Don’t Get Left Behind: Elements of an Effective Diversity Recruiting Strategy

Don’t Get Left Behind: Elements of an Effective Diversity Recruiting Strategy

April 11, 2018 - 24 minute read -
diversity recruiting university

Contents

The topic of diversity in a workplace may not be new when diversity programs’ many pay-offs have been well documented. A commitment to diversity hiring can set your company apart. However, simply implementing a diversity strategy or program, without careful attention to its composition, won’t make a significant improvement on the organizational change efforts.

Let’s take a look at elements of an effective diversity recruiting strategy before you begin to develop your own.



1.Diversity Recruiting Definition

Workforce diversity is very important for any business that pursues a competitive advantage in the global economy. This requires diversity recruiting, the act of specifically searching for and hiring candidates who are from numerous backgrounds to fill open positions within a company. When your workplace is diverse, it shows that your organization is a truly equal opportunity business for everyone, instead of segregating or discriminating against a certain individual.


Diversity Recruiting Strategy



2. Diversity Recruiting Dimension

While it is easy to figure out features of diversity such as age, gender or color of the skin, ones like socio-economic background, cultural origin, religion/philosophy, family situation or chronic disease are features which remain invisible.

Implementing equality in the workforce of the organization implies that digging deep into hierarchies between various features of diversity.


Diversity Recruiting Dimension: Personality

This includes an individual's likes and dislikes, values, and beliefs. Personality is shaped early in life and is both influenced by, and influences, the other three layers, which are going to be mentioned below, throughout one's lifetime and career choices.

Diversity Recruiting Dimension: Internal Dimension

Internal dimensions of workplace diversity include differences and similarities in people‘s gender, ethnic and sexual orientation. A combination of these dimensions determines employees’ behavior at work, work attitude and generally how they perform their duties in their workgroups. Internal dimensions of diversity are characteristics that have a strong influence on people‘s perceptions, expectations, and attitudes towards other people.

Diversity Recruiting Dimension: External Dimension

The external dimension of workplace diversity constitutes aspects of our lives, over which we have some control and can change with time. These usually form the basis for decisions on careers and work styles. External dimensions of diversity are the secondary characteristics that exhibit differences and similarities among people. These include religion, education, geographical location, income, work experience and marital status among others.

Diversity Recruiting Dimension: Organizational Dimension

Organizational dimensions of workplace diversity are important and relevant to the organization itself. They include aspects such as management status, unit or division, work field, seniority, union affiliation and management status. Such dimensions as units or divisions help us to understand how management of employees in different divisions, departments at different levels and with different or similar duties and job descriptions can enhance or dampen their performance and the performance the overall organizations.


3. Diversity Recruiting Benefits

Recruiting a diverse staff can make a very real difference in organizational effectiveness. Many organizations find that there are countless benefits of diversity recruiting. Here are a few of the top benefits of diversity in the workplace.

Diversity Recruiting Benefits: Adaptability

Organizations utilizing a different workforce can supply a more prominent assortment of solutions to problems in benefit, sourcing, and distribution of resources. Staff from various backgrounds bring their own talents, knowledge, and experiences in proposing ideas, projects that are adaptable in adjusting to fluctuating markets and customer needs.

Diversity Recruiting Benefits: Broader Range of Services

Another advantage of a diverse workplace is that it permits probably the most diverse organizations to extend their range of services. In particular, this can include services relating to language and cultural understanding. Keep in mind that we are formed by things we experience ourselves, so having a group that has a difference in itself implies that the organization will able to catch up with potential customers’ demands quickly.


Diversity recruiting can broaden your range of services


Diversity Recruiting Benefits: Better Innovation

Organizations that focus on more the diversity in leadership and their workforces are better prepared to innovate and solve complicated real-world business problems. A 2013 study by the Center for Talent Innovation and Hewlett Consulting Partners found that employees at companies with higher levels of both built-in and acquired diversity were 70 percent more likely to realize that their companies captured a new market and increased their market share. Multiple layers of diversity in a workplace help create an environment in which odd ideas and thoughts are heard and leadership can be persuaded to devote more to developing those ideas.

Diversity Recruiting Benefits: Increased Performance

Cognitively diverse teams solve problems faster than groups of cognitively similar people, according to 2017 research published in Harvard Business Review. The research indicates that, while many organizations might already be cognitively diverse, “people like to fit in, so they are cautious about sticking their necks out. When we have a strong, homogeneous culture, we stifle the natural cognitive diversity in groups through the pressure to conform.”

