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Artificial Intelligence: How to Promote Diversity and Reduce Hiring Bias

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While lack of diversity and hiring bias are not new phenomena among the workplace, it also shouldn’t be overlooked. As a matter of fact, the success of a company is partially dependent on its diversity - a firm with a wide range of employees benefit from broader skill sets, experiences, and perspectives which puts them at an advantage over homogeneous organizations [1]. Studies have also proven that ethnically diverse companies are 35% more likely to meet financial targets and outperform their peers [2].

So, how can companies combat these issues?

This is where technology’s impact comes into play. Artificial Intelligence is on a steady rise and has become an essential component of many firms’ recruitment strategies. As of June 2018, 38% of companies use AI and 62% expect to do so by the end of the year [3]. With these tools, companies are able to match candidates with the best suited roles, cutting down on time and cost-per-hire. With its configurable and customizable solutions, companies can leverage AI to facilitate a diverse work environment and meet their goals in the following ways:


Eliminate Job Screening Bias
Conscious or unconscious, workplace bias affects us even at the most granular level. Take job descriptions as an example. Studies have shown that job descriptions displaying masculine words such as “dominant” or “challenging” tend to repel female applicants [4]. With the help of AI, natural language processing is possible - allowing recruitment automation technology to understand human language as it is spoken [5]. This will enable firms to identify discriminatory language and find inclusive solutions to attract a diverse talent pool [6].

Furthermore, AI can allow for recruiters to go in “blind,” preventing them from viewing candidate name, gender, race, ethnicity, or school. This would mitigate any unconscious bias that would normally occur during the standard hiring process [7].


Diversify Candidate Sourcing
75% of employers have reported serious talent shortages and are struggling to identify the nature and size of their talent pools, let alone measure workplace diversity [8]. It’s important to understand that finding diverse candidates begins at the sourcing stage.

Utilizing AI will allow firms to find candidates’ gender and race based on their names as well as source passive candidates [9]. This solution allows for companies to source specific candidates to meet their diversity goals.


Communicate Objectively
56% of candidates reported that AI may be less biased than human recruiters and 49% believe AI may improve their chances of getting hired [10]. When looking through resumes, recruiters may form bias towards applicants’ school, education, years of experience, gender, or other personal factors - this will then be consciously or unconsciously communicated to prospects, giving them a negative impression of the culture and consequently, hinder the organization from reaching diversity goals.

This is where artificial intelligence steps in. With the use of chatbots, the organization can communicate with candidates objectively, especially during the earlier stages of the hiring process. Any questions regarding candidate background is handled by AI, reducing the risk of bias and allowing every applicant a fair chance of hire.

For more information on how your organization can leverage AI chatbots, check out our Ari solutions page.

The future of recruiting is here. Are you ready to integrate AI into your recruiting process?

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