Equal Opportunity Hiring Tool

Break free of keyword constraints and supercharge your recruiting team. Get in-depth and insightful candidate data to instantly source, score, and rank top talent.

image shows diverse group of people, underscoring the company's commitment to diversity, equity and inclusion.

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

Single source of truth

Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

In-depth analysis

Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

Equal Opportunity Hiring Tool

An equal opportunity hiring tool is a great way to ensure that your business follows all the necessary steps to provide equal opportunity employment. This tool can help you keep track of your recruitment and selection processes and identify any potential areas where discrimination occurs. An equal opportunity hiring tool is also a great way to develop an equal opportunity policy for your business.

An equal opportunity hiring tool will involve the following steps:

  • Identify your specific equal opportunity goals. These goals should address recruitment, selection, promotions, and discipline or termination of employees. The equal opportunity hiring tool can help you develop a standard equal opportunity policy for your business.
  • Identify all the essential functions in your company so that equal employment opportunities are provided to qualified individuals with disabilities who can perform these functions. This equal opportunity hiring tool will help you identify barriers that may prevent qualified individuals with disabilities from obtaining equal employment opportunities.
  • Review your company’s recruitment and selection processes to ensure that no areas of discrimination are taking place. The equal opportunity hiring tool can help you identify any potential discriminatory practices during the recruitment and selection process. This will help ensure that all candidates are considered for employment equally.
  • Evaluate your company’s training and development programs to identify any areas of discrimination. This equal opportunity hiring tool will help you develop an equal opportunity policy for your business that is effective and compliant with all applicable laws.

When using an equal opportunity hiring tool to understand what you’re working towards, it’s important to have specific equal opportunity goals. The tools’ primary purpose is to provide equal employment opportunities throughout your business, so measuring the tool’s success won’t be easy if you don’t have specific goals.

When using an equal opportunity hiring tool, it’s important to keep in mind that it should be used as a guide to help you identify any potential areas of discrimination. The tool should not be used as a substitute for legal advice, and businesses should always seek legal counsel when developing an equal opportunity hiring policy.

Equal Opportunity Hiring Practices

Creating equal opportunity hiring practices is essential in any organization, but it is not easy to know where to start. One great tool for organizations looking to create equal opportunity hiring policies is the Equal Opportunity Hiring Tool. Developed by the United States Department of Labor, the Equal Opportunity Hiring Tool is a comprehensive guide covering all aspects of equal opportunity hiring, from recruiting and interviewing to training and retention.

The Equal Opportunity Hiring Tool is based on best practices from organizations that have successfully implemented equal opportunity hiring policies. The guide offers practical advice on identifying potential barriers to equal opportunity and strategies for overcoming them. It also includes sample forms and checklists to help organizations practice equal opportunity policies.

The Equal Opportunity Hiring Tool was designed to be a working document that organizations of all sizes and types can adapt. In addition, the equal opportunity hiring tool is free to download from the United States Department of Labor website.

Many organizations have found it challenging to enact equal opportunity hiring policies because they don’t know where to begin the process or assume they lack authority or resources. This equal opportunity hiring tool is a comprehensive guide for overcoming common hurdles in equal employment opportunities within an organization. Organizations will find this equal opportunity resource offers best practices gleaned from other successful companies and advice on avoiding potential problems before they occur. The equal opportunity guidance includes forms and checklists that outline how an organization can fully implement its equal opportunity policy.

Equal opportunity hiring is not only the law, but it can be good for business. Organizations that embrace equal opportunity practices enjoy a diverse and inclusive work environment that can lead to creativity and innovation. Implementing equal opportunity hiring policies may take some effort, but the benefits are well worth it.

The Equal Opportunity Hiring Tool is based on best practices from organizations that have successfully implemented equal opportunity hiring policies. The guide offers practical advice on identifying potential barriers to equal opportunity and strategies for overcoming them. It also includes sample forms checklists to help organizations practice equal opportunity policies.

Equal Opportunity Employment Act

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. The equal opportunity employment act was added to Title VII of the Civil Rights Act in 1972. It states that hiring practices that discriminate based on arbitrary discrimination are prohibited under federal law.

In March 2010, President Obama issued a presidential memorandum directing the Secretary of Labor to modernize equal opportunity laws for federal contractors and create an equal opportunity compliance tool for federal agencies.

The Department of Labor implemented a new equal opportunity hiring tool in July 2011. The purpose of this tool is to help government contractors comply with equal employment opportunity requirements during their hiring process.

The equal opportunity hiring tool is a web-based application that government contractors can use to create and manage their equal opportunity programs. It includes self-assessment tools, compliance resources, and an online library of equal opportunity case law and guidance documents.

The tool also provides access to online training courses on equal employment opportunity law and best practices for implementing an effective equal opportunity program.

Government contractors that use the equal opportunity hiring tool are more likely to comply with equal employment opportunity requirements. In addition, using the tool can help contractors avoid legal penalties for violating equal opportunity laws.

Hiring Discrimination

Despite laws to protect employees from discrimination during the hiring process, it still happens. This is why equal opportunity hiring tools are so important. They help ensure that all applicants are given an equal chance at the job, regardless of their gender, race, or religion.

There are a number of different equal opportunity hiring tools available, but the most common is probably the employment application itself. This document allows employers to collect information about potential employees and compare it against pre-determined criteria. If an applicant meets these criteria, they are then given further consideration for the position.