Meanwhile, a 2013 report by Deloitte found that when employees ‘think their organization is committed to and supportive of diversity, and they feel included’, their ability to innovate has an increase by 83%.

Diversity Recruiting Benefits: Recruitment Advantage

Diverse recruiting can enable an organization to access a wider range of talent sources, take competitive advantages over its competitors, and improve its market execution. Moreover, with an already diverse workforce, an organization has more chances to win over candidates they are seeking. Two-thirds of people polled in a Glassdoor survey said that they consider the diversity in a workplace to be a critical factor when they are appraising organizations and employment offers.

To be successful in creating an environment of inclusion where people feel valued and integrated into a company’s mission, vision and business strategy at all levels, you should look into these below common mistakes in recruiting a diverse workforce that cause your organization to fall behind its competition and even lose market share.


Diversity recruiting ensures job candidate retentions


4. Diversity Recruiting Errors

To be successful in creating an environment of inclusion where people feel valued and integrated into a company’s mission, vision and business strategy at all levels, you should look into these below common mistakes in recruiting a diverse workforce that cause your organization to fall behind its competition and even lose market share.

Diversity Recruiting Errors: Biases When Screening Resumes

Obviously, if diverse applicants are screened out based on their resumes, there is little chance that they can get hired. Unfortunately, low scores on aspects that do not always attribute to the job success like grades, the schools they studied, and grammar errors can be adverse to the possible international, and diversity candidates. Even having a clearly diverse name on a resume may reduce its acceptance rate by as much as 50 percent.

Diversity Recruiting Errors: Unnecessary Credentials or Job Experience Required

The standards that are used to choose candidates for the initial interview slate can have the second-largest impact on diversity. Some roles really do require years of experience or a specific type of degree, or licensing. However, many companies often choose a number of years of experience or specialized certifications as a requirement for the available positions when it’s not too necessary. This can limit your pool—and affect disproportionately on gender diversity. There is one fact that women will submit for candidacy when they think that they’re 90% qualified for a job, while men will apply for the job even if they 50% to 60% fit it. As a result, when specific qualifications like that are required, if a woman is not seeing themselves fitting that mold by 90%, they may not raise their hands.

Diversity Recruiting Errors: Bias During Sourcing

If potential diverse candidates are never sourced, they can never be hired. Many of the most commonly used sourcing sites have a low rate of diversity participation. For example, even employee referrals can get biased if employees only give a recommendation of people similar to themselves. A male recruiter will likely reach out to male-dominated Internet/social media sites such as GitHub, TheLadders, and Dice, and may not even bother to look for women at female-dominated sites like Pinterest.

Diversity Recruiting Errors: Unpleasant Language in Job Postings and Interviews Used

A job advertisement may be the first impression a prospective candidate has about your company. “Using phrases like ‘rock star,’ ‘ninja’, ‘work hard/play hard,’ and ‘hardcore’ are all signs that your culture is a bit ‘bro-y’ or not welcoming to people who have families or other responsibilities,” says Lucia Smith, an HR consultant at Gray Scalable, a New York City-based HR solutions firm. It’s also a turn-off to hear these phrases during an in-person interview or to be questioned as a test if candidates will fit in or not.

Underrepresented candidates may think that they will be additionally unwelcome if they are not suitable for the exact model of how the team works, and that can make them hesitate to accept an offer.

Diversity Recruiting Errors: Low Salary Offers

Diverse candidates (and especially women) have a tendency to be less willing to even try to negotiate a higher starting salary rate. As a result, salaries with lower start will directly decrease the number of diversity recruitment.


Low salary offers can become a barrier to diversity recruiting


Diversity Recruiting Errors: Ineffective One-size-fits-all Diverse Recruiting Strategy

When you are focusing on a diversity subgroup like women, it’s quite common to utilize the same recruiting approach across all women targets. That’s a big mistake because all successful recruiting plans need to be personalized to each candidate being targeted. Even within the category of “women,” some women are passive prospects, while others are dynamic. What ladies want in their dream job is various because some are career oriented, some are with children, some are older, and some just come back the workforce.

Read more about: Top Practitioners Solve for Diversity in Campus Recruiting


5. Diversity Recruiting Sources

But diversity doesn't just happen on its own: Companies need to actively seek and recruit candidates from a variety of sources to assert and embrace a diverse workforce. Here are some sources which can help your company make it easier.

