Workplace Diversity Selection

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Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

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by 85%

Spend time connecting, not screening

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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.

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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%.

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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.

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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.

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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.

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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.

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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.

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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

Workplace Diversity Selection

Workplace diversity has been a hot topic in the workforce for years. And if we continue to look at workforce statistics, we will see the problem only getting worse. But what is workplace diversity, and why does it matter? Workplace diversity is defined as a workforce consisting of several different individuals. According to the Workplace Diversity Selection Assessment, there are seven different types of diversity:

  • Age
  • Disability
  • Ethnicity
  • Gender Identity
  • Nationality
  • Race
  • Religion

Diversity is important in the workforce because it allows for different perspectives, leading to better problem-solving. When an organization has a diverse workforce, it can connect with a more extensive customer base. Businesses need to have employees that reflect the diversity of their customers to meet the needs of their customers.

When looking at workforce statistics, it is easy to see that the workforce is becoming more diverse. According to the U.S. Bureau of Labor Statistics, “In 2016, the labor force consisted of 158.6 million people, of whom 66.1 percent were white non-Hispanics, 11.6 percent were black non-Hispanics, 5.8 percent were Hispanic or Latino workers, and 5.3 percent were Asian or Pacific Islander workers.”

As the workforce becomes more diverse, businesses need to select employees that reflect their workforce’s diversity. The Workplace Diversity Selection Assessment can help organizations identify the seven types of diversity and provide tips on selecting employees that reflect this diversity.

“To meet the needs of our diverse workforce, we will need to recruit experienced diverse candidates.” This statement demonstrates the importance of workforce diversity. It highlights why organizations should strive for a workforce of different individuals. It also highlights the issues that many organizations currently face in workforce recruitment.

This illustrates just how quickly workforce diversity is growing. As workforce growth continues to impact workforce statistics, it becomes increasingly essential for organizations to take steps towards workforce diversity management.

When different individuals work together, it allows for a better understanding between the customer and the organization. This is because everyone is not coming from the same perspective. Therefore they may understand certain aspects of customer service or communication that others do not.

When different individuals work together, there is an increased chance for creativity and innovation. This is because each individual brings a unique perspective that can be used to brainstorm new ideas.

The workplace diversity selection assessment is an important tool for organizations that want to ensure that they are selecting employees that reflect workforce diversity. This assessment provides detailed information on the seven types of workforce diversity. It suggests recruiting individuals who have demonstrated these values. As workforce demographics continue to change, businesses need to take steps towards workforce diversity management. The workplace diversity selection assessment can help organizations identify the seven types of diversity and provide tips on selecting employees that reflect this diversity.

Diversity Hiring and Discrimination

Discrimination in the workforce is nothing new. However, workforce diversity has become more apparent and more problematic. There are many ways to discriminate against employees in the workforce, but one of the most common is hiring practices. Hiring managers may unknowingly or purposely discriminate against certain groups of people during the selection process. This can be done by using certain words or phrases when describing candidates or including or excluding certain types of people from the applicant pool.

Some employers may feel that they need to hire a diverse workforce to meet government regulations or reflect their customer base’s makeup. However, this should not be done at the expense of good business practices. It is important to find the best candidates for the job, regardless of their background or ethnicity.

There are several ways to ensure that your workforce selection process is fair and unbiased. One way is to use a diversity hiring questionnaire. This questionnaire can help you assess your workplace and identify areas where you may be discriminating against certain groups of people. It can also help you develop a plan to address any discrimination issues that may be present in your workplace.

How To Recruit a Diverse Workforce

When it comes to workforce diversity, many organizations struggle with how to go about selecting the right candidates. Often, companies rely on their gut feeling or personal biases when choosing new employees. However, with a little bit of planning and forethought, you can easily create a recruitment process that will help you identify the best diverse candidates for your organization.

The first step is to develop a clear understanding of what diversity means to your company. Workforce diversity encompasses various characteristics, including race, gender, religion, age, and disability status. It’s essential to identify which groups are underrepresented in your workforce and target those populations in your recruitment efforts.

Next, you need to create job descriptions that include all diverse groups. Make sure your descriptions are well-written, factual, and easy to understand by eliminating industry jargon.

Once you have a workforce diversity plan and your positions accurately described, it is time to identify recruitment resources that will help attract diverse candidates. Internet job boards only carry generic online applications; they do not cater to workforce diversity candidates like minorities or veterans. You may wish to consider partnering with diversity-focused job boards or social media groups to reach a more qualified and diverse pool of applicants.

Finally, make sure your company offers equal opportunity for all employees. This means ensuring that your hiring decisions are based on qualifications and experience only and that all employees are given the same opportunities for advancement and development. Promote a workplace culture that values diversity and encourages open communication.

Why Diversity Hiring Is Important

Workforce recruitment must represent the population they serve to create completely unbiased decisions. Suppose workforce diversity selection processes are not standardized. In that case, workforce demographics will be skewed over time, and bias could become an integral part of workforce decision-making. This would be unfair to all parties involved, including clients, employers hiring new employees for service provision (such as hospitals, retail outlets), and customers who might also represent a diverse group. As workforce diversity selection becomes more regulated, its workers from all backgrounds will begin to feel valued within society as a whole, rather than feeling like an afterthought or fulfilling a tokenistic role.

