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Using Automation to Help Hiring Diversity

Kelly Peters

The benefits of diversity are numerous. Not only is diversity hiring ethical, but it also brings many tangible benefits to an organization. When employees feel represented and included, they’re more likely to succeed in their roles. Research from McKinsey & Company found that organizations in the top quartile for racial and ethnic diversity are 35% more likely to have above-average financial returns. Corroborating this, MIT research indicates that successful teams share three commonalities:

  • Team members give one another equal time to talk.
  • Collaborators express empathy for one another.
  • Women are equally as represented as men.

The benefits of diversity are clear, but hiring teams often lack the time and resources to ensure their talent selections are diverse. Likewise, recruiters may fall prey to unconscious bias that is reinforced by cultural forces. Recruitment automation offers a solution to this challenge, but it needs to be implemented thoughtfully.

Diversity brings many benefits to organizations, including higher profitability.

Battling against unconscious bias

Eliminating bias in the hiring process is a challenge because it often goes unnoticed. People can develop unconscious bias from their earliest interactions in school to the media they currently consume. Hiring managers may make assumptions about candidates without even realizing it. Artificial intelligence is not inherently immune to bias. These programs are developed by humans, after all. For example, if the training data fed into a machine learning algorithm is biased, the output of that program will carry the bias through. If the humans that build the AI aren’t aware of their biases, it can be very difficult to eliminate them. ATS workflows are less susceptible to AI bias, because decisions are still left to humans. An ATS automates processes like sending messages, scheduling interviews and notifying stakeholders when their input is required. Essentially, an automated ATS benefits hiring diversity by giving recruiters more resources to focus on creating genuine human connections with candidates.

Alleviating fears of automation

One of the primary challenges of adopting automated technology is the knee-jerk reaction people can have to the concept. When employees hear automation, they might associate the technology with layoffs. Automation is often synonymous with the robotic workforce. HR automation isn’t meant to replace recruiters, but rather augment their capabilities. Currently, hiring stakeholders are bogged down in necessary yet time-consuming tasks like answering emails, scheduling interviews and tracking down feedback from internal team members. Automation takes care of these rote tasks so recruiters can focus on more important assignments.

Automation has the power to reduce unconscious bias in the hiring process.

Increasing hiring diversity

An optimized talent pipeline contains applicants from a wide variety of cultural and racial backgrounds as well as candidates who represent all genders. A wide breadth of personal and professional experiences can introduce many benefits to organizations. With a reduced administrative burden, recruiters can spend more time identifying unconscious bias and eliminating it from their workflows.


Recruitment automation can help organizations gain the many tangible benefits of talent diversity by:

  • Eliminating rote tasks like scheduling interviews and assessments.
  • Giving recruiters more time to audit their workflows for unconscious bias.
  • Allowing the hiring team to focus less on paperwork and more on human interaction.

Sign up for a free demo of JazzHR to learn more about how to implement automated recruitment workflows at your organization.

Kelly Peters