Diversity Recruiting Sources: Community Agencies and Organizations

In every community across the country, there are a large number of agencies, organizations, and institutions that are already connected to groups of job seekers. Partnering with these organizations will bring in a larger pool of candidates with a broader range of skills, education, and work experiences to fill in positions across all job categories.

The following organizations and associations, arranged by job category, can give you a hand in expanding your targeted search for qualified and diverse prospects.

Diversity Recruiting Sources: Professional associations

There are many national and regional diversity professional associations and student groups organized around specific minority groups. You can build your brand in these diverse communities through strategic sponsorship, thought leadership, and events. This will help your organization to cast a broad net to find diverse candidates and ensure that your diverse talent pipeline is always full.

If you need to review or start your strategic partnerships with minority student professional organizations, you can start by reviewing this comprehensive list of Diversity Professional \& Student Organizations.

Diversity Recruiting Sources: Career Fairs

If your organization has resources, you can host your own virtual career fair. Verizon had great success with hosting their own veteran recruiting virtual career fairs. KPMG attracted over 10,000 candidates all over the world to their own virtual career fairs.

If you are not ready for that big move, you can look to join a diversity-focused virtual career fair.

Here are some good places to start:

  • CareerEco is a virtual recruiting platform and talent community for job seekers, prospective graduate students, academic institutions, and employers. Its iconic event is the Bender Virtual Career Fair, which provides an opportunity for employers and job seekers with disabilities to connect online. Past virtual career fairs have included over 1000 registrants from all over the U.S.
  • Gettinghired is an online service organization focused on creating employment opportunities for job seekers with disabilities. This organization also hosts virtual career fairs that connect employers with job seekers.
  • Veteran Recruiting is the global leader in virtual career fairs for the military community. In the past, Veteran Recruiting virtual career fairs have helped more than 120,000 veterans find meaningful employment after their military career has ended. Many big corporations have participated in these career fairs, including Accenture, Apple, Aramark, Exelon, First Data, JPMorgan Chase & Co., Lowe's, Pfizer, Travelers, Verizon, and Wells Fargo.

You can download Masterlist of US Career Fairs 2018 here to prepare more for your upcoming recruiting seasons this year.

Diversity Recruiting Sources: Colleges and universities

Incorporate diversity recruiting in your campus recruiting strategy by adding schools with diverse study body that represent underrepresented students to your criteria during your school selection process.

According to NACE, the two most common sources for diverse recruiting among employers are Historically Black College and Universities (HBCUs) and Hispanic Serving Institutions \(HSIs). Target and build strategic partnerships with schools that serve predominantly minority populations with diverse recruiting to boost your diversity recruiting return on investment (ROI).

Look to schools like these top colleges and universities for diversity when recruiting and sourcing underrepresented students:

School

Diversity Index

Andrews University

Berrien Springs, MI

0.75

Rutgers University--Newark

Newark, NJ

0.75

University of Nevada--Las Vegas

Las Vegas, NV

0.75

Stanford University

Stanford, CA

0.74

University of Houston

Houston, TX

0.74

San Francisco State University

San Francisco, CA

0.73

University of Hawaii--Manoa

Honolulu, HI

0.73

University of San Francisco

San Francisco, CA

0.73

University of California--Santa Cruz

Santa Cruz, CA

0.72

University of Illinois--Chicago

Chicago, IL

0.72


Source: 2018 Campus Ethnic Diversity at National Universities



Diversity Recruiting Sources: Magazines/journals

You can use these resources to augment your advertisements in key journals of specific disciplines and in general academic publications. Although women and members of minority groups will certainly see your advertisements in the standard journals for your field, you can increase the likelihood that they will apply for your open positions by also advertising in publications for women and minorities.

Below are some magazines and journals which could help you boost up your diversity recruiting:

  • INSIGHT into Diversity: INSIGHT into Diversity, formerly the Affirmative Action Register, aims to connect "professionals with institutions and businesses that embrace a workforce that reflects our world." Their free magazine and online recruitment site serves employers and job seekers in the fields of "higher education, healthcare, government, and business."
  • AWIS — Association for Women in Science: “Dedicated to achieving equity and full participation for all women in science, technology, engineering and mathematics," AWIS provides an online job bank in which employers can list job openings and view posted résumés. Job announcements can also be advertised in the AWIS Magazine.
  • Journal of Blacks in Higher Education: "The Journal of Blacks in Higher Education is dedicated to the conscientious investigation of the status and prospects for African Americans in higher education." Employers may post job openings online or advertise in the print edition of the journal.
  • Women in Higher Education: Women in Higher Education is a monthly news journal that focuses on issues of gender in higher education. It reaches "thousands of talented women leaders on campuses all over the USA, Canada, and worldwide on the internet." Employers can list position openings in the print and/or online editions.


