Tips for staying inclusive when using Auto-Advance in Greenhouse

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We’ve talked throughhow to reduce bias when automating a high volume of applications using the Greenhouse Auto-Reject feature, but what about when it comes to automatically advancing candidates?

Our own Auto-Advance feature in application review gives users the ability to set criteria that will automatically progress candidates from application review to any future stage of the interview process. Essentially, you configure the candidate application questions and the responses to those questions will trigger the candidate to automatically advance to any future stage in the process.

In order to get the most effective use of this feature and mitigate the unbalanced impact that automated tools can have on people of color and underrepresented groups in the process, it’s important to know our best practices for automatically advancing candidates.

First, let’s take a look at some of the benefits of automating this part of your hiring process.

自动进取的好处

Using Auto-Advance in application review creates efficiency through an intentional and instant prioritization of your applicants. Many recruiters are already prioritizing direct applicants throughbulk application review- 自动进气措施通过为您自动化该过程来将其提升到一个新的水平。

Whether your company is always fortunate to receive a high volume of inbound candidates, you’re working on a reduced-size team and in need of increased efficiency or you’re experiencing a higher volume of applicants than anticipated this year, using the Auto-Advance feature can help save you time and resources on application review while moving top applicants forward quicker. Auto-Advance is also a good place to start for recruiters who may be wary of automation but looking to test new systems for efficiency.

Some things to consider when using Auto-Advance

Do not use protected class as a criteria

在美国做出招聘或就业决定是非法的based on an individual's protected class, which includes race, color, religion, sex (including pregnancy,sexual orientation, or gender identity), national origin, age (40 or older) and disability and genetic information (including family medical history). Therefore, you cannot ask any interview questions that directly or indirectly ask candidates for that information or use that information to affect your hiring decisions.

即使自动进取标准不是最终的招聘决定，但使用候选人的受保护班级来确定其雇用资格可以被视为不同的治疗. Instead, we encourage you to use Auto-Advance responsibly by using questions that align with necessary attributes from the scorecard. Given the legalities surrounding this particular use case, we encourage you to consult your legal team before considering any criteria that may identify a candidate’s protected class.

Be aware of disparate impacts and check for unintended side effects

A不同的影响当中立的看法实践或政策导致结果不成比例地影响某个群体时，就会发生。对于自动推进候选人的情况，受影响的小组是那些not按照设定标准提出来 - 换句话说，那些没有获得相同优势的人。

为了减轻对代表性不足的群体的任何意外影响，在实施您的自动进取标准之前，我们鼓励您首先考虑谁可能是该弱势群体的一部分。例如，如果您为获得MBA的候选人建立了自动进取，您将为认同白色的候选人提供优势，因此disproportionately impacting candidates of color. Therefore, before implementing an MBA as a criteria, consider whether it is actually necessary to be successful in the role.

从本质上讲，不同的影响是意想不到的，因此常常被忽略。为了验证您的标准没有不同的影响，我们鼓励您查看您的标准人口报告的管道* to ensure that candidates of all identities are moving through your pipelines equitably.

Layer criteria to increase effectiveness

通常，如果没有传统的简历审查，仅一个属性就不足以进步候选人。但是，多个问题可以提供足够的信息，使候选人符合您的招聘过程。当有特定的，必要的要求（例如小时和位置）时，这特别有用。这是一个例子：

如果您要雇用仓库团队成员，那么单独举起25磅以上的能力可能不足以保证面试。但是，想象一下，您可以自动进步所有对所有这些问题回答的候选人：

• Are you able to lift 25 pounds?
• Are you authorized to work in the United States for any employer?
• Are you 18 years of age or older?
• Are you able to work onsite at our warehouse in (location)?
• 您是否能够全职（每周40个小时）和整夜的工作（晚上8点至凌晨5点）？

You can see how this dynamic mix of specific criteria would help you fast track eligible candidates into your process.

如果您不确定哪种标准将对自动推进候选人到下一阶段最有影响力，那么对最成功的员工的数据驱动审查是一个很好的起点。查看使这些员工成功的技能和属性，并将其用作您的首发标准。

减少内部申请人的摩擦

内部流动性的强烈文化可以产生many benefits for your company，包括促进员工的敬业度，增加任期以及节省的成本和时间来源。促进内部流动性文化的一种方法是减少当前员工的应用摩擦。

配置清晰透明的internal job board，您可以通过绕过早期面试阶段来进一步减少内部申请人的摩擦。在许多情况下，您可以跳过内部申请人的初始招聘人员屏幕，在某些情况下，您可能可以跳过两个阶段，并自动将候选人推向带回家测试或现场面试。

考虑一下这个例子,一个销售经理的角色。You could set up the following multiple-question criteria:

• Are you a current employee?
• Have you been employed with the company for less than 1 year?
• Is your current manager aware that you’re applying to this role?
• Are you currently on the sales team?
• Do you have prior management experience?

Depending on their answers, internal candidates could bypass one, two or even three stages of your internal interview process, reducing friction for both the internal candidates and the recruiters.

If you’re not yet convinced of the benefits of Auto-Advance or you’d like a way to test it out, try out Auto-Advance in conjunction with a two-step application review. Build criteria into your job post that automatically advances candidates to a second stage of application review. This will allow you to test out your criteria and see who filters forward. It’s also a great opportunity to test for disparate impacts before committing to a specific rule.

We recommend using the Auto-Advance feature in application review when your process requires an added level of efficiency. And as with all aspects of your process, it’s important to do so in a structured way that is aimed at reducing the biases that are all too common in hiring.

我们希望这些tips help you save time while considering thevalue of diverse backgrounds and experiencesin your application review process.

*Pipeline by demographic report is available to Expert tier Greenhouse users

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