybody could potentially find and misuse them.

    So what's the bottom line? Should you use Asset Sharing features in your diversity recruiting software tool? It depends on your situation and needs. If used properly, Asset Sharing can be a great way to improve collaboration and knowledge sharing within your team (or across teams). Just make sure that you understand the risks involved before deciding whether or not this feature is right for you.

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    Benefits of Asset Sharing

    There are some definite advantages to using the Asset Sharing feature of your diversity recruiting software tool. First, this feature allows you to keep track of your recruitment progress and performance over time. By sharing your assets with other users, you can get feedback on how well the tool is working for you. Additionally, seeing how others are using the tool can give you insights into its potential effectiveness for your needs.

    Another benefit of Asset Sharing is that it makes it easier to collaborate with other users on recruitment projects. This feature gives you the ability to share assets and work together on tasks, which can save time and effort when compared to working independently. Additionally, this collaboration could lead to improved results due to different perspectives being brought to bear on the project.

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    Drawbacks of Asset Sharing

    While there are some definite advantages to using Asset Sharing, there are also some significant disadvantages that should be taken into account when deciding whether or not to use this feature. First, it is important to note that Asset Sharing is only available if you have an account with the software provider. This means that if you're not already a customer of the provider, you won't be able to use this feature. Additionally, Asset Sharing may require some setup or configuration by the user in order to work properly. If you're not comfortable with technical details, this could be a deterrent to using this feature.

    Another downside of Asset Sharing is that it's possible for other users to view your recruitment data. This could potentially lead to privacy concerns if sensitive information is included in these assets. You should carefully consider what types of assets you share and with whom before enabling this feature.. Overall, while Asset Sharing has some advantages for diversity recruiting efforts, there are also some significant disadvantages that should be considered before using this tool.

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    Best diversity recruiting software for Asset Sharing

    There are a few different software options available that offer Asset Sharing features for diversity recruiting. One option is Jobvite, which offers a repository of assets that can be accessed by anyone – not just people who use your specific tool. This approach has its advantages and disadvantages. On the one hand, it makes your assets more accessible; on the other hand, it means that anybody could potentially find and misuse them.

    Another option is Recruiterbox, which allows you to share assets with other users of the same tool. This can be done by clicking the Share button and entering the email address of the person you want to share with. Alternatively, some tools allow you to generate a link that can be shared via email or social media.

    Overall, there are a few different software options available that offer Asset Sharing features for diversity recruiting. The best option for you will depend on your specific needs and preferences.

    Audio File Management

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    Audio File Management is an essential feature of any diversity recruiting software tool. It allows you to manage and organize your audio files in a way that is efficient and effective. There are many different ways to use this feature, but I will outline the most common and useful methods.

    The first way to use Audio File Management is to create folders for each job position that you are recruiting for. This will allow you to keep all of the audio files associated with each position organized and separate from each other. You can then label each file according to the date it was recorded or the name of the person who recorded it. This will make it easy to find specific audio files when you need them.

    Another way to use Audio File Management is to create playlists of audio files that you want to listen to at a later time. This is especially useful if you have a large number of audio files that you need to review. By creating playlists, you can easily access the files that you want without having to search through all of your recordings.

    Finally, you can use Audio File Management to share audio files with other people. This is a great way to collaborate with others on diversity recruiting efforts. You can easily send audio files to colleagues or clients so that they can listen to them and provide feedback.

    Overall, Audio File Management is a valuable feature for any diversity recruiting software tool. It allows you to keep your audio files organized and makes it easy to review large numbers of recordings. It also enables you to share audio files with others so that you can collaborate on recruiting efforts.

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    Benefits of Audio File Management

    There are many benefits to using Audio File Management features in your diversity recruiting software tool. First, it helps you keep all of your audio files organized in one place. This makes it easy to find and share files with others on your team. Second, the Audio File Management features make it easy to add new members to your team by providing them with access to all of the audio files they need. Finally, this feature ensures that everyone on your team has the same level of access to the audio files they need, which is essential for maintaining fairness and equality in the recruitment process.

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    Drawbacks of Audio File Management

    While there are many benefits to using Audio File Management features in your diversity recruiting software tool, there are also some drawbacks. First, if you have a large number of audio files, it can take up a lot of storage space on your computer or server. Second, if you share your audio files with others outside of your team, they may not be able to access all of the features they need. Finally, if you make changes to an audio file, everyone on your team will need to download the new version in order to stay up-to-date.

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    Best diversity recruiting software for Audio File Management

    There are many different diversity recruiting software tools on the market, and each one has its own set of features. However, not all of these tools are created equal. When choosing a tool for your team, be sure to consider the Audio File Management features that are offered. Here are three of the best diversity recruiting software tools that offer this feature:

    Jobvite

    Jobvite is a leading recruiting software tool that offers a variety of features to help you find and hire the best candidates for your team. One of the most important features offered by Jobvite is its Audio File Management capabilities. With this feature, you can keep all of your audio files organized in one place, making it easy to access and share with others on your team. You can also add new members to your team by providing them with access to all of the audio files they need. Finally, this feature ensures that everyone on your team has the same level of access to the audio files they need, which is essential for maintaining fairness and equality in the recruitment process.

    Greenhouse

    Greenhouse is another top recruiting software tool that offers a variety of features designed to help you find and hire great candidates for your team. Like Jobvite, Greenhouse also offers an Audio File Management feature that allows you to keep all of your audio files organized in one place while also providing others on your team with access to them as needed. This feature helps ensure that everyone on your recruitment team has equal access to all of the resources they need during the hiring process. 

    iCIMS

    iCIMS is a leading provider of recruiting software solutions that offers a variety of features to help you find and hire the best candidates for your team. Unlike some of the other tools on this list, iCIMS offers a suite of features specifically designed for managing audio files. With iCIMS, you can keep all of your audio files organized in one place while also providing others on your team with access to them as needed. Plus, this includes features like transcription and translation services to ensure that everyone on your team can understand the audio files they need.

    No matter which tool you choose, be sure to consider the Audio File Management capabilities it offers. This feature is essential for ensuring fairness and equality in the recruitment process.

    Audio References

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    Audio References is a great tool for diversity recruiting. It allows you to quickly and easily reference audio files when you are sourcing candidates. This is extremely helpful when you are trying to find diverse candidates who may not be actively looking for a job, but who would be interested in your company if they knew about the opportunity.

    The Audio References feature of this software is very simple to use. You simply upload an audio file, such as an interview or phone call, and then indicate which part of the file you want to reference. The software will provide you with a link that you can share with potential candidates. When they click on the link, they will be taken directly to the section of the audio file that you have referenced.

    This is an extremely valuable tool for diversity recruiting because it allows you to reach out to potential candidates who might not otherwise be aware of your company or opportunity. Additionally, it gives them a chance to hear your voice and get a feel for your personality before deciding whether or not they want to pursue the opportunity further.

    There are a few downsides to the Audio References feature, however. First, it can be time-consuming to upload audio files and then create references for them. Additionally, if you have a lot of audio files, it can be difficult to keep track of which ones you have referenced and which ones you haven't. Finally, potential candidates may not appreciate being directed to a specific section of an audio file; they may prefer to listen to the entire thing from start to finish.

    Overall, the Audio References feature is a valuable tool for diversity recruiting. It allows you to reach out to potential candidates who might not otherwise be aware of your company or opportunity, and it gives them a chance to hear your voice and get a feel for your personality before deciding whether or not they want to pursue the opportunity further.

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    Benefits of Audio References

    The main advantage of using Audio References is that it allows you to connect with your target audience on a personal level. You can use this feature to build trust and rapport with potential candidates, which can ultimately lead to improved diversity in your workplace. Additionally, by providing an audio reference, you can show candidates that you're knowledgeable about the software they're interested in and that you're committed to helping them find the right fit for their needs.

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    Drawbacks of Audio References

    First, it's important to note that not all software tools have this feature available. As such, if you're specifically looking for diversity recruitment software that offers Audio References capabilities, your options may be limited. Additionally, whileAudioReferences can be helpful in building relationships with potential candidates, it's also important to remember that this feature should not be used as a replacement for traditional recruiting methods (i.e., meeting face-to-face or via telephone). Finally, keep in mind that some people may prefer not to use this type of tool; therefore don't force its usage on anyone who isn't interested.

