AI-Powered Diversity in Hiring

𝗔𝗜 𝗶𝘀 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗵𝗼𝘄 𝘄𝗲 𝗵𝗶𝗿𝗲, 𝗯𝘂𝘁 𝗶𝘀 𝗶𝘁 𝗵𝗲𝗹𝗽𝗶𝗻𝗴 𝘂𝘀 𝗯𝘂𝗶𝗹𝗱 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝘁𝗲𝗮𝗺𝘀? Many companies I partner with, including Fortune 500s, have started using AI for hiring from resume screening to video interviews. And I'm a big advocate for these tools because they help us hire faster and more fairly. But here's what many may not realise. It's not about just using AI. It's about using it the right way. This is really important because that ensures that candidates are all truly assessed for their skills. So if you are wanting to build an inclusive hiring process with AI, here are 5 ways to get started: 1️⃣ 𝗗𝗲𝗳𝗶𝗻𝗲 𝘆𝗼𝘂𝗿 𝗴𝗼𝗮𝗹𝘀. Get clear about what fair and inclusive hiring means for your team before adding AI. This way you'll have clear measures of success too. What gets measured, gets tracked. 2️⃣ 𝗨𝘀𝗲 𝗱𝗶𝘃𝗲𝗿𝘀𝗲 𝗱𝗮𝘁𝗮. We all know that AI is only as good as what we feed it. To give yourself the best chances, make sure your data input reflects real diversity, across race, gender, age, ability, and more. 3️⃣ 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝘁𝗲𝗰𝗵 𝘃𝗲𝗻𝗱𝗼𝗿𝘀 Ask how they test for bias and what proof they have their tools are fair. Inclusion is a shared responsibility. 4️⃣ 𝗖𝗵𝗲𝗰𝗸 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝗼𝗳𝘁𝗲𝗻. I always say, everything is data. Look for patterns in who gets filtered out. One client found their AI was missing career changers—something we only caught by reviewing the data. 5️⃣ 𝗞𝗲𝗲𝗽 𝗽𝗲𝗼𝗽𝗹𝗲 𝗶𝗻𝘃𝗼𝗹𝘃𝗲𝗱. Yes, AI helps, but we still need humans making the big calls. Train your team to spot and correct bias, whether it comes from tech or people. What are some inclusive hiring practices you've seen? I'd love to hear your stories! #inclusivehiring #airecruitment #lfbalumni #diversityandinclusion  

AI is already reshaping recruiting in ways most people can’t even imagine. At Crossover, we’re not just experimenting with AI; we’re diving deep and creating custom solutions that empower us to do more while staying ethical and human-focused. Let me give you a glimpse of what we’re doing: ✨ Custom AI “Second Brains” trained on our internal processes, policies, and culture help us create content, answer policy questions, and even generate insights for complex work assessments. This lets us scale without sacrificing quality. ✨ We’re using AI to write job descriptions (in our unique tone and voice) and review candidate work activities to identify hidden skills that are often overlooked. It's about designing more effective, objective assessments. ✨ Our AI-powered candidate interviews allow us to ask consistent, bias-free questions, and we only review the responses in the context of job requirements. Then, a human steps in for validation—because AI should never be making hiring decisions. ✨ We use AI for structured interviews, too, generating interview rubrics and questions and even automating interview notes by summarizing transcripts. This helps our hiring managers focus on what really matters: evaluating candidates fairly and deeply. Here’s where I draw the line 🛑 : AI can streamline processes but can’t replace human judgment. We keep personal data like names and geo info hidden from all our AI tools so that AI helps us be more transparent and objective—not more biased. And for those who still think degree requirements are the be-all-end-all? Our AI tools can match skills and experiences far beyond traditional qualifications—it's like a skills thesaurus. 📖 This is a game-changer, especially in global recruitment, where candidates come from vastly different educational backgrounds but bring incredible, relevant skills to the table. The future of work is faster, smarter, and more inclusive—if you know how to leverage AI the right way. 💡 Let’s talk about how you can integrate AI ethically and strategically into your hiring process while keeping the human touch.

The actual truth about the recruitment industry in 2024? No surprises to those who know - it's been tough out there. With economic pressures, lower hiring volumes, and businesses tightening budgets, recruiters are feeling the squeeze. But here's one light at the end the of tunnel I'm seeing more and more recruiters embrace - a little hidden gem if you like. Using DEI as a lever, with AI to power it forward. But here’s the thing – using AI making a difference on your bottom line is not AS complicated as people think, but there are a few curveballs to be aware of. With that in mind, here are my top 10 recommendations for recruiters to smash 2025 as we near the end of the year: 1. Planning is key – getting AI in general isn’t enough. You need the right tools for the job so that the AI is trained in a way that genuinely reduces bias - you wouldn't use a spade to open a tin can, after all. Be specific. 2. Don’t leave it to tech alone – a diverse team with a DEI focus is essential to keep checks on the process, spot issues, and adapt on the go. AI can’t replace the strategic element. 3. You’ll need a few tweaks and trials – AI is great, but not magic. It’s a learning process to get the balance right, especially when you’re aiming for fair and inclusive outcomes. 4. First phase: data + clear goals. Second phase: testing and refining. Then be ready – there will be feedback from your team that pushes you to adapt (and that’s a good thing). 5. AI alone won’t deliver DEI – it’s a tool, not the strategy. Best-practice DEI methods and policies still need to be in place for AI to be truly impactful. 6. The results will surprise you – seeing how AI shifts your hiring patterns can be an eye-opener. Expect positive changes in both talent quality and diversity - and increased ROI on your new biz pitches too. 7. It’s budget-friendly...until it’s not. Some AI tools are accessible, but high-quality customisation for DEI accuracy can push costs up. Use a platform where the tools are already integrated for the job in the hand. 8. Keep the human touch – remember, candidates will engage with you, not your AI. Personal connections are still key to a great candidate experience. 9. It’s about impact, not just efficiency – AI can streamline recruitment, sure. But the real game-changer is creating a fair, inclusive hiring experience that resonates with a broader range of talent to dive into candidates others aren't finding. 10. Your team will see recruitment differently – once AI and DEI align, it becomes a mindset shift. It’s not just a box-ticking exercise; it transforms every hiring decision, from the ground up. Webinar coming soon on this topic with Access Volcanic, Jo Major (She/her) and Rachel Kirton. The numbers tell the story. Any questions? You know where I am! #DEI #HRtech #recruitment2025

Your hiring AI might be rejecting your ideal candidates without you knowing it. Here's what goes on behind the scenes: AI recruitment tools only work as well as their training data. Learning from a biased hiring history only trains AI to repeat the same biases. You miss out on good talent, but that's not all. Your system quietly works against your diversity goals. Some AI tools automatically filter candidates based on: ✱ Age indicators ✱ Gender signals ✱ Cultural markers ✱ Education background What's even worse? These tools even judge candidates on things like speech patterns instead of actual skills. But it's fixable. Here's what you can try: ☞ Diversify your training data Make sure your AI learns from diverse examples ☞ Regular algorithm checks Look for bias patterns every few months ☞ Add human review Use AI for speed but humans for judgment #HRTech should help you find amazing talent, not repeat biases. Have you looked under the hood of your hiring tech lately? 👇 #VivTech #SmarterHR