Diversity in the workplace should be embraced, not avoided. People tend to hire others they feel comfortable with and often have similar cultural or ethnic backgrounds. This is due to how we perceive people who are different from ourselves almost immediately when we first meet them. This can create a barrier between some working groups. Some members may not feel included or appreciated for their input, even if it might be helpful (socially or professionally). These issues can become more prevalent within workforce diversity selection processes if there is no standardization of workforce recruitment.

Having reliable workforce diversity standards means that new employees’ differences will contribute to workforce diversity rather than workforce demographics being influenced by individuals’ views on diversity. It is essential to have workforce diversity selection standards that everyone involved in the recruitment process understands and agrees to so that no individual can skew workforce demographics by implementing their personal beliefs into the recruitment process.

There are many benefits to having a diverse workforce. These benefits may include improved problem-solving abilities, increased creativity, better customer service, and more significant innovation. For an organization to reap the benefits of a diverse workforce, however, it is vital that all employees feel comfortable contributing their ideas and a sense of mutual respect amongst colleagues. Suppose an organization can create an environment where employees feel valued for their unique skills and backgrounds. In that case, they are well on their way to achieving the benefits of workforce diversity.

Diversity hiring is important because it ensures that all voices are heard in the workplace and that everyone has an opportunity to contribute their unique perspective. It also helps create a more inclusive and welcoming environment for employees from all backgrounds. By implementing workforce diversity selection standards, organizations can ensure that their workforce is representative of the population they serve, which ultimately leads to better decision-making and a more productive workforce.

Diversity and Inclusion Strategic Planning

The diversity and inclusion strategic planning process can help your workforce become more diverse and inclusive. The first step is to assess your current workforce and identify areas to make changes. You’ll develop a plan for recruiting, hiring, and retaining a diverse workforce.

One way to improve workforce diversity is to create a demand page for Workplace Diversity Selection. This will help you attract a more diverse pool of candidates. It will also help you identify qualified candidates who may not have otherwise considered your organization.

You can also include links to success stories, corporate videos, and other multimedia that will help showcase why diversity is important to you. You want potential applicants to understand the type of workforce they’ll be in if they join your organization. It will also give them a sense of what working for your organization looks like. It should be clear that diversity truly matters in your organization. This will attract more diverse talent looking for opportunities with organizations that care about workforce diversity and inclusion.

Workforce diversity has become increasingly important in recent years. Organizations realize that they need to have a workforce that reflects the diversity of the communities they serve. This is known as workforce diversity or inclusion.

There are many benefits to workforce diversity and inclusion. A diverse and inclusive workforce can create a more positive work environment. It can also lead to better decision-making and improved business results.

Hire for Diversity and the Best Qualified Candidate

Many companies are looking for the most qualified candidates for workforce diversity. The best way to find them is through a workforce diversity selection process. This process allows companies to identify qualified candidates early in the hiring process.

A workforce diversity selection process identifies qualified candidates by evaluating their qualifications and work experience against the job requirements. It also helps ensure that all qualified candidates are given an opportunity to interview for the position.

The workforce diversity selection process begins with the development of job requirements. The job requirements must be based on the job’s essential functions and not on personal preferences. Once the job requirements are developed, they are reviewed by a team of subject matter experts to determine if they are specific to the job or could be used to evaluate all candidates.

The next step is to develop a pool of qualified diverse candidates. This can be done by using various recruiting methods such as job postings, workforce diversity websites, employee referral programs, and professional organizations.

Once the pool of qualified candidates is developed, the next step is to evaluate their qualifications against the job requirements. This can be done through various methods such as resumes, interviews, and skill assessments.

The final step is to decide on who to hire. This can be done using various methods such as résumés, interviews, and skill assessments. The best way to determine is to compare the qualifications of the diverse candidates to the workforce diversity selection criteria.

Recruiting diverse candidates is an important step in workforce diversity. Still, it must be done in a way that ensures qualified diverse candidates are not passed over in favor of less qualified non-diverse candidates. A company’s diversity selection process can help achieve this goal by creating a pool of qualified diverse candidates and evaluating their qualifications against the job requirements early in the hiring process.

Diversity Recruiting Platforms

Many businesses turn to diversity recruiting platforms to find the most qualified workforce. These platforms allow businesses to find and connect with more diverse candidates. This can be highly beneficial for companies. It will enable them to find the best talent available, no matter their background.

Diversity recruiting platforms require time and resources to implement within a business, so business owners need to consider whether or not investing in one would provide them with the best workforce possible. There are many other factors to be considered before choosing which platform works best for your unique business model.

Many businesses are turning to diversity recruiting platforms to find the most qualified candidates for workforce diversity. These platforms allow companies to find and connect with a more diverse group of candidates, which can be highly beneficial for expanding their workforce. Each platform offers its unique benefits, so companies must consider whether or not they are investing in one carefully.

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