At Entelo, we firmly believe diversity is the true foundation of all great companies. We also believe there is much more technology can do to help organizations build this foundation. That’s why we spent countless hours interviewing recruiters, picking the brains of industry leaders, and facilitating discussion panels to understand the biggest D&I challenges facing talent organizations. These conversations helped us to better identify the obstacles keeping recruiting teams from reaching their D&I goals and ultimately develop new functionality to solve for these pain points.
Today we are excited to announce four new additions to Entelo’s diversity toolkit: Diverse Pipeline Reports, Diversity Highlights, Inclusive Language Insights, and Peer-Based Skills.
Tech companies have been in hot water lately for their treatment of women, and industry thought leaders like Sheryl Sandberg, Emily Chang and others have weighed in on the tremendous gender disparity problems in Silicon Valley. But as so many of us call for equality on International Women’s Day, plenty of labor institutions will make statements and predictions about the gender gap in our U.S. workforce. But who really knows how big the gaps are and what it will take to fill them?
As if finding the perfect candidate wasn’t daunting enough, recruiters are often faced with the task of specifying their ideal candidate through confusing and time-consuming search queries. Countless articles are devoted to proper Boolean searches for recruiting, yet we hear from many sourcing professionals who are fed up with the hoops they have to jump through to find that diamond candidate in the rough.
So, we made it easier. Entelo is shaping the future of recruiting automation by offering Boolean Builder, a Boolean-building assistant that automates manual parts of the sourcing process by instantly generating a search string and uses AI to suggest skills relevant to the job title.
Diversity hiring should not be controversial. Beyond being the right thing to do, McKinsey research indicates there are strong business reasons to focus on hiring candidates from different backgrounds and building diverse teams. People from different backgrounds bring unique perspectives and contribute to enhancing team creativity and balance, which can reduce groupthink and enhance problem solving. For the most part, many organizations are bought in on this and have deployed resources toward diversity hiring initiatives. So, the question remains, why aren’t workforces more diverse?