Why Diversity Hiring is Important

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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

Why Diversity Hiring is Important

Hiring for diversity is important for organizations for three main reasons: talent acquisition, talent retention, and company image.

Talent Acquisition refers to the process of attracting talent through proactive recruiting efforts. The talent acquired by an organization is often raw – organizations may not have exposed that talent to the culture or values of the hiring organization yet. Talent acquisition has become more critical than ever in the talent-driven world.

Organizations should strive to attract talent that reflects the diversity of the society they serve – this is important because it helps attract talent who may not have considered working for your organization otherwise. Additionally, talent acquisition is a vital talent management function that captures talent at its earliest stages. Attracting diverse talent can help companies create a talent-friendly culture and ensure the talent they hire will feel like their diversity is welcomed.

Furthermore, hiring for diversity allows an organization to tap into a wider talent pool; this is important because talent acquisition leaders should focus on talent – not quotas. Diversity hiring helps talent-driven organizations build a talent base that is diverse enough to meet the needs of the organization’s customer base.

Challenges of Diversity in the Workplace

Talent acquisition diversity hiring also benefits an organization, such as attracting and recruiting talented employees motivated by values alignment and talent and skill set. Through talent acquisition diversity hiring, talent-driven organizations can build talent pipelines to ensure talent acquisition has access to a diverse talent pool and talent base for the long term.

Diversity hiring is important because it allows organizations to hire employees that will fit into their current culture and work environment; this benefits both the organization and the talent. Diversity hiring enables talent managers to ensure talent acquisition aligns with talent culture and climate through diversity hiring practices that create talent-driven organizational cultures.

Diversity hiring provides talent-driven organizations with diverse talent pools, talent pipelines, and talent bases – all of which benefit talent acquisition efforts in acquiring a range of talent with various skill sets and talent preferences. This helps both talent acquisition and its customer base because it gives them access to a broader talent range.

Organizations that work towards diversity hiring practices also benefit from expanding their talent outreach efforts – building out their networks, which helps companies develop talent pipelines by making connections with talent acquisition may not have had access to otherwise. Additionally, talent acquisition can benefit talent-driven organizations through talent management diversity hiring practices that create talent-driven organizational cultures.

Talent Retention

Talent hiring is important for talent retention because it enables hiring managers to ensure that talent acquisition has access to a diverse talent pool and talent base for the long term.

Organizations should strive to attract talent that reflects the diversity of the society they serve – this is important because it helps attract talented employees who may not have considered working for the organization before. By hiring talent that reflects diverse hiring goals, hiring managers can ensure that their organizations maintain a talent-friendly culture.

Talent acquisition is also important for retention because it provides hiring managers with opportunities to attract motivated employees attracted to values alignment and talent and skill set. Additionally, hiring can help managers ensure that talent acquisition aligns with the organization’s culture and climate through hiring practices that create talent-driven organizational cultures. Furthermore, hiring helps to hire managers to attract talented employees from a diverse talent pool.

Talent hiring also has other benefits for an organization, such as hiring talent that will fit into the current culture and work environment – this benefits both hiring managers and the skill by allowing hiring managers to ensure that hiring practices align with hiring preferences through diversity hiring practices that create talent-driven organizational climates.

Minority Hiring Law

Minority hiring is important for organizations because it enables organizations to hire employees that will fit into the current culture and work environment; this benefits both the organization and talent. Diversity hiring allows talent managers to ensure that talent acquisition will align with talent culture through diversity hiring practices that create talent-driven organizational cultures.

Organizations should strive to attract minority talent from minority talent pools, minority talent pipelines, and minority talent bases – all of which benefit talent acquisition efforts in acquiring a range of minorities with various skillsets and minority preferences. This helps both talent acquisition and the organization’s customers base because it gives them access to a broader minority range.

Organizations that work towards minority hiring practices also benefit from expanding their talent outreach efforts – building out their networks, which helps companies develop minority pipelines by making connections with minority talent acquisition may not have had access to otherwise. Additionally, talent acquisition can benefit minority-driven organizations through minority management diversity hiring practices that create minority-driven organization cultures.

Organizations should implement minority hiring law because it enables them to hire minority employees who will fit into the current culture and work environment, as well as minority talent acquisition can benefit minority-driven organizations by expanding their talent outreach efforts through diversity hiring practices that create minority-driven organizational climates. Finally, minority hiring law benefits minority-driven organizations by helping them build minority pipelines and minority talent pools and bases through diversity hiring practices that create minority-driven organizational climates.

Advantages and Disadvantages of Diversity in the Workplace

Organizations should hire a diverse workforce because it allows for a broader range of ideas and diverse hiring practices that create talent-driven organizational cultures. Various employees bring different perspectives and varied experiences, which help organizations serve their client base better by increasing the number of unique views available to decision-makers. Additionally, diversity hiring benefits the organization by distinguishing its brand from competitors whose employees are not as diverse.

