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How can you use ATS data to identify bias in hiring?

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Hiring is a complex and often subjective process that can be influenced by various factors, such as personal preferences, stereotypes, and unconscious biases. These can affect the quality and diversity of your talent pool, as well as your employer brand and reputation. To prevent bias from affecting your hiring decisions, you need to use data and evidence to evaluate your candidates objectively and fairly. One way to do this is to leverage the data from your applicant tracking system (ATS).

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1 What is an ATS?

An ATS is a software tool that helps you manage your recruitment process, from posting job ads and screening resumes to scheduling interviews and sending offer letters. An ATS can also store and analyze data on your candidates, such as their demographics, qualifications, skills, and feedback. You can use this data to measure and improve your hiring performance, as well as to identify and address any potential bias in your hiring process.

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Adrian Guzman Gonzalez

Application and AI Architect | Azure, AWS, GCP and AI certified
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An ATS, or Applicant Tracking System, is a software application that enables the electronic handling of recruitment needs. It streamlines many aspects of the hiring process, such as posting job openings, receiving and sorting applications, screening candidates based on predefined criteria, scheduling interviews, and managing the overall workflow of the recruitment process. Beyond these functionalities, ATS solutions often include analytics tools that allow organizations to analyze various aspects of their recruitment efforts, including efficiency, demographics of applicants, success rates of hires, and potentially identifying areas where biases may occur in the hiring process.

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Anwar Warsi

Sr. Human Resource Manager || Talent Management || Payroll Management || Statutory Compliance
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During my six-year career in Recruitment and Human Resources, I have utilized a variety of Applicant Tracking Systems (ATS), including Zoniac, Ceipal, and currently, Freshteam. These software tools have proven to be invaluable in automating the recruitment process, saving significant time for the HR team. They provide comprehensive data analysis capabilities, allowing us to optimize our processes and achieve desired outcomes. If any company has to hire for different positions on a regular basis, an ATS could be an important tool, and for consultancy companies, it should be mandatory.

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2 How to use ATS data to identify bias

ATS data can be used to identify bias in your hiring process in several ways. You can compare the demographics of your applicants, candidates, and hires to see if there are any gaps or disparities in representation, diversity, and inclusion. Additionally, examine the sources of your applicants and candidates to determine if there are any patterns or trends in where you find your talent. Analyzing the screening and selection criteria and methods you use to evaluate your candidates is also important; make sure they are relevant, objective, and consistent. Moreover, review the feedback and ratings you give to your candidates to ensure they are fair, accurate, and transparent. All of these steps can help you create a more diverse and inclusive hiring process.

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Adrian Guzman Gonzalez

Application and AI Architect | Azure, AWS, GCP and AI certified
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I'll speak from my own experience. Only last week, at least 20 recruiters from this very same platform communicate me that they have been fired (Platforms like Tik Tok, and other Large Financial Institutions)... to me, there are no coincidences. The hiring of Sulayman by Microsoft + new Platforms like Nexus and AgentOps are Taking the Recruiting Space with AI. Besides, LinkedIn is Microsoft. So, make your conclusions.

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3 How to use ATS data to reduce bias

Once you identify any potential bias in your hiring process, you can use ATS data to reduce it and improve your hiring outcomes. To do this, you can adjust your recruitment strategy and tactics to attract more diverse and qualified candidates. Additionally, best practices and tools can be implemented to screen and select candidates more objectively and fairly. Furthermore, training and guidance should be provided to your hiring team and stakeholders to raise awareness and mitigate bias. All of these steps will help you use data to optimize job ads, keywords, and descriptions, create consistent criteria for evaluation, use blind or anonymized screening, educate about the benefits and challenges of diversity and inclusion, and provide feedback on how to avoid and overcome bias.

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Adrian Guzman Gonzalez

Application and AI Architect | Azure, AWS, GCP and AI certified
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Revise Job Descriptions: Analyze the language and requirements in your job postings. Ensure they are inclusive and focused on essential qualifications to attract a diverse pool of applicants. Use software tools to identify gender-coded words or phrases that might deter certain groups from applying. Implement Blinded Resume Screening: Modify your ATS settings to anonymize applications by removing names, genders, ages, and other identifying information. This encourages assessments based on skills and experiences rather than unconscious biases related to demographic information. Standardize Interview Questions: Use ATS data to develop a set of standard interview questions for each role.

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4 How to use ATS data to monitor and improve bias

Finally, you can use ATS data to monitor and improve your hiring process and performance over time. For example, you can use data to define and monitor objectives such as quality, speed, cost, diversity, and retention, or to compare and benchmark your hiring performance against your industry or competitors. Additionally, data can be used to gather and analyze feedback from candidates, the hiring team, and stakeholders. This could include surveys, reviews, or interviews. Furthermore, data can be used to design and implement changes and improvements to the hiring process and practices. This could include new criteria, methods, or tools. Moreover, using ATS data can help you identify, reduce, and monitor bias in your hiring process. Doing so will improve your hiring quality, diversity, and inclusion as well as your employer brand and reputation.

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Adrian Guzman Gonzalez

Application and AI Architect | Azure, AWS, GCP and AI certified
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Set Diversity and Inclusion Goals: Establish clear, measurable goals for diversity and inclusion within your hiring process. These could be related to the demographics of applicants, interviewees, and hires, or to the diversity of sources from which candidates are sourced. Track Key Performance Indicators (KPIs): Monitor KPIs related to the hiring process, such as the diversity of the applicant pool, the percentage of diverse candidates advancing through each stage of the hiring process, and the diversity of hired candidates. Use these metrics to assess progress toward your goals. Conduct Regular Audits: Periodically audit your ATS data to identify any patterns or trends that might indicate bias.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Alena Rubanik

Head of Human Resources Department @ SumatoSoft
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One crucial aspect to consider is the language used in job descriptions and communication throughout the hiring process. Biased language or terminology that intentionally excludes certain groups can deter qualified candidates from applying.

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How can you use ATS data to identify bias in hiring?

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3

4

5

1 What is an ATS?

2 How to use ATS data to identify bias

3 How to use ATS data to reduce bias

4 How to use ATS data to monitor and improve bias

5 Here’s what else to consider

Human Resources

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How can you use ATS data to identify bias in hiring?

1

2

3

4

5

1 What is an ATS?

2 How to use ATS data to identify bias

3 How to use ATS data to reduce bias

4 How to use ATS data to monitor and improve bias

5 Here’s what else to consider

Human Resources

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