To optimize diversity hiring via ATS, teams should set shared goals, review data together, audit job descriptions, implement bias mitigation, hold training, use feedback loops, track metrics on shared dashboards, involve DEI in all steps, co-design assessments, and communicate openly.
How Can Recruiters, Hiring Managers, and DEI Specialists Best Collaborate to Continuously Improve ATS Diversity Optimization?
AdminTo optimize diversity hiring via ATS, teams should set shared goals, review data together, audit job descriptions, implement bias mitigation, hold training, use feedback loops, track metrics on shared dashboards, involve DEI in all steps, co-design assessments, and communicate openly.
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Establish Clear Shared Diversity Goals
To effectively collaborate, recruiters, hiring managers, and DEI specialists should collectively define and document measurable diversity objectives for each hiring cycle. Regular, joint goal-setting sessions foster ownership and accountability, ensuring everyone is aligned and working toward shared diversity outcomes.
Leverage Data-Driven Insights Together
Continuous improvement requires regular review of ATS data. Cross-functional teams can collaboratively analyze candidate demographics, pipeline drop-off points, and bottlenecks. DEI specialists can interpret trends, while recruiters and hiring managers identify practical adjustments, ensuring the ATS supports diverse talent acquisition.
Regularly Audit Job Descriptions for Inclusive Language
Recruiters, hiring managers, and DEI experts should frequently review job postings generated or filtered by the ATS. By auditing for biased terms and ensuring gender-neutral, inclusive language, the team can broaden applicant pools and make improvement an ongoing process.
Implement Bias Mitigation in Screening
All stakeholders should jointly configure the ATS screening rules to minimize unconscious bias, such as anonymizing applications or reducing the weight of certain criteria. Regular calibration meetings allow them to test and refine these configurations for continuous diversity optimization.
Facilitate Ongoing Training and Calibration
Collaborative, recurring training sessions exploring ATS features and DEI best practices help all parties remain aware of new diversity strategies. Calibration workshops using anonymized candidate data ensure consistency in interpretation and decision-making.
Integrate Flexible Feedback Loops
Creating structured, routine feedback loops—where recruiters, managers, and DEI experts review recent ATS outcomes—enables the team to propose and test changes quickly. These loops foster an experimental culture focused on dynamic, data-informed improvements.
Share Accountability Through Diversity Metrics Dashboards
Deploy shared dashboards tracking key diversity metrics, accessible to all stakeholders. This transparency creates joint accountability and fosters constructive discussions about progress, challenges, and next steps for optimizing the ATS.
Involve DEI in Every Step of ATS Configuration
Involve DEI specialists in every phase of ATS rule-setting, from keyword filtering to preferred qualifications. This prevents inadvertent exclusionary practices and ensures a holistic approach to system configuration and updates.
Co-Design Inclusive Assessment Processes
Recruiters, managers, and DEI professionals can collaborate to continually refine candidate assessment workflows within the ATS. This includes integrating structured interviews, standardized rubrics, and diverse hiring panels—features that bolster fairness and inclusivity.
Encourage Open Communication and Shared Learning
Frequent, open communication among all parties is essential. Creating platforms like regular cross-functional meetings or shared documentation spaces allows lessons learned from ATS use or diversity outcomes to be rapidly disseminated, fueling collaborative continuous improvement.
What else to take into account
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