Additionally, organizations should strive to hire a diverse workforce because diverse hiring practices create talent-driven organizational climates. Various employees benefit the organization’s culture by adding new points of view and encouraging different ways of thinking, which creates an environment that is more tolerant and accepting of differences in workplace approaches. Employees are often more engaged and committed to organizations with a healthy organizational climate, which allows them to be productive members of the organization’s workforce.

On the other hand, diverse hiring practices that create talent-driven organizational cultures can lead to conflict within teams. This results in varied experiences that may have led to different assumptions and approaches to problems. A homogenous culture is beneficial for teamwork because it reduces conflict and increases efficiency, allowing teams to work together more effectively and successfully than diverse groups that lack cohesiveness.

Additionally, diverse hiring practices create talent-driven organizational climates that can result in miscommunication. Different cultural backgrounds can lead other people to perceive the same behavior or event in different ways. This can lead to miscommunication, which can clog up decision-making processes and reduce productivity.

Organizations that don’t hire a diverse workforce are missing out on advantages that diversity brings to the organization’s talent strategy, such as access to unique points of view and new thinking approaches that diversity hiring practices create talent-driven organizational cultures. Additionally, organizations that don’t hire a diverse workforce will miss out on the advantages of diversity, such as distinguishing their brand from competitors whose employees are not as diverse and creating an environment that builds trust with clients who may feel more comfortable working with a diversity-driven organization.

Benefits of Hiring a Diverse Workforce

As diversity hiring practices create talent-driven organizational cultures, diversity benefits organizations by increasing the number of unique perspectives available to decision-makers. Diverse employees bring a more comprehensive range of backgrounds and experiences to connect with those from different cultural backgrounds. These relationships can help organizations solve problems by providing input from a wide range of opinions and expertise.

Additionally, diversity benefits the organization’s brand by distinguishing it from competitors whose employees may be less diverse. By hiring a more diverse workforce, organizations can attract new clients and distinguish themselves in the marketplace as an employer of choice.

Diversity benefits organizations by creating an environment that builds trust with clients who may feel more comfortable working with diversity-driven organizations.

Organizations that don’t hire a diversity of employees miss out on all these benefits and may ultimately face disadvantages when competing with diversity-driven organizations in the labor market. If organizations do not seek diverse employment opportunities, they risk losing corporate clients to competitors whose workforce diversity is more attractive and engaging.

Diversity and Inclusion in Recruitment

Including diversity hiring practices in recruitment can create talent-driven organizational cultures that increase diversity and inclusion throughout the talent pipeline. Talent acquisition teams should take steps to hire a diverse workforce, especially for positions leading diversity efforts. However, creating a process of diversity hiring practices requires more than just recruiting various candidates; leaders must prioritize a variety of thought and perspectives, and diversity hiring practices should become an organizational value.

By creating diverse hiring practices, Talent Acquisition leaders ensure diversity of thought throughout the talent pipeline. This provides variety at all levels of the organization and makes diversity part of the company culture.

When organizations create diversity hiring practices, it increases diversity across all levels of employment within their organization. This ensures diversity of thought and perspective at all levels, leading to a more diverse workforce.

Since diversity hiring practices increase diversity throughout the organization, talented individuals from different backgrounds are attracted to the company’s recruitment advertising and their overall presence in online job boards. In turn, this can increase diversity hiring practices by increasing the volume of highly-qualified diverse candidates.

Diversity hiring practices within recruitment can include inclusion and diversity in the job descriptions for different positions within the organization. Including diversity statements in job postings creates variety throughout the recruitment and new applicant pools and makes diversity part of company culture.

Diversity and Belonging Company Culture

By creating diverse hiring practices, diversity is a part of company culture, and diversity-driven employees become a competitive advantage. Leaders can also include diversity in recruitment by supporting diverse career fairs and hosting diversity internships or fellowships. These opportunities attract diverse candidates from around the nation to your organization’s employment website, increasing diversity within the talent pipeline. Organizations can also create diversity opportunities by diversifying their recruitment strategy to include diversity scholarships and diversity meetups. Adding diversity statements to job postings, diversity-specific outreach on social media, and diversity career fairs are examples of diversity hiring practices that attract more diverse candidates.

Diversity hiring practices can begin with including diversity in the job descriptions for different positions within the organization. This is especially important when diversity hiring practices are targeted toward diversity-driven organizations, such as non-profit organizations or diversity-specific not-for-profit organizations.

Companies can expand diversity hiring practices in recruitment with diversity career fairs and diversity internships or fellowships. These opportunities attract diverse candidates from around the nation to an organization’s employment website, increasing diversity within the talent pipeline.

Organizations can also create diversity opportunities by diversifying their recruitment strategy to include diversity scholarships and diversity meetups. Adding diversity statements to job postings, diversity-specific outreach on social media, and diversity career fairs are examples of diversity hiring practices that attract more diverse candidates.

Diversity hiring practices throughout the talent pipeline ensure diversity at all levels of an organization, and diversity hiring practices become an organizational value. Diversity is a competitive advantage that leads to diversity hiring practices, which increase diversity within the talent pipeline and organization-wide.

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