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    Best diversity recruiting software for Audio References

    Three software programs that offer Audio References capabilities are Jobvite, Avionte, and RecruitBPM. All three of these software tools have different features and pricing structures, so be sure to evaluate each one carefully to determine which is the best fit for your company's needs.

    Jobvite

    Jobvite is a cloud-based recruiting software that offers a variety of features, including Audio References. With Jobvite, you can upload audio files and then create references for them; this process is simple and straightforward. Additionally, job seekers can access your company's recruitment site through the Jobvite platform, which makes it easy for them to view open positions and submit their resumes. However, one downside to using Jobvite is that it doesn't offer a free trial period; therefore, you'll need to purchase a subscription in order to use the tool.

    Avionte

    Avionte is an all-in-one staffing and recruiting software that offers many features designed to help you find top talent. Similar to Jobvite, Avionte allows you to upload audio files and create references for them. One advantage of using Avionte is that it offers a free trial period; this gives you the opportunity to test out the tool before committing to a subscription. Additionally, Avionte integrates with various Applicant Tracking Systems (ATS), which makes it easy for you to keep track of your candidates' progress throughout the hiring process. However, one downside of Avionte is that it's not as user-friendly as some of the other options on this list; therefore, you may need to invest some time in learning how to use the tool before you're able to take full advantage of its capabilities.

    RecruitBPM

    RecruitBPM is a cloud-based applicant tracking system (ATS) that offers many features designed to help streamline your recruiting process. With RecruitBPM, you can upload audio files and then create references for them. One advantage of using RecruitBPM is that it's very user-friendly; even if you're not familiar with applicant tracking systems, you should be able to learn how to use the tool quickly and easily. Additionally, RecruitBPM offers a free trial period so that you can test out the tool before committing to a subscription. However, one downside of using RecruitBPM is that it doesn't integrate with as many other software programs as some of the other options on this list; therefore, if you're looking for an ATS that will seamlessly integrate with your current tools and processes, RecruitBPM may not be the best option for you.

    Audit Trail

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    Audit Trail features are designed to give you an in-depth look at the progress of your recruitment process. This can be particularly useful for monitoring the performance of individual recruiters, or for auditing your own recruiting practices.

    There are a few different ways to use Audit Trail features:

    • To monitor the progress of individual recruiters: If you have multiple recruiters working on your diversity recruitment software tool, you can use Audit Trail features to see which ones are making the most progress. This can help you identify which recruiters are doing a good job and which ones need improvement. Additionally, if there is ever a discrepancy between what a recruiter says they did and what actually happened, audit trail data can be used to investigate the issue.
    • To audit your own recruiting practices: Diversity recruitment is often an ongoing process, so it's important to periodically review your recruiting practices to ensure that they're effective. Audit Trail features can help you do this by providing data about how successful (or unsuccessful) previous recruitment campaigns were. This information can be used to make changes to future campaigns, thereby increasing their effectiveness.
    • To troubleshoot issues: If something goes wrong during the recruitment process, audit trail data can be used to figure out what happened and why. This information can then be used to prevent similar issues from occurring in the future.
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    Benefits of Audit Trail features

    There are several benefits that come along with using Audit Trail features in your diversity recruiting software tool. First and foremost, these features help you keep track of everything that's happening within the system. This is extremely important for auditing purposes, as well as for identifying any potential areas of improvement. Additionally, many audit trail features also allow you to generate reports based on the data collected. These reports can be extremely helpful in pinpointing areas where your recruitment process could be improved upon.

    Another great benefit of using audit trail features is that they often provide alerts or notifications whenever certain events occur within the system. For example, you might want to receive an email notification every time a new user account is created, or when a job opening is posted. Not only does this help you stay on top of what's happening with your recruitment process, but it can also help you quickly identify and resolve any issues that may come up along the way.

    Overall, audit trail features are an essential part of any good diversity recruiting software tool. By keeping track of all activities taking place within the system, they help ensure that your recruitment process runs smoothly and efficiently. Additionally, they provide valuable data and insights which can be used to improve existing processes. If you're not already making use of these powerful tools, now is definitely the time to start!

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    Drawbacks of Audit Trail features

    There are a few potential drawbacks to using Audit Trail features, however:

    • They can be time-consuming: Reviewing audit trail data can take a significant amount of time, especially if you have a lot of recruiters working on your software tool. Additionally, if you're auditing your own practices, you'll need to dedicate even more time to review the data.
    • They can be confusing: Audit Trail features often include a lot of detailed information that may be difficult to understand. If you're not familiar with the terminology or concepts used in recruiting, this data can be hard to interpret.

    They may not capture everything: While Audit Trail features are designed to give you an overview of the recruitment process, they may not capture every single aspect of it. This means that there could still be some areas where improvements could be made.

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    Best diversity recruiting software for Audit Trail features

    There are a few different software options available on the market that offer Audit Trail features. However, not all of these tools are created equal. When choosing a diversity recruiting software tool, it's important to consider your specific needs and requirements. With that said, here are our top three picks for the best audit trail features:

    Jobvite: Jobvite is a comprehensive recruitment solution that offers powerful tools for tracking candidate progress and generating reports. Additionally, it includes built-in email alerts so you can stay on top of every aspect of your recruitment process. Overall, Jobvite is an excellent choice if you're looking for robust Audit Trail features.

    Greenhouse: Greenhouse is another great option for those in need of strong Audit Trail capabilities. It comes with extensive reporting functionality, as well as real-time notifications whenever certain events occur within the system. If you're looking for a streamlined way to keep track of your recruitment process, Greenhouse is definitely worth considering.

    Recruiterbox: Last but not least, Recruiterbox rounds out our list with its own set of impressive Audit Trail features. Like the other two options above, it provides users with powerful tools for monitoring candidate progress and generating reports. Additionally, it comes with configurable email alerts so you can always be aware of what's happening within your recruitment process.

    Bid Management

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    Bid Management is a feature in some software tools that allows you to manage the bids of contractors or suppliers. It can be used to track the progress of projects, compare bids, and make sure that you are getting the best value for your money.

    There are several reasons why you might want to use Bid Management for your diversity recruiting:

    • To save time: By using Bid Management, you can automate the process of requesting and comparing bids from different contractors or suppliers. This can save you a lot of time and effort, especially if you are working with multiple vendors.
    • To get better prices: When you use Bid Management, you can see all of the bids side-by-side. This makes it easy to spot any discrepancies in pricing, which gives you leverage when negotiating with vendors. As a result, you may be able to get lower prices on goods and services.
    • To improve communication: Some software tools offer bid management features that allow users to communicate directly with vendors through the tool itself. This can streamline communication and help avoid misunderstandings between parties.
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    Benefits of Bid Management for Diversity Recruiting

    The main benefit of Bid Management is that it allows you to keep track of the number of bids each candidate has received, as well as the average bid amount. This information can be helpful in identifying which candidates are most sought-after by employers.

    The ability to see how many bids each candidate has received can also help in identifying potential red flags. For example, if a candidate has only received one or two bids, it may be worth investigating why they haven't been more popular with employers. On the other hand, if a candidate has received a large number of bids, it could be an indication that they're being heavily recruited and may have multiple offers on the table.

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    Drawbacks of Bid Management for Diversity Recruiting

    There are also some potential drawbacks to using Bid Management for your diversity recruiting:

    • It can be time-consuming: Although Bid Management can save you time in the long run, it may require a significant investment of time upfront. In order to get the most out of the feature, you'll need to spend some time learning how to use it and setting up your preferences.
    • You may not get the best deal: While Bid Management can help you get better prices on goods and services, there's no guarantee that you'll always get the lowest price possible. If you're not careful, you could end up paying more than necessary for something simply because you used the feature.
    • It might create vendor dependency: If you rely too heavily on Bid Management, you could become dependent on the software tool itself rather than working directly with vendors. This could make it difficult or impossible to negotiate pricing outside of the tool, which could ultimately lead to higher costs.
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    Best diversity recruiting software for Bid Management

    There are a few different software options available that offer Bid Management features. Some of the more popular ones include:

    Jobvite: Jobvite is a popular applicant tracking system (ATS) that offers a variety of features to help employers with their recruiting efforts. One of those features is called Bid Management, which allows employers to request and compare bids from different contractors or suppliers.

    Recruiterbox: Recruiterbox is another ATS that includes a Bid Management feature. This tool can be used to track the progress of projects, compare bids, and make sure that you are getting the best value for your money.

