Diversity Recruiting

Diversity Recruiting & Inclusion Best Practices

At Emerge Talent Cloud, we connect people from an extraordinarily diverse range of backgrounds and locations. We acknowledge that workplace diversity embodies the idea that your workplace should reflect the makeup of greater society. We are committed to being an Equal Opportunity Employer ourselves, and we enjoy collaborating with clients who respect both the law and spirit of equal opportunity employment. We embrace workplace diversity in our recruiting practices by understanding, accepting, and valuing differences between people of different races, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge.

We are extremely interested in continual improvement of our practices to increase fairness in our recruiting processes, including quantitative assessments, bias training, and reducing bias from the use of virtual tools such as video interviewing. We regularly and routinely seek out ways to improve our recruiting practices and to improve the breadth and depth of our network of talented and like-minded recruiters.

Our Diversity & Inclusion Best Practice in Recruitment

We recognize the need for diversity and inclusion (D&I) as a core process of talent acquisition. If candidate pools and resulting hires are not sufficiently diverse, then the talent management activities which follow will not grow sufficiently diverse leaders for the future.

Our Diversity and Inclusion Best Practices include several key areas of awareness that we apply to our talent acquisition processes:

1. Auditing of job postings

We regularly audit job postings to ensure the language used in job descriptions is inclusive to appeal to candidates from diverse backgrounds and speaks to a broader range of candidates without specific demographics in mind.

2. Target sources where diverse candidates exist

We seek out opportunities to source diverse candidates from online and offline groups and channels.

3. AI tools for resume sourcing

We aim to remove bias from the resume sourcing process through use of artificial intelligence technology in ATS and online sourcing tools whenever possible by requesting these platforms to filter for specific skills and experience and let the AI technology analyze candidate resumes for those parameters. This tactic provides us with a completely impartial shortlist, free from any sort of bias.

4. Seed talent pipelines with multiple diverse candidates to combat decision bias

We seek to ensure our talent pool is diverse from the start of the sourcing and recruiting process, so we can include a variety of candidates and backgrounds in our shortlist of final candidates which will then serve to combat decision bias.