Other equal opportunity hiring tools include:

  • The interview process
  • Background checks
  • References

These tools can help employers determine whether or not an applicant is the best fit for the job. However, they can also discriminate against certain groups of people. This is why it is so important to use equal opportunity hiring tools fair and unbiased.

There are a number of benefits to using equal opportunity hiring tools. First, it helps to ensure that all employees are treated fairly and equally. It also eliminates the possibility of discrimination during the hiring process. Finally, it can help to improve employee morale and productivity.

Types of Hiring Biases by Category

Several types of hiring biases can prevent job seekers from getting hired. These hiring biases may be conscious or unconscious, and they occur when hiring managers make employment decisions based on personal feelings rather than job-related qualifications.

Hiring bias can occur in different stages of the hiring process. Here are some common types of hiring biases based on category:

  1. Decision-making – hiring bias occurs when hiring managers make an employment decision based on personal feelings rather than job-related skills, knowledge, or experience.
  2. Employment sources – hiring bias occurs when employers give certain types of potential employees preferential treatment over others. For example, an employer might hire people who live nearby over people who live in another city.
  3. Hiring methods – hiring bias occurs when hiring managers repeatedly hire the same types of employees, regardless of individual qualifications. One hiring manager might hire people with a particular education or skill set, while another might only hire recent graduates from local universities.
  4. Employment factors – hiring bias occurs when hiring managers base employment decisions on physical characteristics such as race, sex, age, or weight rather than just focusing on job-related factors. For example, an employer may not consider hiring an overweight person to work in an office environment because they are afraid customers will run away if greeted by someone who does not meet society’s standard for attractiveness.
  5. Employment setting – hiring bias occurs when hiring managers make employment decisions based on the surroundings of the hiring process rather than hiring for job-related skills.
  6. Stereotyping – hiring bias that occurs when hiring managers judge potential employees by stereotypes or preconceived notions about their race, gender, age, or other demographics rather than their qualifications for the job.
  7. Referral hiring – hiring bias occurs when hiring managers only consider candidates current employees refer. This hiring bias can often lead to nepotism or the hiring of friends and family members over more qualified candidates.
  8. Bias in resumes and applications – hiring bias occurs when hiring managers discriminate against potential employees based on information included in their resumes or job applications.
  9. Interview bias – hiring bias that occurs when hiring managers ask questions or make comments during interviews that are not job-related. This hiring bias can often lead to hiring decisions based on personal feelings about the potential employee rather than their qualifications for the job.
  10. Follow-up bias – hiring bias that occurs when hiring managers do not follow up with all candidates after the interview process is complete. This hiring bias can often make hiring decisions based on who the hiring manager liked better rather than who was more qualified for the job.

Employers should be aware of these types of hiring biases to avoid them when making employment decisions. Hiring bias can be challenging to identify, but by being aware of the different types, employers can ensure that they are hiring the most qualified candidates, regardless of their personal preferences or biases.

Equality of Outcome and Equality of Opportunity

These two distinct concepts are often confused: equality of outcome and equality of opportunity. Equality of outcome is when everyone in a society has the same amount, whether wealth, status, or any other measure. Equality of opportunity is when everyone has an equal chance to achieve the same outcomes, regardless of their starting point in life. The United States strives for equality of opportunity while recognizing that equality of outcome is not achievable.

The concept of equality of opportunity is enshrined in the United States Constitution with the Equal Protection Clause. This clause states that no state shall “deny to any person within its jurisdiction the equal protection of the laws.” This prohibits discrimination on the basis of race, color, national origin, sex, or religion.

The Equal Protection Clause was extended in the United States Supreme Court case of Griggs v. Duke Power Co. to cover equality of opportunity regarding employment, even if employers or job recruiters took no discriminatory actions. The test set forth, in that case, established a baseline for equality of opportunity: “employment decisions must not be based on an applicant’s race, color, religion, sex, or national origin.”

Equality of outcome has never become law in the United States due to issues it could raise economically and socially. If equality of outcome were achieved, people who work more difficult jobs would receive the same compensation as those whose jobs are less demanding. This would result in some people choosing to act less productively, knowing they would still receive the same rewards as those who work harder. It could also lead to resentment among people who feel they have worked harder than others for the same result.

The concept of equality of opportunity is important in the United States because it provides a level playing field for all citizens. No one is given an unfair advantage or disadvantage due to their race, color, national origin, sex, or religion. This allows everyone to achieve their potential and contribute to society to the best of their abilities. Promoting equality of opportunity is one way to create a more just society for all.

Equitable Hiring Tool

The goal of equal opportunity is to ensure that all individuals, regardless of their background or personal characteristics, have an equal chance to succeed in any given activity. This includes equal access to education, employment, and public services. To achieve equal opportunity in the workforce, employers must take steps to eliminate any barriers that may prevent qualified individuals from being hired.

One way to promote equal opportunity in hiring is to use a tool known as an “equitable hiring tool.” This tool helps employers assess the qualifications of job applicants and identify any barriers that may prevent them from being hired. It also provides information on removing these barriers and creating a more equitable workplace.

An equitable hiring tool can be used by employers at any stage of the hiring process, from recruiting to onboarding. It can be used to assess the qualifications of job applicants, identify any gaps in experience or education, and identify any potential barriers to employment.

The use of an equitable hiring tool can help employers create a more diverse and equitable workforce. It can also help employers meet their equal opportunity obligations and comply with anti-discrimination laws.

If you are an employer looking to promote equal opportunity in hiring, consider using an equitable hiring tool. There are many tools available online, and most are free to use. You can find the tool that best suits your needs with a bit of research.

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