In a recent Teamable webinar, we had the pleasure of hosting Aubrey Blanche, Global Head of Diversity and Inclusion, to talk about how Atlassian uses data to improve their recruiting methodology. The following blog post captures the major takeaways from the conversation. The full webinar is available on demand here: Talent Analytics 101: How to Build a Data-Driven Recruiting Process.
Nowadays it seems like all recruiters are measuring something, whether it’s cost-per-hire, time-to-hire, or their candidate-to-offer ratio. But are we measuring the right things and are we asking the right questions of our data? More importantly, are your efforts resulting in the changes you want to see in your organization?
Understand Where You Are Today
To improve company diversity and inclusion Atlassian started by digging into their data. Many companies utilize corporate statics to gauge their diversity efforts, but this approach is incomplete. Diversity could be very apparent in your marketing team, but not on your sales team. By only looking at your general corporate statistics you may get the false impression that underrepresentation is not an issue for your company.
To avoid this pitfall Atlassian looked at their D&I numbers by corporate function and team:
Looking at diversity from the team level tells a more complete story to help uncover where the opportunities lie for your company, and how to develop actionable steps to improve. It may be that a hiring manager in marketing has found a strategy that works. Perhaps the hiring manager allows unconscious bias to influence their hiring decisions. Looking at data on the team level will help senior leadership identify the teams that need the most support, and help determine the training necessary to improve recruiting outcomes.
Once Atlassian had a better sense of where they were starting they moved their attention to their recruiting and interview processes, the biggest areas where small changes can have a large impact on how your company finds, attracts, and hires talent.
Improve Your Outreach
Job descriptions are typically the first touch point potential candidates have with your company. The language your company uses in job descriptions send signals to potential candidates. While some language excites some candidates, that same language sends a signal to other candidates that they need not apply. Research shows that cliches work against attracting people of color. Cliches such as: self-driven, stakeholders, buy-in, drive results, data-driven, have a lower engagement rate with people of color. Inclusive language has a different effect on potential candidates. Inclusive language such as: familiarity with, bonus points for, working knowledge of, and comfortable with, send different signals to potential candidates.
Atlassian discovered that job listings with strong equal opportunity language fill ten percent faster than job descriptions that omit such language. Your company's website is also sending signals. Adding customized Equal Opportunity Employer statements to your website increases your qualified candidate applicant pool by sending the message that all are welcome.
Building a Standardized Hiring Process
In addition to improving your company website and job description, your company should also look into ways to audit and optimize your interview process. Standardizing the interview process can reduce the instances of bias and human error in your recruiting efforts.
Google, a company notorious for their interview process, learned through research that standardized interview questions greatly reduced bias and increased the likelihood of the best candidate getting hired. To properly standardize the interview process, it's necessary to be certain that each interviewer is clear on the hiring objective, the technical bar candidates are judged on is set, and each interviewer understands how to evaluate candidates.
Unconscious bias training for all employees is equally important. The goal of this training is to raise awareness, and provide specific actionable steps to counter unconscious bias in real time. Examples of these steps include: avoiding reviewing resumes before interviews unless it's essential, and not having access to interviewer comments on a candidate before you have a chance to speak to the candidate.
Getting a Quick Start
If you're looking to get a quick start on your diversity and inclusion efforts here are some tips from Aubrey Blanche:
If you found the content of this blog post interesting check out the full webinar is available on demand here: Talent Analytics 101: How to Build a Data-Driven Recruiting Process.