Track and analyze candidate demographics, sourcing efficacy, time-to-hire, qualification rates, conversion rates, and bias at each ATS funnel stage. Measure interview panel diversity, candidate satisfaction, hiring ratios, compliance, and gather additional feedback to boost DEI outcomes.
What Metrics Should Companies Track to Effectively Measure ATS Success in Diverse Talent Acquisition?
AdminTrack and analyze candidate demographics, sourcing efficacy, time-to-hire, qualification rates, conversion rates, and bias at each ATS funnel stage. Measure interview panel diversity, candidate satisfaction, hiring ratios, compliance, and gather additional feedback to boost DEI outcomes.
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Diversity of Candidate Pipeline
Track the demographic breakdown (gender, ethnicity, disability, veteran status, etc.) of candidates at each recruitment funnel stage. This metric illuminates the ATS’s ability to attract and advance talent from underrepresented groups.
Source of Hire Effectiveness by Demographic
Analyze which talent sources (job boards, referrals, social media, etc.) yield the most diverse candidates. Evaluating the success and diversity of different sources informs strategic resource allocation.
Time-to-Hire for Underrepresented Groups
Measure how long it takes to hire candidates from different demographic groups. Significant disparities could indicate process bottlenecks or bias points within the ATS workflow.
Qualified Candidates per Opening by Diversity Segment
Assess the number and percentage of underrepresented candidates meeting job qualifications per requisition. A low rate suggests either outreach issues or unintended filtering by the ATS.
Stage-to-Stage Conversion Rates
Track conversion rates (e.g., application to interview, interview to offer) for candidates from various backgrounds. Disproportionate drop-offs can reveal hidden barriers or biases in screening algorithms.
Bias Detection in Resume Screening
Review the rejection and shortlisting rates after automated screening, segmented by demographic attributes, to identify potential algorithmic bias in parsing and ranking.
Diversity Hiring Ratio
Calculate the proportion of diverse hires versus the total number of hires. Monitoring this over time tracks the real-world impact of ATS-enabled diversity initiatives.
Candidate Experience Satisfaction by Demographic
Use post-process surveys to gauge candidate satisfaction, ensuring collected data is stratified by demographic groups to highlight disparities affecting certain populations’ experiences.
Interview Panel Diversity
Measure the diversity representation within interview panels as managed by the ATS. Diverse panels tend to reduce individual bias and improve candidate experience, especially for underrepresented applicants.
Equal Opportunity Compliance Reporting
Leverage ATS reporting to ensure compliance with legal standards (e.g., EEOC, OFCCP) and internal benchmarks regarding equal opportunity across recruitment processes, producing auditable data for accountability.
What else to take into account
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