6. Diversity Recruiting Best Practices

So far in this blog post on improving diversity in your business, we’ve looked at different types of diversity, we’ve examined several key benefits of workplace diversity, and we’ve taken some errors into consideration on the way achieving diversity in the workplace. Now let’s look at some best practices by other companies, but every business is different, and you may need to make adjustments to fit your own particular circumstances.

Get Executive Sponsorship for Diversity Recruiting

In companies that are best in class for diversity and inclusion, executive sponsorship is critical for success. Sponsorship is a relatively recent idea first raised by economist and Columbia professor Sylvia Ann Hewlett and solidified in her 2013 book “Forget a Mentor, Find a Sponsor.” Hewlett is currently the CEO of the non-profit think tank Center for Talent Innovation and its research bears out the benefits of sponsorship. CTI found that both men and women with sponsors are more likely to ask for high-profile assignments, pay raises, and promotion. 70% of men and 68% of women with sponsors felt more satisfied with their career advancement, in comparison with 57% of both men and women with no sponsors. Even more encouraging is that minority employees with sponsors were 65% more satisfied than non-sponsored ones.

Set Clear Budget Supporting Diversity Recruiting Initiatives

Plan budget allocation for your diversity recruitment in advance, so you can create as many connections as possible during the whole of recruitment season, maximizing ROI while making sure that you will stay within the limits of your budget.

Calculating basic recruitment costs may include:

  • Job boards or aggregators: Which job boards do you use? Assemble results from regional, industry-specific job boards and find out which boards worked well for which locations and positions. Based on the volume of hires from the boards and aggregators used in the past, you can estimate what your expenses will be in the next coming year.
  • Staff and Resources: Internal recruiters’ salaries are included in the cost, as are committed sourcing or research teams or any recruitment agencies you may work with.
  • Recruiting advertisement: Everything from events to career sites and social media ads fall into this category, whether specific, like employer branding initiatives or more general employer branding. As with job boards, take note of which tactics worked well in years past. For example, a costly employee review campaign may have netted a higher flow of applicants, while a cheaper jobs RSS feed got little to no results. If you use a branding agency to create swag, videos, microsites or printed materials, factor in these costs as well.
  • Recruiting Tools \(e.g. sourcing, screening, ATS, CRM): Chances are the technology or services your organization relies on to find, connect with and manage candidates come with associated costs. Typically technology has a yearly or monthly baseline charge that will be unchanged. However, additional costs can accrue from increased usage or services. Be sure to understand the terms and conditions of your tools and set aside a portion of your funds should overage fees be incurred. And take time to audit and evaluate your changing needs in regards to how tools are or aren’t fitting your needs.
  • Employee referral program: Many organizations offer their employees rewards for referring qualified candidates to their team. Even if the reward isn’t monetary, there are probably a few costs associated. Try to calculate those costs based on the number of referrals that were hired in previous years.

Use blind hiring

The goal of blind hiring is to judge prospects exclusively based on their abilities. In this regard, names, their alma maters, their previous companies, and so forth are important at all before making a decision about a potential candidate. Opinions about job candidates are greatly based on their demonstrated work and skills.

According to Victoria Lawes, Head of UK Resourcing at Deloitte, one of the biggest issues facing the UK right now is a lack of social mobility, which means that people from low-income families, regardless of their talent, or their hard work, do not have the same access to opportunities as those born into more privileged circumstances

So, in order to raise social mobility in Britain and to make sure the judgment about applicants are made on the basis of their own talent, Deloitte has decided to use blind hiring, hide the applicants’ school or university to their Hiring Managers. This helps ensure that the recruiters do not consciously or unconsciously bias those who attended a certain school or university, so that job offers are based on their present potential, not past personal circumstance. According to Lawes, she hopes that implementing this will lead to a more diverse team at Deloitte, and one with more “diversity of thought” and “diversity of ideas”.

Shape a Diversity Policy

A lot of job ads mention the company’s commitment to diversity, but when a candidate starts to research your company, they will find any mention of diversity in your mission statement or company values and see as leverage points to believe you.