    SmartRecruiters: SmartRecruiters is an ATS that also offers a bid management feature called Bid Center. This tool allows users to communicate directly with vendors through the tool itself, which can streamline communication and help avoid misunderstandings between parties.

    Blended Learning

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    Blended Learning is a feature in some software tools that allows you to create a more diverse and inclusive workplace. By using Blended Learning, you can increase the number of people from underrepresented groups who are interested in your company and also improve the quality of your hiring decisions.

    There are two main ways to use Blended Learning for diversity recruiting:

    1. Use it to screen candidates before they apply to your company. This way, you can ensure that only the most qualified candidates from underrepresented groups make it through to the next stage of your recruitment process.
    2. Use it as part of your selection criteria during interviews. This way, you can identify which candidates from underrepresented groups have the skills and qualities that you're looking for in an employee.
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    Benefits of Blended Learning

    There are several advantages to using Blended Learning for diversity recruiting. First, it can help you reach a wider range of potential candidates since not everyone is equally comfortable with or interested in online learning experiences. Second, Blended Learning provides an opportunity for you to get to know each candidate better on a personal level before making any final decisions about their candidacy. Finally, by allowing candidates to experience both the online and offline aspects of your company culture, Blended Learning gives them a chance to make an informed decision about whether or not they would be a good fit for your organization.

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    Drawbacks of Blended Learning

    There are also some potential drawbacks associated with using this feature. One concern is that some candidates may feel overwhelmed by the amount of information they are expected to absorb during the recruitment process. Additionally, if not managed correctly, Blended Learning could lead to discrepancies between how different groups of applicants are treated throughout the hiring process (e.g., those who receive more personalized attention versus those who do not). As such, it is important that businesses take care when implementing this feature into their diversity recruitment strategy so as not to inadvertently create any new barriers to entry for underrepresented groups.

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    Best diversity recruiting software for Blended Learning

    The best diversity recruiting software for Blended Learning is one that is easy to use and set up, offers a personalized learning experience for each candidate, and allows you to track the progress of your recruitment efforts. Some software tools that meet these criteria include:

    Lever: Lever provides an intuitive platform that makes it easy to post job openings, screen candidates, and track your progress over time. Additionally, their Blind Hiring feature ensures that all candidates are treated fairly and equally during the selection process.

    Greenhouse: Greenhouse also offers a user-friendly interface for posting jobs and tracking applicants. However, what sets them apart is their Talent Community feature which allows you to engage with potential candidates even if they're not actively applying for a role at your company. This way, you can build relationships with talented individuals from underrepresented groups who might not otherwise consider working for your organization.

    Jobvite: Jobvite's main strength lies in its ability to help companies automate their recruiting process so that they can focus on building relationships with qualified candidates. Additionally, their Engage tool helps organizations connect with passive job seekers through social media channels like LinkedIn.

    Overall, we believe that Lever is the best diversity recruiting software for Blended Learning because it offers a comprehensive solution for managing your recruitment process from start to finish. However, each of the tools listed above has its own unique strengths and weaknesses, so be sure to choose the one that best meets the needs of your organization.

    Brand Guidelines

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    Brand Guidelines is a feature of some software tools that allows you to manage and customize the look, feel, and messaging of your recruitment communications. This can be helpful in making sure that your outreach is on-brand and consistent with the overall tone that you want to set with potential candidates.

    There are a few different ways that you can use Brand Guidelines features in your diversity recruiting efforts. For example, you can use them to:

    1. Create custom email templates for each stage of the recruiting process (e.g., initial contact, follow-up after an interview, etc.). This ensures that every candidate has a positive experience with your brand from start to finish.
    2. Manage multiple versions of your website or careers page so that each one is tailored specifically to underrepresented groups (e.g., women, people of color, LGBTQIA+ individuals). This way, everyone feels like they belong at your company from the very first time they visit your site.
    3. Develop a targeted social media content strategy across all platforms (Facebook, Twitter, LinkedIn) that resonates with diverse audiences and helps you reach more qualified candidates.
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    Benefits of Brand Guidelines

    There are several reasons why you might want to use Brand Guidelines for your diversity recruiting software tool. First, it can help you create a consistent look and feel across all of your recruitment materials. This can make it easier for candidates to identify with your company, and it can also help improve brand recognition among potential recruits.

    Second, using Brand Guidelines can help you ensure that all of your recruitment materials are compliant with equal opportunity laws and regulations. By creating a consistent look and feel for all of your recruitment materials, you can avoid any potential legal issues that could arise from using different branding in different parts of your recruitment process.

    Finally, using Brand Guidelines can help you save time and money on your recruitment efforts. By creating a consistent look and feel for all of your recruitment materials, you can reduce the need to create custom branding for each individual recruiting site or campaign. This can ultimately save you both time and money in the long run.

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    Drawbacks of Brand Guidelines

    While Brand Guidelines can be helpful in making sure your recruiting communications are on-brand and consistent, there are a few potential downsides to using this feature. For example:

    1. It can take extra time and effort to create custom email templates or manage multiple versions of your website or careers page. This is especially true if you don't have a dedicated team member who is responsible for overseeing these tasks.
    2. There is always the risk that something will get lost in translation when you're trying to tailor your message to specific groups of people. It's important to remember that not everyone experiences the world in the same way, so it's impossible to please everyone all the time.
    3. You may inadvertently exclude some people if you focus too much on targeting specific audiences. For example, if you only create social media content for Facebook, you could unintentionally exclude users of other platforms like Twitter or LinkedIn.
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    Best diversity recruiting software for Brand Guidelines

    If you are interested in using Brand Guidelines for your diversity recruiting software tool, we recommend that you consider the following options:

    Greenhouse: Greenhouse is a top-rated applicant tracking system that offers a comprehensive suite of features to help streamline your recruitment process. One of these features is the ability to customize the look and feel of your career site to match your company's branding. This can be a valuable asset if you want to create a consistent look and feel across all of your recruitment materials.

    Jobvite: Jobvite is another popular applicant tracking system that offers robust branding capabilities. With Jobvite, you can easily create custom logos, colors, and fonts for your career site. You can also use Jobvite's Branding Wizard to automatically generate compliant HTML code for each element on your page. This can save you time and money on creating compliant career sites from scratch.

    Lever: Lever is a cloud-based applicant tracking system that offers a wide range of features to help streamline your recruitment process. It uses an advanced algorithm to match job seekers with open positions, and it also offers the ability to customize the look and feel of your career site. You can use Lever's Site Designer to create a custom logo, color scheme, and font for your site.

    Recruiterbox: Recruiterbox is an applicant tracking system that helps you manage your recruitment process from start to finish. It offers a wide range of features, including the ability to post jobs on multiple job boards with one click, as well as customizable branding options for your career site. With Recruiterbox, you can easily create a consistent look and feel across all of your recruitment materials.

    Bulk Reference Request

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    Bulk Reference Request is a feature that allows you to quickly and easily send out requests for reference checks to multiple references at once. This can be a great time-saver if you're working with a large pool of candidates, or if you simply want to get the reference check process started as quickly as possible.

    There are two primary ways to use Bulk Reference Request: either manually enter the contact information for each reference, or upload a list of contacts from an Excel spreadsheet. If you choose to manually enter the contact information, you'll need to include the name, email address, and phone number for each reference. Once all of the necessary information has been entered, simply click Send and your references will receive an automated email asking them to participate in a reference check.

    If you opt to upload a list of contacts from an Excel spreadsheet, simply select the Upload Contacts option from within Bulk Reference Request. From here, you'll be able to browse your computer for the appropriate file. Once selected, click Open and then Upload. Your references will now appear in the system and can be selected just like when entering them manually.

    Once you've selected all of the references you'd like to include in your Bulk Reference Request, simply click Send and they'll receive an automated email asking them to participate.

    There are a few things to keep in mind when using Bulk Reference Request. First, make sure that you have the correct contact information for each reference. If you're unsure of an email address or phone number, it's always best to check with the person beforehand to avoid any potential issues. Additionally, while Bulk Reference Request can save you a lot of time, it's important to personalize each request before sending it out. A generic message is more likely to be ignored than one that includes a personalized note from you. Finally, keep in mind that not all references will respond immediately – some may take a day or two (or even longer) to get back to you. Patience is key!

    Overall, Bulk Reference Request is a great tool for quickly and easily requesting reference checks from multiple people at once. Just remember to double-check the contact information for each reference and personalize your requests before hitting send.

