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Session 8: Selecting TA technologies & tools for DEI impact




1 hour


TECHNOLOGY. It’s a term that provokes a wide range of emotions and reactions. For some, it is a panacea to address every problem at a click of a button without any effort. For some, it is a cold, apathetic machine that dehumanizes every experience it touches. For some, it is a pit of work and complexities and endless problems. And for others, it is a mysterious evil that steals jobs, exposes every flaw, and turns great people and great skills into obsolete relics.

But technology is not a panacea and it is not evil. It does not have to be endless work or dehumanizing. Technology is exactly what we make of it, nothing more, nothing less. It is simply a tool. Like any tool, technology has its strengths and limitations and it can be used well or misused. It can be used for great good, like improving recruiter and candidate experiences, and great evil, like automating discriminatory hiring practices. And, like any tool, ignorance is no excuse when it’s used badly.

This session walks through how to identify and evaluate tools and technologies for your hiring program including understanding their impact on your DEI efforts and initiatives. We will introduce common technologies and demystify buzz words such as Artificial Intelligence (AI) and Inclusive Language tools. We will also provide repeatable techniques to ensure that the tech is working for you and never the other way around.

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Learning Objectives

  • Introduce the value and limitations of tools and technologies within talent acquisition, including their impact on diversity, equity, and inclusion.

  • Dive into common technologies and technology claims, going below the buzz and hype to what’s really going on and why it matters.

  • Introduce techniques to enable you to evaluate any tool or technology so you are getting what you need for your own hiring process.

Interested in multiple training sessions?  Contact us for information on volume discounts
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