Everything you want to know about Joonko
Workforce DE&I and Diversity Recruiting
Diversity in the workplace means that your team comes from a variety of backgrounds. Diversity pertains to gender, gender expression, sex, race, ethnicity, sexual orientation, age, education, religious beliefs, and so on. A diverse workplace has a mix of individuals that bring differing experiences and views to the table.
McKinsey and Company’s most recent report found that in the United States, there is a correlation between ethnic diversity and financial performance. For every 12% increase in ethnic diversity on senior-executive teams, earnings before interest and taxes increased.
Racially diverse teams also outperform homogeneous teams by 35%. Additionally, a BCG report states that companies who reported above-average diversity on their management teams also reported innovation revenue that was 19% higher than that of companies with below-average leadership diversity—45% of total revenue versus just 26%.
Higher levels of diversity directly correlate with higher profits.
Diversity is focused on the makeup of your organization, the representation of underrepresented groups working for the company.
Equity levels the playing field, which means addressing discrepancies and ensuring all employees have what they need to succeed based on their skills and experiences.
Inclusion is making the voices of underrepresented groups heard and fostering a sense of belonging.
Diversity, Equity, and Inclusion are all key components in creating a better, more efficient workforce.
There is no shortage of qualified talent from a variety of diverse backgrounds. Creating a diverse workforce requires fostering an inclusive environment where employees feel safe being their whole self at work.
In order to recruit and retain diverse talent, businesses must focus on eliminating exclusionary hiring practices and improving representation at all levels.
First, evaluate your current recruitment practices. Many businesses unintentionally drive off diverse talent with their messaging or employ exclusionary hiring practices that cause underrepresented candidates to be overlooked. Look for opportunities to speak to a broader range of candidates and utilize more inclusive language.
There are a number of ways to improve your company’s diversity recruiting strategy. Consider implementing some of these diversity recruitment best practices:
- Incentivize employee referrals
- Foster a positive employer brand
- Connect with new reservoirs of talent
- Take advantage of automation
Joonko’s diversity recruitment automation sources diverse talent directly into your organization’s hiring pipeline. With Joonko, companies are able to diversify their workforce and reduce time-to-hire at once.
AI and Recruiting
Artificial intelligence (AI) simulates human intelligence in machines. While humans learn through experience, AI learns through data. Most AI’s are built to identify specific patterns and learn from them.
AI for recruiting solutions is a must-have upgrade for any HR technology ecosystem. When integrated with an ATS, AI-powered solutions add a layer of talent intelligence and automatically screen thousands of resumes. With machine learning, AI is able to process thousands of candidates and determine which candidates are the best fit for the job.
A well-designed artificial intelligence looks solely at the data, not the candidate. Joonko utilizes a proprietary AI to match candidates with open positions based on their skills and experience. These matches are sent as recommendations to job seekers, sourcing candidates directly to the top of our clients’ hiring funnels.
Machine learning enables organizations to reduce bias and streamline their recruitment processes. By automating high-volume tasks, AI enables recruiters to focus their time and energy on more complex tasks. Other benefits include:
- Standardized candidate evaluation
- Seamless integration with other HR systems
- Improved quality of hires
AI ignores certain characteristics, such as a candidate’s age, gender identity, or race. However, a poorly-designed AI will pick up the biases of its creators, even if they are unconscious. If an AI is “taught” with biased data, it will learn to be biased.
Regular oversight and careful data management helps avoid this issue. Human oversight is necessary to identify any potential biases that may emerge.
Recruiters often manage a variety of tasks at once. 56% of companies say they struggle to connect with talent, but only 11% utilize intelligent automation to source candidates. Automating routine, tedious tasks and sourcing talent frees up resources, time, and energy that can be allocated to other responsibilities.
Automation and AI create a more efficient hiring pipeline, ultimately saving recruiters time and valuable resources.
There are a number of ways AI can be utilized to improve any aspect of the recruiting and hiring process. AI can be used for a variety of functions. AI-powered chatbots can easily record basic candidate information, resume screening, and track hiring metrics.
Getting Started with Joonko
Getting started is easy! Enter Joonko’s sign-up page and tell us about your company: size, the number of open positions, etc. As part of the sign-up process, we’ll connect your Applicant Tracking System (ATS) to Joonko. Select your preferred plan and payment plan. Payment can be billed monthly or annually at a discounted rate.
Joonko integrates with all major Applicant Tracking Systems. (Greenhouse, iCims, JazzHR, Workday, Lever, Workable, Crelate, Breezy and SmartRecruiters). Please visit our integrations page for more specific information on how to connect your ATS.
Can’t find your ATS? Drop us a line to firstname.lastname@example.org and we’ll get you connected.
Joonko pulls all open jobs and recently rejected candidates from your ATS and moves them into our candidate pool. Joonko’s AI does all the work behind the scenes, without any need for input from your team. Our tech then matches the most qualified candidates to your current open positions, effortlessly sourcing diverse talent into the top of your recruitment pipeline.
We do all the heavy lifting for you! Joonko continuously pulls jobs you add and close in your ATS. We scan weekly for updates on jobs and candidates, meaning you don’t have to change or monitor anything.
The good news is that you’re not getting another dashboard! Joonko has no user interface; It’s a transparent layer over your ATS that requires no intervention from you. No dashboards or new logins to memorize!
We work with companies such as Adidas, Paypal, Intuit, Nike, Atlassian, American Express and many others.
Joonko prioritizes safeguarding our customers’ data. Therefore, our diversity recruiting software and product development processes are standard-oriented. Our standard model and controls are based on the top tier of industry standards and best practices. Joonko does not sell or distribute customer or candidate data.
Diverse Candidate Pool
Qualified and recently rejected candidates who meet Joonko’s criteria will receive an email. This email informs them your company has partnered with Joonko and invites them to opt-in to our job matching services. This email is customized to your brand’s specifications and messaging.
Once a candidate opts in, our AI matches with them open jobs that fit their skills and qualifications. The candidates themselves choose which positions they apply to.
Joonko’s software automatically verifies a few key data points: sex, race, and veteran status. If a candidate is female, nonwhite, or a veteran, they will be invited to opt-in to the talent pool.
In order to enter the Joonko talent pool, candidates must have gone through at least two steps of a recruiting process by a hiring manager at one of our partner companies. While every organization has its own processes, these steps range from resume reviews to phone screenings, background checks, and final round interviews.
Matches are made based on location, experience, industry, and skills. Candidates in the pool receive emails twice a week matching them with up to five relevant positions – including yours!
As candidates begin matching with your open positions, they’ll be encouraged to apply. Once they do, Joonko shows up as a referral source within your ATS. From there just sit back and watch the candidates come in!
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