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    Benefits of Bulk Reference Request features

    There are a few key benefits that come along with using Bulk Reference Request features within your diversity recruiting software tool. First, as mentioned above, these features can save you a significant amount of time when gathering references for multiple candidates. Rather than having to individually contact each reference provider, you can simply input their information into the tool and let it handle the rest. This can be an especially helpful time-saver if you are working with a large pool of potential candidates.

    Another benefit of Bulk Reference Request features is that they can help to ensure that all of the necessary information is gathered from each reference provider. This is because most tools will provide users with a template or set list of questions to include in their requests. By following this guidance, you can be confident that you are asking each reference provider for the same types (and quality) of information. This not only makes the overall process more efficient but also helps to level the playing field so that all candidates have an equal opportunity to showcase their qualifications.

    Finally, utilizing Bulk Reference Request features within your diversity recruiting software tool also allows you to keep track of which individuals have already been contacted for references. This tracking capability can be extremely helpful in situations where multiple team members are responsible for sourcing candidates. By keeping track of who has already been contacted, you can avoid duplicate efforts and make sure that every potential candidate has had an opportunity to provide references.

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    Drawbacks of Bulk Reference Request

    There are also some potential drawbacks to consider when using Bulk Reference Requests for your diversity recruiting software tool. First, these requests can often be seen as impersonal or generic if not personalized before sending them out. This is because many tools will provide users with a template message that they then simply have to fill in the blanks for each reference provider. As such, it's important to take the time to customize each request so that it reflects you and your organization in a more personal way – this approach is much more likely to yield positive results than just hitting send on a generic form letter!

    Another drawback of utilizing bulk reference requests lies in ensuring accuracy when inputting contact information into the system. If any part of an individual’s contact details (name, email address, phone number) is incorrect or incomplete then their request may never reach its intended recipient – which could potentially lead to lost opportunities down the line. To avoid this issue altogether it's always best practice double-check all data prior to submitting anything through bulk references features within your diversity recruiting software tool.

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    Best diversity recruiting software for Bulk Reference Request features

    While there are a number of different diversity recruiting software tools available on the market, not all of them offer Bulk Reference Request features. For this reason, we've compiled a list of our top three picks for the best diversity recruiting software that does include this time-saving feature.

    Our first pick is Jobvite, which offers both Boolean search and ATS capabilities to help users find the most qualified candidates for their open positions. Additionally, Jobvite's Bulk Reference Request feature allows users to quickly gather reference checks from multiple references at once. This tool also includes an easy-to-use interface and provides users with access to a wide variety of resources (including job boards, resume databases, and social media platforms). Overall, Jobvite is an excellent choice for those who are looking for comprehensive sourcing capabilities along with time-saving Bulk Reference Request features.

    Next on our list is RecruiterBox, another great option if you're in need of powerful sourcing tools as well as Bulk Reference Request features. In addition to providing users with access to extensive candidate databases, RecruiterBox also offers Boolean search capabilities and makes it easy to post jobs across multiple channels with just a few clicks. And like Jobvite, RecruiterBox's Bulk Reference Request feature helps save valuable time by allowing users to send out requests en masse rather than individually contacting each reference provider. If you're looking for an all-inclusive solution that will streamline your entire recruitment process, RecruiterBox should definitely be at the top of your list.

    Finally, SmartRecruiters is our third and final pick for the best diversity recruiting software that includes Bulk Reference Request features. In addition to being one of the most user-friendly tools on the market, SmartRecruiters also provides users with access to an impressive candidate database and a variety of powerful sourcing features. And like both Jobvite and RecruiterBox, SmartRecruiters' Bulk Reference Request feature allows users to quickly send out requests for reference checks without having to individually contact each reference provider. If you're looking for a tool that will help make your recruitment process more efficient from start to finish, look no further than SmartRecruiters.

    Campaign Analytics

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    Campaign Analytics is a feature in some software tools that allows you to see how well your diversity recruitment campaigns are performing. You can use it to track the number of applications, interviews, and hires for each campaign, as well as the cost per hire.

    This is a valuable tool for companies that want to improve their diversity recruiting efforts. It can help you identify which campaigns are most effective and where you need to make changes. However, there are a few things to keep in mind when using this feature:

    Make sure you're tracking the right metrics. The metrics you track should be aligned with your company's goals for its diversity recruiting efforts. For example, if your goal is to increase the number of underrepresented minorities hired, then you would want to track the percentage of underrepresented minorities who applied and were hired through each campaign.

    Be aware of potential biases in your data. Campaign Analytics relies on self-reported data from applicants and employees. This data may be biased if people feel like they need to hide their minority status (for example, by not checking the African American box on an application).

    Use Campaign Analytics as one piece of information when making decisions about your diversity recruiting efforts. In addition to looking at these numbers, talk to employees and applicants about their experiences with your campaigns. This will give you a more complete picture of what's working and what needs to be improved.

    Overall, Campaign Analytics is a useful tool for companies that want to improve their diversity recruiting efforts. However, it's important to use this feature in conjunction with other information sources to get the most accurate picture of your campaign's effectiveness.

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    Benefits of Campaign Analytics

    There are several benefits to using campaign analytics features in your diversity recruiting software tool. First of all, it can help you fine-tune your recruitment efforts so that you get better results with less effort over time. Additionally, it can help you identify any potential problems early on so that they can be addressed before they cause too much damage. Finally, using campaign analytics can give you a competitive edge by helping you to understand and track the performance of your campaigns in ways that other companies might not be doing.

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    Drawbacks of Campaign Analytics

    While there are several benefits to using campaign analytics features in your diversity recruiting software tool, there are also some potential drawbacks to consider. First of all, setting up tracking and generating reports takes time and effort; if you're not careful, this process can easily become a major time sink with no real benefits. Additionally, if misused or misinterpreted, campaign analytics data can actually do more harm than good; for example, if you focus too much on short-term measures of success (like email open rates), you might end up neglecting other important aspects of your recruitment efforts (like candidate quality). Finally, keep in mind that most people don't react well to being constantly monitored and evaluated; if used without carefully considering how they'll affect team morale could result in more harm than good long term.

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    Best diversity recruiting software for Campaign Analytics

    Some of the best diversity recruiting software tools for campaign analytics are Jobvite, Greenhouse, and Lever. All of these tools offer robust reporting features that can help you track and improve your recruitment campaigns over time. Additionally, they all allow you to connect to external data sources (such as Google Analytics) for even more detailed tracking and analysis.

    Jobvite is a great choice for companies that are serious about using data to drive their recruitment efforts. The tool offers an impressive array of features, including the ability to track email open rates, click-through rates, and conversion rates. Additionally, it allows you to connect to external data sources (such as Google Analytics) for even more detailed tracking and analysis.

    Greenhouse is another excellent option for companies that want to use campaign analytics to improve their recruiting efforts. Like Jobvite, Greenhouse offers robust reporting features and the ability to connect to external data sources. However, one of the standout features of Greenhouse is its A/B testing capabilities; this feature allows you to test different recruitment strategies against each other so that you can see firsthand what works best for your company.

    Lever is a third great option for companies looking for robust campaign analytics features in their diversity recruiting software tool. Lever's reporting capabilities are similar to those of Jobvite and Greenhouse; however, one unique selling point of Lever is its custom fields feature. This feature allows you to add custom fields (such as Years of Experience)to your candidate profiles so that you can segment candidates more effectively and target your campaigns more precisely.

    Candidate Profiles

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    Candidate Profiles is a feature in most diversity recruiting software tools that allows you to gather information about potential candidates and compare them against each other. This can be useful for finding diverse candidates who may not be actively seeking new opportunities, but it can also be time-consuming and difficult to use effectively.

    The first step is to create a profile for each candidate. This includes basic information like name, contact info, resume, and job history. You can also add notes about the candidate's qualifications and background. Once you have created profiles for all of your candidates, you can then start to compare them side-by-side.

    This is where the real value of Candidate Profiles comes in. You can quickly see which candidates match your ideal criteria and which ones don't. This helps you focus your search on the most promising prospects and saves you time by eliminating those who are less likely to be a good fit.

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    Benefits of Candidate Profiles

    There are many benefits to using the Candidate Profiles feature in your diversity recruiting software tool. One of the biggest benefits is that it can help you keep track of qualified candidates. By inputting data about each candidate, you can quickly create a database of potential applicants. This is especially useful when you're looking to fill multiple positions at once or when you have many open positions that need to be filled.

