How to meaningfully improve diversity & inclusion and application metrics
We help companies to uncover the data needed to build the diversity of their pipeline, use their flexible working environment to improve inclusivity, and improve their hiring processes
1st Mar 2021
Diversity & Inclusion Data
It's not easy to build a diverse pipeline of candidates, but it is the most important step towards creating initiatives that make a meaningful impact on Diversity & Inclusion.
We help companies to understand who they are appealing to by providing a breakdown of anonymised diversity data for all of their Flexa applicants. We then provide insights on whether this is below or above average for our platform, and can make suggestions on how to improve breadth of appeal. It could be as simple as making a one-word change in a title, or choosing to lay out your job description a bit differently.
An example of the anonymised data we provide
Application ratios and continuous improvement
Some jobs absolutely fly and others can be slower on the application front. However, this isn't always because they're more specific roles, or fewer people are seeing them. Sometimes we see roles that get thousands of views and only a few applications whereas others get thousands of views, and hundreds of applications. This is often down to a few key factors; the way that a JD is written, the title, the balance of what's in it for us versus what's in it for you, and how the company comes across.