Best DEI Recruiting Software

Top 6 Diversity Recruiting Software

Jun 03, 2022 - Valery Caputi Lopez

Diversity recruitment software helps companies broaden their recruitment reach and ensure that their efforts promote inclusivity and diversity (I&D). It automates steps that, when done manually, may be influenced by unconscious biases. By automating manual processes and anonymizing screening (i.e., not disclosing information irrelevant to the position, like the applicant’s gender, background, nationality, or age), recruiters can give greater weight to skills and merit when assessing applicants.

Companies have plenty to gain by implementing an effective diversity, equity, and inclusion (DEI) strategy and diversity recruiting solutions. Recent studies have concluded that companies with diverse workforces have higher outperformance rates than companies that are less open to diversity hiring. For example, companies whose gender diversity scores at the executive level fall in the top quartile are 25 percent more profitable than companies that ranked in the bottom quarter. Similarly, companies in the top quartile for ethnic diversity are 36 percent more profitable than the bottom-ranking companies.

Using diversity recruiting platforms like Brazen can help your business become a more welcoming and inclusive workplace that attracts valuable talent in your industry. Knowing the many benefits that companies can get from diversity recruitment platforms, we’ve compiled a best-of list of six software-as-a-service (SaaS) providers that promote I&D. Let's explore each one:

1. Brazen

Achieve corporate diversity with Brazen's diversity hiring tools. Brazen, a leading virtual hiring events platform, helps recruiters put DEIB into practice. In addition, it enhances diversity recruiting solutions and strategies by automating key stages of the recruitment funnel.

Brazen pre-screens candidates according to the skills requirements of the positions being filled, making them less prone to implicit bias. This means that recruiters no longer have to do the initial screening in their respective talent pool manually. Instead, applicants make first contact with recruiters via Brazen’s QuickChat chatbot. If the algorithm determines that they are qualified, they are forwarded to a recruiter for the next stage of conversations and interviews.

Brazen’s Sourcing Marketplace also helps staffing agencies diversify their talent pools. Whenever they host virtual events, the platform gathers data and shows which partners bring in the best and most diverse talents. Brazen also specializes in virtual events, which complement an agency’s diversity hiring tools. The ease and convenience of applying through virtual job fairs attract a broader and more diverse pool of talents. Applicants from different cities and overseas will now have an opportunity to be considered for positions they couldn’t have applied for had the job fair taken place offline.

2. iCIMS

iCIMS is a diversity recruiting tool that pushes qualifications and skills at the forefront of the recruitment process to mitigate unconscious bias during diversity recruiting efforts. It uses AI to pre-screen candidates with a merit-based approach to bring in more diverse candidates. iCIMS emphasizes its support of I&D by removing personal identifiers in resumes and standardizing the top-of-the-funnel procedures by reviewing applications based on skills, experience, and other essential qualifications.

  • Pros: The applicant tracking system (ATS) shows each applicant’s current application status, including their previous applications. It provides a thorough onboarding procedure that makes the transition from applicant to employee easier.
  • Cons: Data sets can be too broad and include unnecessary data. iCIMS is a good fit for big companies, but the price is steep for smaller organizations.

3. Greenhouse

Greenhouse, a recruiting ATS, is one of the fastest-growing diversity recruiting platforms today. It allows in-person engagement between recruiters and applicants at each touchpoint. It openly promotes diversity hiring and even offers a feature where applicants can upload a pre-recording of how to pronounce their names correctly and the pronouns they feel comfortable responding to. Greenhouse also allows recruiters to create a scorecard from the beginning of the recruitment process so that interview questions will be consistent and all applicants can be on even ground.

To help recruiters improve their I&D strategies, Greenhouse automates surveys that measure each candidate’s work experience and skills. Another unique feature of Greenhouse is it allows applicants to set schedules that work best for them, thus improving accessibility and taking a big step in the right direction towards building a diverse workforce.

