How can technology help to develop diverse recruiting?

There are numerous businesses working in different fields. But most of them are involved in the fierce fighting to stay afloat and surpass their rivals. Remember the film “You’ve Got Mail”? How the big FOX corporation swallowed little bookstore? That’s the reality of the business world. If you want to survive, you must employ people who are really able to contribute to your company. However, finding such people can be really difficult. How can you discover them?

HR leaders and talent acquisition teams recognize that diversity, equity and inclusion initiatives are what they need. Over the last months, coronavirus has disrupted the corporate workforce, changing it in ways we haven’t experienced yet.

The current experience will help determine what the next decade of work will look like. Meanwhile, a few significant trends are emerging, and technology breaks down barriers to enable more diverse recruiting.

According to a recent survey, 57% of respondents do not expect a full return to pre-pandemic office models this year. While a full return to office seems less and less likely in 2021, technology will have to continue covering the gaps created by an entirely remote workforce. It will break down regional barriers in the process as well, offering career opportunities to more diverse communities and job seekers.

Companies are able to recruit people from other countries

Virtual recruitment technologies, such as virtual interviews, are helping remote and hybrid workforces become the norm. They also allow talent acquisition teams and HR to reach, engage with and hire more job seekers from various cities across the world, with more diverse backgrounds.

More and more companies used virtual technologies, enjoying the benefits of virtual recruiting. As a result, the current state of the workforce has encouraged to facilitate more diverse hiring, and recruitment initiatives are not limited by physical location.

Furthermore, technology offers a real-time solution when it comes to improving DEI initiatives. It explores different channels and verticals for recruiting, thus giving firms access to larger, more diverse talent pools.

Many employers used to recruit from the same handful of schools each year. They were limited either by proximity to their location or the scarcity of their travel budgets. Whether intentional or not, such conduct significantly limits companies’ abilities to diversify their talent pools. On the other hand, a virtual recruiting technology may allow an employer to engage with students from historically black universities and colleges. As a result, organizations can offer opportunities to more students and diverse universities, despite where they are located and gain new talents in the process.