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Diversity Slate Benchmarking Questions



Our company is looking at the interaction between the ORC Pipeline Requisition functionality and a metric we have for Diverse Applicant Slates.  I am posting this on behalf of our Talent Acquisition leadership. We appreciate and thank you for sharing what your company is doing.

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For those using ORC, we would like to know: 

  1. If you have a Diverse Slate measurement, at which phase/state do you measure the diversity of a candidate slate. (E.g. All of those presented to a Hiring Manager for screening, only those that participate in final interviews, etc.)

  1. If your company utilizes pipeline requisitions, is there any standardized guidance on what phase in the process candidates are moved from a pipeline to a standard requisition for further consideration or hire? Does this move occur before or after the point where you measure the diversity of the slate?

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