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Clovers REVIEW
Reduce bias and increase focus
Review resumes more fairly by removing the bias in resumes in the selection process and objectively scoring based on predetermined skills needed for the job.
Recruiters spend 7.4 seconds reviewing a candidate before passing.
48% of HR managers admitted that bias affects their candidate choice.
Workers aged 49 to 51 receive 19% fewer responses than aged 29 to 31.
Want more hiring insights? Download the State of Hiring 2022 Report
Automatically redact info that triggers unconscious bias
Halo Effect
Assuming something positive about a person because they’re associated with a brand, person, or place you enjoy. “If they worked for Apple, they must be a strong candidate.”
Confirmation Bias
Looking for information to reinforce your pre-existing beliefs. “Gen Z doesn’t work hard, so she’ll be a poor performer.”
Affinity Bias
Preferring people who have things in common with you. “We’re both from the Northeast, so I want him on my team.”
Groupthink
Making decisions to reach consensus instead of thinking critically. “My manager likes them, so they must be a strong choice.”
Stereotype Bias
Attributing characteristics to someone because they belong to a certain group—like a generation, race, or socioeconomic status. “He’s too old to keep up with our tech.”
Add structure to your shortlist by assessing with predetermined standards
Give each applicant a fair shot with Clovers’ resume review tools. First, reduce the influence of bias by redacting personal details. Then, score applicants based on pre-weighted qualifications. Not only is this better for applicants, it’s better for you—data-based decisions fill your shortlist with the strongest candidates possible.
“A blind, systematic process helps improve the chances of including the most competent candidates in your interview pool by anonymizing applications, thereby uncovering some hidden gems and sourcing diverse candidates.”
Based on science, not bias.
Clovers inclusion guidance is created by sophisticated algorithms powered by scientific research.
Research is accurate
Thousands of subjects are asked in surveys if certain terms cause them not to feel comfortable applying. Inclusive terms are also identified where candidates have greater comfort in applying. Because we stick to data validated by research, we know the impact our words have on people. Request our research
Don’t rely just on AI
Artificial intelligence is subject to the bias of the humans who created it. So don’t use crowdsourcing or guesswork to build your processes, and stop scanning the web looking for trends on your own—you could be feeding your algorithms faulty data. Instead, use high-quality research to build your hiring systems.
Don’t get distracted by demographics—evaluate skills and experience.
Job dashboard
Get a bird’s eye view of each candidate’s file for easy screening. Quickly review resume scores or their progression through your interview process.
Weighted attributes
Drag and drop resumes to add candidate details to job requisitions seamlessly. Easily see how each applicant measures up to your pre-established requirements.
Compare skills
Compare key skills and applicant information effortlessly. Identify top candidates and highlight potential hires.
Structure interviews
Structure interviews for consistency. Ask compliant questions that accurately evaluate candidates.
Job dashboard
Get a bird’s eye view of each candidate’s file for easy screening. Quickly review resume scores or their progression through your interview process.
Weighted attributes
Drag and drop resumes to add candidate details to job requisitions seamlessly. Easily see how each applicant measures up to your pre-established requirements.
Compare skills
Compare key skills and applicant information effortlessly. Identify top candidates and highlight potential hires.
Structure interviews
Structure interviews for consistency. Ask compliant questions that accurately evaluate candidates.
Got 15 minutes? See how Clovers helps you hire better.
See it in action
Questions to ask yourself when reducing bias in your hiring process
Have you crafted an inclusive job description?
Job descriptions optimized for inclusive language helps your brand appeal to a broad range of people.
Do you ensure anonymous candidate resume review?
Review resumes fairly by redacting information that triggers bias.
Do you understand the skills needed for the role?
Clearly understanding the skills needed for the role will give you a roadmap to assess candidates.
Do you utilize objective hiring assessments?
Train your interviewers to assess with clear guidelines and the same structured questioning for every role.
Have you instituted a diverse screening panel?
Establish a panel of diverse people to review candidates to minimize the unconscious bias of a few.
Do you reinforce awareness of bias in your team’s hiring decisions?
Train your interviewers to use objective, fact-based hiring techniques.
Thoughtfully designed for scale
Prioritize diversity and inclusion
Write directly in your ATS
Any time, any device
Integrations for seamless workflows
Backed by research-based science
Privacy and security certified
Team analytics and reporting
Access a rich partner ecosystem
Your compliance is our priority
Dedicated customer success team
Frequently asked questions
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When you “pre-commit” to the qualities you’re looking for in candidates, you eliminate the possibility that you’ll be swayed by other details, like race, gender, or where someone went to school.
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When screening resumes, the assumptions we make about someone’s personal details will impact how we rate their qualifications. When you review redacted resumes, you’re able to make objective, less biased, and more accurate hiring decisions.
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Blind resume screening increases interview opportunities for underrepresented groups. For instance, blind auditions increased female hires in U.S. orchestras by 55%. After redacting resumes, one Silicon Valley company saw first-round interviews increase by 40% for women and minority applicants. And studies have shown that replacing non-white-sounding names with white-sounding names increases interview callbacks by 50%.
Ready make meaningful change?
Reach out to a Clovers expert for a demo on how we can help
your diversity hiring efforts.