Track Your DEI Goals With An All-In-One Recruiting Platform

Creating a more diverse workplace isn’t just a nice item for companies to put on a checklist to get around to when they have time. With consumers and workers alike demanding to engage with organizations that are more reflective of the diverse communities they live in, making diversity in the workplace a priority is imperative—especially when recruiting younger talent. In fact, research from Deloitte found that 83% of Millennials are more likely to be engaged at work if they believe they’re in an inclusive environment, and a Monster survey indicated that the same percentage of Generation Z considers commitment to diversity and inclusion important when choosing a company to work for.

With this in mind, companies need to have strong DEI goals in order to ensure they’re able to attract the best talent. And to reach those goals, companies should consider using a recruiting platform that tracks diversity data. Continue reading to find out how your organization can leverage a recruiting platform to get the information you need to make informed decisions that will get you closer to your diversity goals. 

How to Set Effective DEI Goals

Before tracking diversity data, you should have solid diversity goals in place so you know what to do with it. The following are some strategies for creating DEI goals that can help you attract the best talent.

Understand Why Your Goals Are Necessary

The first step in defining your DEI goals is to understand why they're necessary. Is there a specific group that's missing in your hiring funnel that you need to attract? Is there an underrepresented community that is not being elevated to managerial positions at your organization? Saying that you want more diversity in your company is not enough; you have to define what diversity means to you and target the specific demographics you need to meet those criteria.

Set Deadlines

Once you've decided what your DEI goals are, you need to hold yourself accountable by setting clear deadlines. This way, recruiters will not feel like they’re climbing a never-ending mountain without a peak in sight. By setting deadlines, you have the chance to look at how far you've come, how close you’ve gotten to your goal, and how much further you need to go to reach it. As a result, established deadlines are a great motivator when working toward your diversity recruitment plan.

Be Transparent

Since prospective employees care about diversity, you need to show them the progress you've made in meeting your DEI goals. This is especially true if your organization does not have many underserved employees currently. Be transparent about what your goals are by posting them on your careers website and social media platforms in order to let everyone know what you're doing to address diversity and how well you've done in meeting those objectives.

How Does a Recruiting Platform Help You Hire Diverse Teams? 

By using a recruiting platform, like Untapped, you can maximize the potential of your diversity hiring initiatives; remove unconscious bias from your processes; and track your diversity goals at the role, team, and company levels. This way, you can take the guesswork out of hiring and build teams that are more diverse. Untapped allows you to make data brave decisions during your recruitment process. 

The following are some specific benefits of using a recruiting platform, specifically Untapped, to build a representative workforce. 

Identifying Problems in the Funnel Pipeline Immediately

Untapped’s Diversity Analytics enables you to track top-of-funnel pipeline data, so you know right away if your diversity recruitment approach is effective in the early stages. That's because the information tells you who is applying for open positions, and if you're not getting the applicants you want, you can change your approach right away before the shortfall gets worse.

Understanding Who Is Falling Out of Your Pipeline

Just as you can find out whether or not you have talent from the underserved communities you want to attract at the top of the hiring funnel, you can also use Untapped to find out how far applicants get through the funnel. This will make it clear who is dropping off in your pipeline and at what stage, which will allow you to make changes as needed. For example, if you find that talent from underserved communities drop out of the funnel after the initial interview, you can look at your interviewing techniques and processes and determine ways to make them more inclusive.

Increasing Candidate Engagement

Our recruiting platform, Untapped, allows you to review the response rate of your messages so you know who is replying to you and who is not. If candidates from underrepresented groups are not responding to you during the recruiting process, you will know that something about your messaging is not appealing to them. This gives you the opportunity to review your communications and tailor them to make them more inviting to specific groups of talent.

Using Self-Reported Data Instead of Inferred Data

Your data is only as good as it is accurate. If you are making assumptions about who candidates are, you could be evaluating them based on your own biases. Untapped allows you to move away from inferred data to self-reported data—meaning you're allowing the candidates to tell you who they are, rather than you making assessments about who they are that may be wrong.

If you’re not reaching your diversity recruitment goals, it may be a sign that you need to level up and take advantage of the information that will get you where you want to be. By using Untapped, you can collect, track, and analyze your recruitment data so you can make the decisions that will get you closer to your goals.