So if diversity is truly important to you, make sure it is included in your company’s mission statement, values, “About” page, or public statement you make about who you are.

For example, Envato, the parent company of Tuts+, makes a strong statement about diversity as part of its core values:

We thrive when we champion diversity and inclusion. We make better decisions, we’re stronger and happier, and it’s the right thing to do. It is our responsibility and privilege to be somewhere talented, value-driven people thrive. We are welcoming, respectful and supportive at work, on our sites, and in our community.

Encourage Referrals from Diverse Groups of Employees

An employee referral program is another effective tool in your recruitment. By encouraging your coworkers to refer their friends and contacts for available positions you’re sorely increasing your productivity and saving cost. And as social networks continue to grow in their reach, empowering your employees to introduce candidates becomes even more engaging.

Pinterest is an organization which never wants to stop encouraging their employees to refer great talent. So, to ensure more diversity from their employee referral program, Pinterest worked directly with their employees and challenged them to refer candidates from underrepresented backgrounds, starting with their engineering team. Over a 6-week period, the result was that Pinterest got a 24% increase in female referrals and a 55-time increase in the percentage of referred candidates from underrepresented ethnic backgrounds.


Diverse groups of employees can help increase the diverse candidate rate in recruiting


Pass Equal Pay Law

Valuing employees by ensuring equal pay for equal work should be an important element in a company’s hiring and retention strategies. However, women continue to earn less than men for work of equal value and the existing gender pay gap intimidates to slow down efforts to achieve gender equality in the workplace. And when it came to doing something to close the pay gap, Salesforce CEO, Marc Benioff, had a radical solution: If a woman working at his company was making less money than a man for a similar role, he would simply start paying her more. Salesforce has spent nearly $3 million dollars to eliminate statistically significant differences in pay. Salesforce also increased opportunities through the High-Potential Leadership Program, which is designed to provide women with leadership skills in the workplace. The program has led to a 33% increase in the number of women who were promoted last year.

Carrying out Formal Programs

If you aspire to get true diversity, sometimes a formal program focusing on supporting a particular group can help.

For example, financial firm TIAA launched its Fruits of Employment disability program in 2008, while Walgreens built a disability-friendly warehouse in which roughly half of the staff has a disability. It is now the company’s safest, most productive warehouse.

We are now firmly out of the realm of quick fixes. To build a successful strategy you will need to do a whole lot of research into your area of consideration, and you may have to invest significant sums of money into making the necessary changes and formulating the strategy. But if it works smoothly, it can pay off amply.


To get true diversity, a formal program focusing on supporting a particular group can help


Create an Inclusive Environment

Senior executives have found that a diverse workforce powered by voices of people from different backgrounds, personalities, and thinking styles are of great importance to the global workplace. It is getting more important to create environments where all people are encouraged to draw upon their unique experiences, perspectives, and backgrounds to advance business goals. To achieve this in a global work setting, it’s crucial to employ effective global communication and training efforts.

Healthcare provider Johnson & Johnson, for example, realized that to achieve global diversity, it needed culturally appropriate efforts launched for every region. The company did find it hard to combine its diversity efforts in the United States and Europe, so it carried out its first-ever live video conference on mutual perceptions, diversity, and respect. Clients and employees reported increased productivity, and over 100 survey participants reported the conference was the most valuable training they had ever experienced.

Looking into the example, it’s clear that some of the top organizations around the world have set an example for diverse and inclusive global work environments

Read more about: Increase the Diversity in Your Campus Recruiting Program




7. Diversity Recruiting Tips

To ensure the selection of diverse candidates, HR policies and practices should be reviewed carefully to identify opportunities and challenges for improvement. Working towards increased and enhanced workplace diversity is now not difficult or complicated with some tips below to help.

Diversity Recruiting Tips: Work on Your Job Postings

Employers rarely realize every job posting is part of their employer brand. A CareerBuilder survey found that a bad job posting is one of the most important factors that cause recruiters to have a negative perception of a company. This means your job posting should be considered a part of your recruitment marketing.

If your goal is to increase your diversity recruitment, research has found that the language used in your job description makes a difference. For example, to attract more female candidates, you should avoid using too many “masculine-type” words (e.g., ambitious, dominant, challenging) in your job description because they tend to put women off. Instead, you should include more “feminine-type” words (e.g., committed, trust, dependable).