    Another benefit of this feature is that it allows you to create diversity pools. These are groups of candidates who share one or more protected characteristics (such as race, gender identity, religion, etc.). By creating these pools, you can ensure that all qualified applicants have an equal chance of being considered for open positions. Additionally, this approach can help speed up the hiring process by allowing you to pre-screen candidates before inviting them to interview.

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    Drawbacks of Candidate Profiles

    There are a few downsides to using Candidate Profiles, however. First, it can be time-consuming to create and maintain profiles for all of your candidates. Second, the information you enter into each profile is often only as good as the data you have available. If you don't have complete or accurate information, your comparisons may not be meaningful. Finally, some software tools make it difficult to export or share candidate profiles with others on your team. This can limit collaboration and make it harder to get everyone on the same page about who your top prospects are.

    Overall, Candidate Profiles can be a valuable tool for diversity recruiting if used correctly. It can help you focus your search and save time by eliminating those candidates who are less likely to be a good fit. However, it's important to remember that the quality of the data you enter into each profile is critical to its usefulness.

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    Best diversity recruiting software for Candidate Profiles

    There are many different software tools available that offer the Candidate Profiles feature. Some of the best options include Jobvite, Greenhouse, and Lever.

    Jobvite is a popular applicant tracking system (ATS) that offers a wide range of features for recruiting diverse candidates. One of the most unique features offered by Jobvite is its ability to create diversity pools. This allows you to group candidates together based on one or more protected characteristics (such as race, gender identity, religion, etc.). Additionally, Jobvite offers a variety of other features designed to help with diversity recruiting, such as an ethnicity filter for resumes and automatic reporting on the composition of your candidate pipeline.

    Greenhouse is another ATS that offers strong support for diversity recruiting. Like Jobvite, it provides an ethnicity filter for resumes and enables you to create diversity pools of candidates. It also has a built-in tool called The Inclusive Hiring Planner which helps you track your progress toward meeting your diversity goals. Other helpful features offered by Greenhouse include job boards specifically for underrepresented groups and real-time data analytics on your recruitment efforts.

    Lever is yet another ATS with robust capabilities for diversity recruiting. Its standout feature is its ability to generate adverse impact analyses.These reports show whether or not your hiring practices are having a negative effect on any protected groups (such as women or people of color). Additionally, Lever provides an extensive suite of tools to help with sourcing diverse candidates, including direct access to over 20 million professionals through its LinkedIn integration

    Candidate Scoring

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    Candidate Scoring is a feature in some recruiting software tools that allows you to rate candidates on a scale, usually from 1-5 or 1-10. This can be helpful when you are trying to identify the top candidates for a position and want to compare them side-by-side. However, there are some potential drawbacks to using this feature.

    First, it is important to remember that not all diverse candidates will score equally on all criteria. For example, two black female candidates may have different strengths and weaknesses when it comes to their qualifications for a job. One candidate may be great at customer service but not so strong in her computer skills, while the other candidate may excel at coding but not have as much experience working with people. As such, relying too heavily on Candidate Scoring can lead you to miss out on talented individuals who simply didn't happen to fit the mold of what you were looking for in terms of specific skill sets.

    Second, Candidate Scoring can sometimes give an inaccurate picture of a person's true qualifications. Candidates who interview well or come across as particularly likable may receive higher scores than they deserve, while shy or introverted candidates may be unfairly penalized. In addition, personal biases (conscious or unconscious) can play a role in how you score certain candidates; for instance, if you have a preference for extroverted personalities over introverts', this could influence your rating of two otherwise equal candidates.

    Overall, then, using Candidate Scoring features can be helpful in diversity recruiting efforts if used carefully and judiciously - but it's important not to rely too heavily on them nor put complete faith in their accuracy.

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    Benefits of Candidate Scoring

    There are several benefits to using candidate scoring features in your diversity recruiting software tool.

    The first benefit is that it can help you save time. Automated screening processes can be very time-consuming, and by using a candidate scoring feature, you can quickly identify which candidates are worth further review. This can be a huge time saver, especially if you're reviewing a large number of applications.

    The second benefit is that it can help reduce bias in the hiring process. If used properly, candidate scoring features can prevent qualified individuals from being overlooked simply because they didn't measure upon the criteria used to score them. 

    Lastly, candidate scoring features can provide valuable data that can be used to improve the diversity recruiting process over time. By tracking which criteria are most predictive of success for specific roles, you can fine-tune your screening process to ensure that only the most qualified candidates are being considered for open positions.

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    Drawbacks of Candidate Scoring

    While candidate scoring features can be very helpful, there are also some potential drawbacks that you should be aware of. 

    The first is that these features may introduce bias if they're not used properly. For example, if you're only considering candidates with high scores, you may inadvertently overlook qualified individuals with lower scores. As such, it's important to use these tools thoughtfully and supplement them with other diversity recruiting strategies (e..g., active sourcing) to ensure that all qualified candidates are considered during the hiring process. 

    Another potential drawback is that automated screening processes can be error-prone. If a software glitch results in a qualified candidate being incorrectly scored or screened out, this could have a negative impact on your ability to hire diverse top talent. 

    Lastly, automated screening processes can sometimes give rise to resume inflation.This occurs when applicants try to game the system by including keywords or phrases in their resumes that they think will trigger a higher score from the scoring algorithm. While this may help them get past an initial screening round, it doesn't necessarily mean that they're truly qualified for the position. As such, it's important to supplement candidate scoring features with additional assessment methods (e..g., interviews) to ensure that you're not accidentally overlooking great candidates simply because their resumes weren't perfectly tailored to the criteria used by the scoring algorithm.

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    Best diversity recruiting software for Candidate Scoring

    There are a number of different diversity recruiting software tools on the market, and it can be difficult to choose the right one for your needs. If you're looking for a tool that offers candidate scoring features, here are three of the best options:

    Clinch: Clinch is a cloud-based applicant tracking system (ATS) that offers candidate scoring as part of its suite of recruiting features. In addition to being able to score candidates based on their resumes, Clinch also allows users to rate candidates on a scale of 1-5 based on their performance in phone screens and video interviews. 

    Jobvite Recruit: Jobvite Recruit is an ATS that offers both automated and manual screening processes. For automated screening, Jobvite uses smart tags to identify key qualifications in each resume. Candidates who meet or exceed the job's minimum qualifications will receive a score between 1-100, which can then be used to prioritize candidates for further review. 

    Greenhouse: Greenhouse is an ATS with built-in candidate scoring features. Greenhouse users can create custom criteria by which applicants will be scored (e..g., years of experience, education level). Once all applications have been reviewed and scored, Greenhouse provides users with a priority matrix that ranks candidates from highest to lowest priority based on their total score.

    Candidate Tracking

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    Candidate Tracking is one of the most important features in any diversity recruiting software tool. By tracking candidates, you can quickly identify which ones are the best fit for your company and position. You can also use candidate tracking to keep tabs on your competition and make sure that you're always ahead of the curve.

    There are a few different ways to track candidates. The first is through keywords. Keywords allow you to search for specific types of candidates based on their skills, experience, or even location. This is a great way to find talented individuals who might not be actively looking for a job but would be open to hearing about an opportunity at your company.

    The second way to track candidates is through social media platforms like LinkedIn and Twitter. Social media allows you to see what potential candidates are talking about and get an idea of their interests and personality before even reaching out to them. You can also use social media platforms to connect with passive candidates who might not be actively searching for a new job but could be intrigued by an opportunity at your company if they knew more about it.

    The third way to track candidates is through referrals from current employees or other contacts within your network. Referrals often result in higher-quality hires because they come with personal recommendations from people who know the candidate's work ethic and abilities firsthand. Asking employees or others within your network for referrals is a great way to expand your talent pool beyond just those who are actively searching for jobs.

    The fourth and final way to track candidates is through job boards. Job boards are a great way to find active candidates who are already interested in new opportunities. Many job seekers use job boards as their primary method of searching for jobs, so posting your open positions on popular job boards is a great way to reach a large pool of potential candidates.

    No matter which method you use (or if you use all four!), tracking candidates is an essential part of any diversity recruiting strategy. By tracking the right candidates, you can quickly identify the best talent for your company and position.

