Ideally, that knowledge will stick with them. A nudge might tell recruiters that including soft skills in their search criteria will amass more female candidates. Shappley noted that women tend to emphasize soft skills and men tend to emphasize technical skills. The goal is to help hiring managers expand their preconceived ideas of what makes a candidate qualified. “It’s built into the day-to-day activities of a recruiter.”ĭiversity Nudges will direct recruiters on ways to appropriately widen their talent pool. “It’s not an extra step that we’re asking recruiters to take,” said Jennifer Shappley, VP of global talent acquisition at LinkedIn. For example, adding candidates from a particular location or with a particular skill might increase the percentage of female candidates. The nudges also recommend certain locations, skills and companies that will most impact the hiring search. LinkedIn says that if less than 45% of the talent pool is male or female, hiring managers will see a banner in their search urging them to change the criteria. If a recruiter’s search results skew either too male or female, the nudge feature will recommend ways to broaden the pool of results. Right now, the feature only works for gender diversity. According to LinkedIn, the feature will be available everywhere in the coming weeks. The new update is designed to challenge that “hard to find” myth and help hiring managers find a more diverse group of candidates. Last month, LinkedIn began rolling out a feature called “ Diversity Nudges” for LinkedIn Recruiter, the paid plan that companies use to find and manage candidates. One excuse leaders give is that underrepresented talent is “hard to find.” Usually, they’re just looking in the wrong places. But tech’s progress in hiring workers of color, women and other underrepresented folks is still incremental. Meta, Google and Apple publicly back affirmative action, cybersecurity companies are trying to close the talent gap by hiring diverse employees for entry-level positions and some of those meticulously tracking their numbers have met some of the goals they set for themselves. Tech leaders have made their commitment to DEI loud and clear.
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