Identifying Bias in Your Recruitment Funnel with People Analytics
This is an excerpt from Panalyt's detailed guide "Accelerating Advancement of Diverse Talent With People Analytics & Organizational Network Analysis" written with ex-Mckinsey Asia Head of Diversity & Inclusion Grace Ho Breaking down your recruitment funnel by each stage of the funnel, along with other dimensions such as recruiter, hiring manager, department, geography etc. allows you to identify where the real challenges are in hiring diverse talent.
For example, If your recruitment funnel doesn't match with your desired 50:50 gender ratio, is this because you can’t attract a 50:50 gender ratio, or is it due to a disparity in the screening process? If the former, which sources have historically attracted more women, and can you invest further in those sources? If the latter, can you investigate why diverse talent is being rejected in your screening processes?
Candidate and employee onboarding experience surveys can be an incredibly powerful tool when layered upon the areas of potential bias uncovered through quantitative analysis to understand why people are dropping out and which parts of the process people drop out due to a bad experience in the recruitment or onboarding phase.
A common issue when analyzing recruitment data is that organizations don’t track the gender of the candidate and only the gender of the hired candidates, leading to a misleading analysis when the success of your recruitment team's Diversity & Inclusion efforts is just based on hires.
We recommend that while many companies and countries don’t have an absolute requirement to capture diversity data in the recruitment phase, companies should still try to actively capture as much diversity data as possible while keeping certain diversity fields opt-in. There is a widespread expectation on the candidate side that there will be bias, so companies should be explicitly clear on why they need the data to eliminate bias and include processes that ensure the data is disclosed only for later analysis and won’t be disclosed to people involved in the screening and recruitment processes.
A suggestion from us is to ensure that diverse candidates are able to meet with a diverse pool of people during the recruitment process, This might not necessarily mean that someone should interview with someone from the same demographic, but just having a buddy to help prepare for the final interview can sometimes really make the difference in your candidates feeling included.
Interested in learning more about how you can improve Diversity & Inclusion with People Analytics and Organizational Network Analysis? Read our detailed guide "Accelerating Advancement of Diverse Talent With People Analytics & Organizational Network Analysis" to learn more!