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    Benefits of Candidate Tracking

    There are several advantages to using candidate tracking features in your diversity recruiting software tool:

    • They help you keep track of progress over time: This information can be extremely valuable in identifying areas where you need to make changes or improvements. Additionally, it can help you keep track of your progress toward meeting your diversity goals.
    • They allow for more efficient use of resources: If used correctly, candidate tracking features can save you time and money by helping you focus your recruitment efforts on the most qualified candidates.
    • They provide valuable data for analysis: The data collected through candidate tracking can be used to improve your overall recruitment strategy. For example, if you notice that a certain type of candidate is consistently dropping out of the process at a particular stage, you can adjust your approach accordingly.
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    Drawbacks of Candidate Tracking  While there are several benefits to using candidate tracking features, there are also a few potential disadvantages to consider:

    • They require ongoing maintenance and updates: In order to stay accurate, candidate tracking systems need regular upkeep which could become costly and time-consuming.
    • They have the potential to create less diverse hiring outcomes: If not used correctly, candidate tracking features can actually lead to less diverse hiring than if you didn't use them at all. This is because they can cause you to focus your recruitment efforts on a smaller pool of candidates that may not be as representative of the population as a whole.
    • Some candidates may feel like they're being tracked too closely: Candidates who are aware that they're being tracked throughout the recruitment process may feel like their privacy is being invaded or that they're under more scrutiny than other applicants. This could lead them to withdraw their application or refuse an offer letter.
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    Best diversity recruiting software for Candidate Tracking features

    There are a few different software options available that offer candidate tracking features. Some of the more popular ones include Jobvite, Greenhouse, and Lever. Each one has its own strengths and weaknesses, so it's important to choose the one that best meets your specific needs.

    Jobvite is a good option for companies that are looking for an all-in-one solution because it offers both applicant tracking and candidate relationship management features. However, it can be expensive, starting at $99 per month per user. Additionally, some users have reported difficulty using the system's interface. 

    Greenhouse is another popular choice among recruiters due to its robust applicant tracking capabilities. It starts at $100 per month per user but does not include any CRM features. 

    Lever focuses primarily on providing an excellent user experience and offers both ATS and CRM functionality starting at $90 per month per user (or $108 if you want access to their advanced analytics tools). 

    Based on the above information, I would recommend either Lever or Greenhouse as the best diversity recruiting software for candidate tracking features.

    Careers Page

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    Careers Page is a feature-rich software tool that can be used for diversity recruiting. It offers many features that make it an attractive option for companies looking to increase their diversity hiring. However, there are also some drawbacks to using Careers Page that should be considered before making a decision to use it as your primary diversity recruiting tool.

    The first thing to consider is the cost of using Careers Page. While the monthly subscription price is relatively low, the per-job posting fee can add up quickly if you're posting multiple jobs at once. Additionally, there is no free trial available, so you'll need to decide if Careers Page is right for you before signing up and paying for it.

    Another potential drawback of using Careers Page is its lack of flexibility when it comes to job postings. You're limited to two options when creating a job posting: either post the job directly on Careers Page or share a link to the posting from another site (such as Indeed). If you want more control over how your job postings look and where they appear, you may need to look elsewhere.

    Finally, keep in mind that while Careers Page does offer some helpful features for managing applications and tracking progress through the hiring process, it's not designed specifically for recruiters or HR professionals. If you're looking for a tool that will streamline your entire recruitment process from start to finish, this isn't necessarily the right choice.

    Overall, Careers Page is a decent tool for diversity recruiting. It's affordable and offers a good range of features, but it may not be the best fit for everyone. Be sure to consider all of the pros and cons before making a decision about whether or not to use it for your own hiring needs.

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    Benefits of Careers Page

    There are several reasons why you might want to use the Careers Page features for your diversity recruiting efforts:

    It can help you reach a wider pool of potential candidates. By posting job openings on your Careers Page, you will make them more visible to people who may not be actively searching for jobs. This could increase the number of qualified candidates who apply for your open positions.

    It can show that your company is committed to diversity and inclusion. Including information about your company's diversity initiatives on the Careers Page sends a strong message that you are an organization that values and respects differences among people. This can make your company more attractive to diverse candidates who are looking for an employer with similar values.

    It can help you save time and money on recruitment costs. Posting job openings on the Careers page instead of using traditional methods like print advertisements or job boards can save you money on recruitment fees. Additionally, it takes less time to manage applications when they come in electronically through the Careers Page than it does to process paper applications.

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    Drawbacks of Careers Page

    There are also a few potential drawbacks to using the Careers Page features for your diversity recruiting:

    It can limit the number of candidates you reach. If you only post job openings on your Careers Page, you may miss out on qualified candidates who don't visit your website regularly. To avoid this, make sure to promote your Careers Page through other channels like social media or email newsletters.

    It can give the impression that you're only interested in hiring diverse candidates. While including information about your company's diversity initiatives on the Careers page is a good way to attract diverse talent, be careful not to overdo it. Too much focus on diversity could turn off some potential candidates who might think that you're not interested in hiring anyone except people from underrepresented groups.

    It might not be enough by itself to attract a diverse pool of applicants. TheCareers Page should be just one part of a comprehensive strategy for attracting and recruiting diverse talent. Other elements of an effective strategy might include targeted outreach to professional organizations representing underrepresented groups, use of employee referral programs, and participation in job fairs focused on diversity recruitment.

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    Best diversity recruiting software for Careers Page features

    In order to find the best diversity recruiting software for Careers Page features, it's important to consider your specific needs and requirements. There is no one-size-fits-all solution when it comes to choosing recruitment software, so make sure to select a tool that will fit well with your company's existing systems and processes. Additionally, keep in mind that the price of a software tool is not always indicative of its quality or usefulness – sometimes, free or low-cost options can be just as good (or better) than their more expensive counterparts. With all of these factors in mind, here are three recommendations for the best diversity recruiting software for Careers Page features:

    Jobvite: Jobvite is a comprehensive recruitment platform that offers many features designed to help you attract and hire diverse talent. It includes tools for job postings, candidate tracking, employee referrals, applicant screening, and more. You can also use Jobvite's integration with Careers Page to post jobs directly on your website and track applicants through the hiring process. Prices start at $99 per month (billed annually).

    Silkroad Recruiting Center: Silkroad Recruiting Center is an affordable recruitment solution that includes several useful features for managing job postings and applications. It allows you to post openings on your website as well as popular job boards like Indeed and LinkedIn, making it easy to reach a wide pool of potential candidates. Additionally, Silkroad integrates with Careers Page to streamline the application process by allowing candidates to apply directly from your website. Prices start at $49 per month (billed annually) for the basic plan, which includes up to five active job postings at a time.

    RecruitBPM: RecruitBPM is a cloud-based recruitment solution that offers many features designed to help you attract and hire top talent. It includes tools for creating and managing job postings, tracking applicants, conducting screening interviews, and more. You can also use RecruitBPM's integration with Careers Page to post jobs directly on your website and track applicants through the hiring process. Prices start at $99 per month (billed annually).

    Case Management

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    Case Management is one of the most important features in any diversity recruiting software tool. It allows you to track and manage your cases from start to finish, ensuring that every aspect of the recruitment process is accounted for.

    There are a few different ways to use Case Management features. One way is to use it as a case management system, tracking each stage of the recruitment process separately. This can be helpful if you're working with multiple clients or candidates at once, as you can easily keep track of where everyone is at in the process.

    Another way to use Case Management features is to use it as an applicant tracking system (ATS). This allows you to track all aspects of the application process, from initial contact through to final interviews and selection. This can be helpful if you want a more streamlined approach to your recruitment processes, as everything will be stored in one place.

    Finally, some tools also allow you to use Case Management features as a CRM (customer relationship management) tool. This means that you can track not only applicants but also client relationships, keeping tabs on who has been contacted and when follow-ups are due. This can be especially useful if you work with repeat clients or have long-term relationships with certain organizations

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    Benefits of Case Management

    There are a few different benefits of using Case Management features in your diversity recruiting software tool. First, it can help you stay organized and efficient in your recruitment process. This is because you will be able to track the progress of each individual case, as well as generate reports on your overall recruitment progress. Additionally, this data can be used to improve your Diversity Recruitment strategy moving forward.

    Another benefit of using Case Management features is that it can help you identify any areas that need improvement in your recruitment process. For example, if you notice that a particular stage of the recruitment process is taking longer than usual, you can use the data from Case Management to determine what might be causing the delay. By identifying these issues early on, you can make changes to your process and avoid them in the future.