  • Pros: The platform is an elaborate ATS software that makes tracking current applicants’ progress easy. Its interface is easy to use. The platform itself can serve as a customer relationship management (CRM) database for applicants who may not make the cut but show potential for future hiring rounds.
  • Cons: The reporting feature on Greenhouse is limited, and it’s challenging to extract data for analysis. Agencies also have to give each new recruiter access to the platform manually, one by one.

4. Hired

Hired is an AI-powered job marketplace for the tech industry and is useful to many tech companies or staffing agencies' arsenal of diversity hiring tools. In addition, it partners with organizations that promote and encourage corporate I&D, such as #HIREBLACK, Techqueria, and The Knowledge House. What’s notable about Hired is that it actively informs recruiters and hiring managers if and when unconscious bias affects their screening and hiring decisions in real time.

For example, the platform will notify recruiters if they offer a candidate a lower salary than what they typically do for others in the same position. Moreover, Hired removes the applicants’ headshots and names – gender and age indicators – so recruiters can screen candidates based solely on merit. It also has search filters that make it easier for recruiters to surface applicants for their talent team from specific minority groups.

  • Pros: Candidates sourced from Hired are ready to interview, making the hiring process much faster and easier for recruiters. Most importantly, the platform has features that actively monitor recruiters’ unconscious biases.
  • Cons: It is not an all-in-one diversity recruiting software and is primarily used as a job marketplace for sourcing candidates.

5. SeekOut

An AI-powered recruiting software with an advanced Talent 360 Platform, SeekOut provides tools that enable recruiters to reduce bias and improve diversity in their hiring. Corporate diversity recruiting solutions can benefit from SeekOut’s Talent Analytics: it gives companies insight into the diversity representation within their organization and the talent pools where they source job applicants. The platform also helps recruiters find opportunities to improve their I&D with realistic and achievable diversity hiring goals.

SeekOut provides powerful filters so recruiters may find qualified candidates from diverse backgrounds. It also has a built-in Bias Reducer Mode that removes unnecessary information about candidates that can spark unconscious hiring bias. For example, recruiters can block applicants’ names, ages, photos, social media profiles, and the schools they attended to focus on their skills and qualifications.

  • Pros: The diversity filters are useful, and the platform utilizes easily recognizable graphics indicating majority and minority candidates. SeekOut has a clean dashboard and is easy to navigate. It also sources candidates from GitHub.
  • Cons: The diversity tags are still limited for Asia, Oceania, and other non-US locations. There’s also no easy indicator that a profile has already been viewed.

6. Circa

Circa is a diversity recruiting software with a primary goal of helping companies meet OFCCP HR Compliance. Recruiters can publish job postings on DiversityJobs.com and over 600 niche sites with this platform. This allows them to extend their reach and cast a wider net on the job market for greater inclusivity.

Circa supports diversity sourcing by removing bias-inducing information from candidates’ profiles. When used in tandem with the platform’s access to talent pools for underrepresented groups, recruiters can improve their DEI strategy, meet I&D staffing targets, and help acquire highly qualified top talent who will prove valuable to their organization.

  • Pros: Circa is user-friendly and has responsive customer service. It also allows recruiters to scrape recruitment websites and get applicants to apply directly to their preferred ATS site.
  • Cons: The software is robust and offers many tools, but it takes diligence and time to be familiar with them to benefit from their functions fully. Searching can also get cumbersome, and customization features could be more flexible.

At the end of the day, using diversity recruitment platforms is not just about meeting compliance or increasing productivity, performance, and profitability. It is about giving equal opportunity to qualified candidates regardless of their gender, age, ethnicity, nationality, religion, or alma mater. This should be the primary motivation behind your diversity hiring strategies at every step of the journey. The reported benefits – a vibrant and engaged workforce and positive company culture – will come naturally when the intent is sincere and the company culture is ready for positive change.

Brazen can help you achieve your DEIB goals and make your company an example of diversity in your industry and community. Call our sales team or visit our site if you have questions about diversity recruitment and how to make it a reality using our virtual hiring tools.

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