A Software Advice survey found that 51 percent of job applicants are more attracted to a company with job postings containing images and videos. An easy way to show the company’s diverse workforce you pursue to achieve – is through a media-rich company page with images and videos that reveal your company culture, your leadership, and your top performers.


Job postings containing images and videos are can attract diverse candidates


Diversity Recruiting Tips: Recruiting from Diversity Career Fairs

Many companies already understand the value of a diverse workplace and, as such, are participating in career fairs that target select segments of the population. Diversity career fairs offer opportunities to reach out to candidates from various racial and ethnic backgrounds. By participating in these types of events, your organization can take the initiative in diversifying its workforce.

However, to stand out in a career fair, you must bear in mind the help of technology. Not only will new technological tools boost up your recruiting process, but the company brand becomes more modern and professional in recruiting. Today’s tech-savvy students want to work with companies that are up-to-date with modern technology.

You can take a look at 4 cool technologies to accelerate your campus recruiting process to get more ideas. Tools such as Rakuna Recruit will absolutely help your organization make such a great impression on diverse candidates.

Diversity Recruiting Tips: Develop Workplace Policies Consistent With Diversity Recruitment Goals

Another easy way to improve your diversity recruitment is to provide the workplace policies that are most attractive to diverse candidates.

A PwC survey found that millennial value work/life balance more than older generations. McKinsey found that the top workplace policy that women are attracted to is a flexible schedule. Research has found a strong predictor that someone will quit their job is a long commute, and distance from downtown office locations is often correlated with more diverse neighborhoods.

By offering flexibility such as work from home options and flexible work hours, you not only attract more diverse candidates but also prevent expensive turnover.

Diversity Recruiting Tips: Carry out a Pre-Hire Assessment

A valid and reliable pre-hire assessment is a great unbiased tool for measuring candidates’ personalities, knowledge, and skills.

Personality assessments in particular work to increase workplace diversity because they do not have an adverse impact (i.e., scores don’t differ for minority group members). A study found that companies that use personality assessments in their recruitment processes had more fundamentally diverse workforces.

Diversity Recruiting Tips: Organize Diversity Employee Groups Which Can Become Driving Force for Diversity Recruiting

Hiring through referrals can be a bottleneck for diversity hiring because, in general, people’s networks are made up of people who are similar to them demographically.

You can, however, use this “similarity attracts” effect to your benefits by encouraging referrals from a more diverse group of employees. This way, you gain all the benefits of hiring from referrals with the added bonus of improving your diversity recruitment at the same time.


Referrals can be a bottleneck for diversity recruiting strategy


Diversity Recruiting Tips: Strategically Build Your Candidate Pipeline

It is found that when the final candidate pool holds only one candidate from a demographic minority group, that candidate has virtually no chance of getting hired.

A “two in the pool” effect, on the other hand, dramatically increases the chances of a woman or person of color being hired. If there are at least two women in the final candidate pool, the odds of hiring a woman are 79 times greater. If there are least two people of color in the final candidate pool, the odds of hiring a person of color are 194 times greater.

Diversity Recruiting Tips: Implement Apps and Software

New technology that automates shortlisting increases diversity recruitment by replacing manual resume-screening with a system that objectively and consistently applies shortlisting criteria across all candidates.

Shortlisting software lives inside your ATS and uses your existing resume database to learn about employees’ experiences, educations, and other traits and applies this criterion to new applicants in order to rank and shortlist the strongest candidates, free from human biases.


Don’t forget to utilizing apps and software in diversity recruiting



8. Rakuna Recruit



Rakuna is the campus recruiting platform redefining how top employers recruit young people. The Rakuna Platform includes Rakuna Recruit, the simplest mobile app for career fairs and recruiting events, and Rakuna Recruit Dashboard, the candidate relationship management dashboard for campus recruiting. We are how companies hire millennials.

  • With Rakuna Recruit Mobile app, recruiters can capture prospective candidates’ information instantly at the point of contact, utilize a customized evaluation form to gather additional data, and rate candidates immediately as the conversation with candidates happen. Unlike check-in solutions, Rakuna Recruit allows recruiters to be 100% engaging with candidates while collecting required information at fingertips.
  • With Rakuna Recruit Dashboard, recruiters can dive deep into metrics reports, design evaluation forms, collaborate with hiring managers and recruiting team, and customize automated follow-up emails to candidates to improve candidate relationship management.

To learn more, visit: http://www.rakuna.co