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    Drawbacks of Case Management

    There are a few potential drawbacks to using Case Management features in your diversity recruiting software tool. First, it may require some upfront work to set up and configure the Case Manager feature properly for tracking purposes within our system (and this might not be something everyone wants/needs). Additionally - depending on how many cases (applications) are being managed - manually reviewing each one could become time-consuming relative to other tasks associated with managing talent acquisition/diversity initiatives.

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    Best diversity recruiting software for Case Management features

    There are a few different software options available that offer Case Management features. Some of the most popular include:

    • Avature ATS by Cvent: This tool offers both case management and applicant tracking system (ATS) functionality, making it a good choice for those who want a more comprehensive solution. It also includes CRM functionality, which can be helpful for those who want to track client relationships as well as applicants.
    • Lever: This tool offers both case management and ATS functionality, and also includes a social recruiting feature that allows you to post job openings on social media platforms. Additionally, it has an integration with Greenhouse, another popular Applicant Tracking System (ATS).
    • Jobvite: This tool offers both case management and ATS functionality, as well as a social recruiting feature. Additionally, it has an integration with Salesforce, another popular CRM system.
    • Workable: This tool offers both case management and ATS functionality, as well as a number of other features such as job board posting and email campaigns.

    Cataloging/Categorization

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    Cataloging/Categorization features are essential for diversity recruiting software tools. They allow you to keep track of the different types of people you're looking for, and they make it easy to find potential candidates when you need them.

    There are a few different ways that these features can be used. For example, you can use them to keep track of the specific skills and experience that each type of person brings to the table. This is helpful if you're looking for someone with a specific set of skills or experience, or if you want to see how your pool of potential candidates compares against each other.

    You can also use Cataloging/Categorization features to keep track of the different kinds of people who have applied to your company in the past. This information can be useful if you're trying to determine which groups are underrepresented at your company, and it can help you target your recruiting efforts accordingly. Additionally, this data can be helpful if you ever need to report on your company's Diversity & Inclusion progress internally or externally.

    Overall, Cataloging/Categorization features are extremely useful for diversity recruiting software tools. They allow users to keep track of important information about potential candidates, and they offer valuable insights into which groups may be underrepresented at a given organization.

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    Benefits of Cataloging/Categorization

    There are several benefits that can be gained by using cataloging/categorization features within a diversity recruiting software tool, which include:

    • Time-saving – These features can save a lot of time when it comes to outreach efforts as you will be able to quickly pull up lists or profiles containing the type of person you are looking for instead of manually searching through records.
    • Increased accuracy – If done correctly, categorizing people into groups can help ensure greater accuracy when attempting to target specific types of candidates as there is less room for error.
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    Drawbacks of Cataloging/Categorization   

    Although there are many potential advantages to using cataloging/categorization features, there are also some drawbacks that should be considered before relying too heavily on them, such as:                  

    • Requires initial setup – In order for these features to be effective, they often require a fair amount of upfront work in terms of creating lists or filling out detailed profiles. This might not be feasible if you do not have the time or resources available.
    • Potential for human error – There is always the potential for human error when it comes to manually adding people to groups or filling out profiles, which could lead to candidates being miscategorized or even left out entirely.
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    Best diversity recruiting software for Cataloging/Categorization

    There are many different diversity recruiting software tools on the market, but not all of them offer robust cataloging/categorization features. Here are three of the best options available:

    Ideal – Ideal offers a variety of powerful search and filtering features that make it easy to find potential candidates based on specific skills, experience, or other criteria. Additionally, users can create custom lists and groups to keep track of different types of people they're interested in.

    DiversityJobs – DiversityJobs has an extensive database of job postings from a variety of companies, making it a great resource for finding open positions that might be a good fit for your needs. In addition, users can create custom profiles and searches to help narrow down the results.

    Jobvite – Jobvite is another popular option for diversity recruiting software tools. It offers a wide range of features designed to help you find qualified candidates quickly and easily. Additionally, users can save searches and set up email alerts to receive notifications when new candidates matching their criteria become available.

    Categorization/Grouping

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    Categorization/Grouping features are designed to help users quickly and easily organize, filter, and view their data. They can be used for a variety of purposes, including diversity recruiting.

    There are several different ways that Categorization/Grouping features can be used for diversity recruiting. One way is to use them to identify potential candidates who may be underrepresented in certain groups. For example, if you're looking to increase the number of women in your engineering department, you could use Categorization/Grouping features to filter your candidate pool by gender.

    Another way Categorization/Grouping features can be used for diversity recruiting is by helping you keep track of the progress of your efforts. For example, you could create a group for each underrepresented group you're targeting and then track the number of applications received from each group over time. This would give you an easy way to see if your Diversity Recruiting efforts are having the desired effect.

    The final way I'll mention that Categorization/Grouping features can be used for diversity recruiting is by helping assess unconscious bias in hiring decisions. By creating groups based on protected characteristics like race or gender, it's possible to get a better understanding of which groups are being disproportionately affected by unconscious bias during the hiring process.

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    Benefits of Categorization/Grouping

    There are a few key benefits to using categorization/grouping features in your diversity recruiting software tool. First, it can help you more easily identify potential top performers by allowing you to focus your recruitment efforts on a smaller, more targeted pool of candidates. Second, it can save you time in the long run by eliminating the need to review every single candidate's application - if you know that all of the candidates in one particular group meet the minimum qualifications for the position, you can move them along to the next stage of the process without taking a closer look at their individual applications. Finally, grouping candidates by certain criteria can also help prevent unconscious bias from creeping into your hiring decisions - if all of the candidates are equally qualified and grouped together based on objective criteria (such as years of experience or education level), it's less likely that personal biases will play a role in who gets hired.

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    Drawbacks of Categorization/Grouping

    There are a few potential drawbacks to using Categorization/Grouping features for diversity recruiting that I should mention. First, it's important to make sure that you're not creating groups that are too small. If you only have a few candidates in each group, it will be difficult to get an accurate picture of the overall candidate pool. Second, Categorization/Grouping features can sometimes lead to self-segregation. For example, if you create a group for Women in Engineering, you may find that fewer women apply to your engineering department overall because they feel like they don't fit into the group. Finally, it's important to remember that Categorization/Grouping features are just one tool in your Diversity Recruiting arsenal - they shouldn't be used exclusively or relied upon too heavily.

    Overall, I think Categorization/Grouping features can be helpful when used correctly as part of a larger Diversity Recruiting strategy. However, there are some potential pitfalls that users should be aware of before implementing them.

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    Best diversity recruiting software for Categorization/Grouping

    There is no one best diversity recruiting software tool out there - it really depends on the specific needs of your organization and what you're looking for in a tool. However, here are three popular options that all offer strong categorization/grouping features:

    Recruitee: Recruitee's categorization/grouping features allow users to create custom candidate groups based on criteria such as skill set, experience level, or education. This can be helpful when trying to identify potential top performers or focus recruitment efforts on a particular group of candidates. In addition, Recruitee offers a diversity score for each job opening which takes into account factors such as company size and location - this can help ensure that your final candidate pool is truly diverse and representative of the population at large.

    Jobvite: Jobvite's grouping feature allows users to segment candidates by different criteria such as job title, stage in the hiring process, or source (where they came from). This can be helpful when trying to target specific groups of candidates or keep track of where most applicants are coming from. In addition, Jobvite offers a variety of built-in reports which provide insights into things like gender balance and racial representation within an applicant pool - this information can be extremely valuable when making decisions about how to best promote diversity within an organization.

    Greenhouse: Greenhouse's categorization/grouping features include the ability to tag candidates with certain keywords (which can be useful for identifying qualified applicants), add them to custom lists (helpful for keeping track of different groups of candidates), or mark them with special statuses (useful for indicating things like whether someone has been contacted or not). These features give users a lot of flexibility when it comes to organizing and managing their Diversity recruiting software data Toolkit.

    Certification & Licensing

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    Certification & Licensing is an important feature of any diversity recruiting software tool. It allows you to keep track of the certification and licensing requirements for each position in your company and ensures that only qualified applicants are considered for positions.

    There are a few different ways that you can use this feature. First, you can set up alerts so that you're notified when a certain number of days or weeks have passed since an applicant's last certification or license was issued. This way, you can make sure that they're still qualified for the position before moving forward with their application.

