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product release
data

diversity ratio dashboards.

Annie Snyman
Product and Partner Marketing Assistant

how confident are you that your organisation is making recruitment decisions fairly?

When deciding which applicants to shortlist, interview, and hire; your team is bound to consider a myriad of factors.

While you might be confident that conscious bias isn’t running rife in these decisions, what impact does unconscious bias have?

You can’t see unconscious bias – but you can see its effects.

This is exactly what our diversity ratio dashboards show you.

Since our decision-making is almost always influenced by unconscious bias, we need a way to explore where it might be affecting our recruitment decisions (to learn how your team can reduce unconscious bias in recruitment, check out our free tool here).  

our latest product release contains three diversity ratio dashboards:

-             Applied vs shortlisted

-             Applied vs interviewed

-             Interviewed vs offered/hired

When you scroll down these dashboards, you’ll see different reports based on gender, age, ethnicity, nationality, disability, religion, marital status, sexual orientation and highest academic qualification.

You can filter each report by department, recruiter and time period.

This will help you determine how fair your interview selection decisions have been so you can make more informed decisions in the future. This is an easy way to see if bias is affecting these recruitment decisions, and if there are any areas of concern to correct.

applied vs shortlisted ratio dashboard

This dashboard shows you how well you decide who gets shortlisted and which applicants get togo forward to the next phase of your recruitment process.

We recommend that you start with this dashboard.

The reports display 3 overall statistics, namely:

1.   the number of applicants you’ve had (based on filters such as time, recruiter, etc),

2.   the number shortlisted

3.   the percentage shortlisted.

These statistics are repeated above every chart table as they are what you will use to compare the results below against, especially the “average shortlist ratio”.

The below dashboard has been filtered by ethnicity.

applied vs interviewed ratio dashboard

This view clearly shows the ratio between your applied candidates and your interviewed candidates. You can now see areas of concern that you can investigate.

For example, a company might examine their applied vs interviewed ratio for gender and discover that they have to shortlist 4x as many females for them to get an interview, in comparison to male candidates in a specific department.

With this data, you can then look to have some internal conversations to better understand why this is happening. This helps you focus your time and effort into the areas that need your help.

Expert insight: In our experience, most issues that occur are typically related to training.

This data is based on all who ever applied and were interviewed, as seen below.

The image below shows an applied vs interviewed report based on age.  

 

By scrolling down the dashboard, you can easily compare the average interview ratio against the % rate that other groups are being interviewed at.

interviewed vs offered/hired dashboard 

This is the last (and arguably the most important) ratio you’d want to inspect. Are you choosing fairly when deciding which of your interviewees are offered employment?

We don’t only want to look at which candidates are hired, but all who are offered a role. It is your decision-making that we are focused on, not how the candidate reacts to your offer.

The report shows you three overall statistics:

·      the number of applicants you’ve had

·      the number offered or hired

·      the percentage offered or hired.

These statistics are repeated above every chart table as they are what you will use to compare the results below against, especially the “average offered or hired ratio”.

The below image shows an interviewed vs offered report based on disability.

at hireful, we believe in inclusion for all – this means that no one should have to pay extra to recruit ethically.

All customers get access to all diversity features for no extra cost.

Data and reporting are a key part of this strategy. We're on a mission to continuously build data-backed diversity solutions into your hiring process.

see our other recent releases

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forgotten applicants dashboard.

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applicant diversity benchmark dashboards.

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product release
data

diversity ratio dashboards.

Annie Snyman
Product and Partner Marketing Assistant
Read more
Blue arrow