“Diversity drives innovation- when we limit who can contribute, we in turn limit what problems we can solve.” – Telle Whitney
An organization is only as strong as its people. The success of any company depends on the talent of its workforce. Perhaps no other business function is more critical than recruitment. Industry studies consistently show that the more heterogeneous the talent pool, the better the chance that the organization will achieve a strategic edge. In fact, a recent McKinsey report argues that companies with diverse boards are 43% more likely to achieve higher profits.
Though diversity has rightly attracted the attention of recruiters, a sustainable approach to ensuring heterogeneity in the talent pool is difficult to implement. As major chunk of hiring is focused on entry-level talent through conventional campus recruitment system, it would be best to start from here. However, the proliferation of new learning institutions and the explosion in the number of graduates has resulted in a processing nightmare as the number of applications for every open position overwhelms the recruiters’ best efforts.
Furthermore, traditional evaluation processes lack the objectivity and standardization necessary to evaluate a diverse candidate pool from different colleges and backgrounds while ensuring recruitment of only the top quality talent. This makes it hard to take pragmatic and quality driven approach to diversity.
The obvious first step to weaving diversity into the organizational fabric is the enactment of a recruitment process that is open, easily accessible, and wide. Tools such as online skills-based assessments, video interviewing platforms and simulation-based assessments can help reduce barriers. Here are a few ways that organizations can overcome campus recruitment challenges to hire a young and diverse workforce:
Widen the talent pool
Online assessments have the power to take campus recruitment “off campus.” Such assessments extend the reach of the recruitment drive to include talent that would otherwise be excluded. This allows a company to widen the top of the recruitment funnel while maintaining the simplicity of running parallel assessments across campuses simultaneously. The result is greater expediency in filling open positions, not less. Such tools also facilitate diversity by reducing human bias in the evaluation process. They offer an efficient and cost-effective way to uncover hidden talent and achieve an ideal balance of skills, background and life experience.
Online assessments not only bring objectivity to the recruitment process but also help to validate the credentials listed on candidate’s resume in a non-biased manner. Such objectivity enables the standardization of hiring processes so recruiters can move beyond their traditional focus on brand-name institutions and past employment history. It also helps to justify the ROI of visiting remote and lesser-known colleges that are often wellsprings of diversity.
The Power of video
Video interviews powered by AI have made it possible to evaluate candidates at scale with no human intervention. The preliminary round of interviews on college campuses is often time-consuming. And not every candidate is allocated the same amount of time to present her/his qualifications. The power of video eliminates these constraints and gives equal opportunity to every candidate, thereby helping to foster diversity.
Video interview solutions objectively evaluate candidates’ personality and domain knowledge, free from human bias. Remotely proctored interviews relieve the anxiety of face-to-face interviews for many candidates. Aspiring Minds’ video interviewing solutions offer consolidated scores purely on competencies, domain knowledge and candidate’s personality.
With the help of modern assessment techniques such as “Job Simulation-based Hiring,” organizations can put the candidate “on the job” before getting the job. For example, non-traditional candidates such as a statistics graduate with strong analytical skills could make a great coder. If the company follows a traditional evaluation process involving theoretical problems, such candidates would likely fail. However, if the student is allowed to code on real-world problems, then she/he has a much better chance of demonstrating relevant skills. These job-simulation assessments open the selection process to a wider set of candidates from different backgrounds. Organizations that take advantage of such tools can better achieve their goals of realizing a more diverse workforce.
There’s no denying that the scale at which Campus Recruitment operates, factors like unconscious bias, geographical limitations, manual errors, reliance on ‘gut-feel’ and paucity of time creep in. The combination of these factors not only skew recruiter’s judgement and evaluation, but also adversely affects diversity in hiring. AI-powered assessments and video interview solutions help to level the field and provide more equal opportunity to a wider range of candidates. Rather than replacing the human element in HR, they provide recruiters with new tools for finding the people who can drive innovation and growth. Aspiring Minds’ solutions make room for inclusion. Is it time for you to automate your campus recruitment?