    Second, you can use this feature to automatically disqualify applicants who don't meet the minimum qualifications for a position. For example, if a job requires a valid driver's license and an applicant doesn't have one, they will be automatically disqualified from consideration.

    Third, Certification & Licensing also allows you to keep track of which positions require which certifications and licenses. This is helpful when trying to identify potential areas of training needed within your company. By knowing which certifications and licenses are required for each position, you can better target your training efforts (and save time and money in the process).

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    Benefits of Certification & Licensing

    There are a few advantages to using this feature. First, it can help you save time by weeding out people who do not have the proper qualifications. Second, it can help improve the quality of your hires by making sure that they have the right credentials. Finally, this feature can also help protect your company from liability issues if something goes wrong with one of your employees who does not have the proper certification or licensing.

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    Drawbacks of Certification & Licensing 

    First, it may exclude some qualified candidates who do not have the necessary paperwork but would still be great at the job (for example, someone with extensive experience in another field). Second, relying too heavily on certification and licensing could lead you to miss out on talented individuals who might be better suited for other positions in your company (for example, someone with excellent customer service skills but no formal education in computer science).

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    Best diversity recruiting software for Certification & Licensing

    There are a few different diversity recruiting software tools that offer this feature. One option is to use an online database like Jobvite or Indeed. Another option is to use a specific tool like CertifyMeNow or LicenseMonitor.

    Both of these options have their pros and cons. Online databases will usually have a larger pool of potential candidates to choose from, but they may not be as up-to-date as some of the specific tools. Additionally, online databases typically do not provide as much information about each candidate as some of the specific tools (for example, you may only be able to see their name, qualifications, and contact information).

    On the other hand, specific tools like CertifyMeNow or LicenseMonitor may cost more money upfront, but they could save you time and hassle in the long run. These types of tools often offer more detailed information about each candidate (for example, you may be able to see their work history and recommendations from past employers), and they can also help keep your data more organized and up-to-date.

    In the end, it really depends on your specific needs and preferences as to which type of tool is best for you. If you are looking for a large pool of potential candidates, an online database like Jobvite or Indeed might be a better option. However, if you want more detailed information about each candidate and/or prefer to have your data more organized and up-to-date, a specific tool like CertifyMeNow or LicenseMonitor might be a better choice.

    Change Management

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    Change Management is a crucial feature of any software tool, and this is especially true for diversity recruiting software tools. This feature allows you to keep track of the changes made to your recruitment process, so that you can ensure that your recruitment efforts are always up-to-date and compliant with the latest laws and regulations.

    There are two main ways to use Change Management features in your diversity recruiting software tool: first, you can use it to monitor the changes made by your team members, and second, you can use it to automate the process of updating your recruitment documents.

    Monitoring changes made by team members is important because it helps you identify when someone has accidentally deleted or changed something that they shouldn't have. For example, if an applicant's contact information gets accidentally removed from their application form, Change Management will let you know about it so that you can fix the problem before it causes any problems down the line. Automating the process of updating your documents is also important because it ensures that all of your documents are always up-to-date; this includes things like job descriptions, application forms, offer letters, etc. Having outdated documents can lead to compliance issues (e.g., if an applicant applies using an outdated version of the job description), so keeping everything up-to-date is essential.

    Overall, Change Management is a vital feature for any diversity recruiting software tool; without it, tracking changes would be nearly impossible, and maintaining compliance would be much more difficult (if not impossible).

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    Benefits of Change Management

    There are several reasons why you might want to use Change Management features in your diversity recruiting software tool.

    1. Helps keep everyone on the same page: If you're working with a team of recruiters spread out across multiple time zones, being able to see who made what changes and when can help you keep everyone on the same page. 
    2. Can help identify patterns or trends over time: Tracking changes over time can help you identify patterns or trends in how job descriptions or candidate profiles evolve over time - which can be useful information for making future decisions about your recruitment strategy.
    3. Makes it easy to roll back changes: If someone accidentally makes a change that shouldn't have been made, most Change Management systems will allow you to easily roll back the change so that it never happened. This can save a lot of headaches (and potential embarrassment) down the road.
    4. Provides an audit trail: In the event of a dispute, having an audit trail of who made what changes and when can be very helpful in determining who is at fault (or whether there was no fault at all).
    5. Can automate email notifications: Some Change Management systems can be configured to automatically send email notifications whenever a change is made - which can help ensure that everyone stays up-to-date on what's happening.
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    Drawbacks of Change Management

    1. Adds an extra layer of complexity: Depending on how complex the feature is, it could add an extra layer of complexity (and confusion) that isn't necessary for everyone on your team. 
    2. Can be used as evidence against someone: If not used properly, Change Management features could create audit trails that could be used as evidence against someone in the event of a dispute - so it's important to make sure that everyone understands how the feature works before using it. 
    3. May slow down the process: In some cases, having to go through a Change Management system can slow down the recruitment process by adding an extra step (or multiple steps) that need to be completed before a change can be made.
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    Best diversity recruiting software for Change Management

    Assuming you're looking for a diversity recruiting software tool that includes Change Management features, here are three options to consider:

    Jobvite: Jobvite's Change Management system allows you to track and monitor changes made to job descriptions, candidate profiles, or other data points. You can also automate email notifications when changes are made, generate reports on who made what changes and when, and more.

    Greenhouse: Greenhouse's Change Management features include the ability to track who makes what changes within the platform, as well as see a history of all past changes. Additionally, you can set up automatic notification emails whenever a change is made.

    Lever: Lever's Change Management system lets you keep track of every change that's been made within the platform - including who made the change and when it was made. You can also use Lever's rollback feature to easily undo any accidental (or unwanted) changes.

    CMS Integration

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    CMS Integration features allow you to connect your recruiting software with your company's content management system. This can be useful if you want to post job openings on your website or if you want to keep track of applicants who have applied through your website.

    There are a few things to consider before using this feature, though. First, make sure that the CMS you're using is compatible with the recruiting software. Second, take into account the amount of time and effort it will take to set up the integration - it might not be worth it if you're only posting a few job openings per year. Finally, think about whether or not you really need this feature - there are other ways to post job openings on your website (such as using a widget) and other ways to track applicants (such as manually entering data into a spreadsheet).

    Overall, CMS Integration can be a helpful tool for diversity recruiting, but it's not essential and it might not be worth the time and effort required to set it up.

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    Benefits of CMS Integration

    There are several benefits to using this feature:

    • You can manage your recruitment website more easily. Having CMS Integration means that you can update your website content directly from your software tool. This can save you time and effort, as you won't need to log in to multiple systems to make changes.
    • You can keep track of job postings. If you're using a CMS-based job board, Integrating your diversity recruiting software with the CMS will allow you to keep track of all the postings in one place. This can be helpful for monitoring new openings and tracking applications.
    • You can automate some tasks. For example, if you're using an applicant tracking system (ATS), integrating it with your CMS can allow you to automatically post new job openings on your website. This can save you time and ensure that your website is always up-to-date.
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    Drawbacks of CMS Integration

    There are also some potential drawbacks to using CMS Integration:

    • It can be difficult to set up. Depending on the complexity of your software tool and the CMS, it may take some effort to get everything connected correctly. If you're not comfortable with technical tasks, this could be a challenge.
    • It might not work with all systems. Some software tools and CMSs may not be compatible with each other, so it's important to check before assuming that integration will work smoothly. Otherwise, you could run into problems down the line.
    • There could be security risks involved. When you connect two systems together, there's always a chance that one of them could be compromised by hackers. Be sure to research the security features of both your software tool and CMS before deciding whether or not integration is right for you.
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    Best diversity recruiting software for CMS Integration

    There are a few different software tools that offer CMS Integration for diversity recruiting. Here are three of the best:

    Jobvite: This applicant tracking system (ATS) offers seamless integration with popular content management systems like WordPress, Drupal, and Joomla. This can save you time when posting job openings to your website, as well as keep track of applicants who apply through your site.

    Greenhouse: Greenhouse's ATS features built-in integration with WordPress, making it easy to post jobs and track applications from one place. They also offer security features to protect your data, which is important when connecting two systems together.

    Recruiterbox: Recruiterbox's Diversity Hiring solution includes CMS Integration, allowing you to post job openings on your website and automatically track applicants. They also have a user-friendly interface that makes it easy to get started even if you're not tech-savvy.