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.
Clovers REVIEW
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.
Want more hiring insights? Download the State of Hiring 2022 Report
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.”
Looking for information to reinforce your pre-existing beliefs. “Gen Z doesn’t work hard, so she’ll be a poor performer.”
Preferring people who have things in common with you. “We’re both from the Northeast, so I want him on my team.”
Making decisions to reach consensus instead of thinking critically. “My manager likes them, so they must be a strong choice.”
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.”
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.
Clovers inclusion guidance is created by sophisticated algorithms powered by scientific research.
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
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.
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.
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 key skills and applicant information effortlessly. Identify top candidates and highlight potential hires.
Structure interviews for consistency. Ask compliant questions that accurately evaluate candidates.
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.
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 key skills and applicant information effortlessly. Identify top candidates and highlight potential hires.
Structure interviews for consistency. Ask compliant questions that accurately evaluate candidates.
Job descriptions optimized for inclusive language helps your brand appeal to a broad range of people.
Review resumes fairly by redacting information that triggers bias.
Clearly understanding the skills needed for the role will give you a roadmap to assess candidates.
Train your interviewers to assess with clear guidelines and the same structured questioning for every role.
Establish a panel of diverse people to review candidates to minimize the unconscious bias of a few.
Train your interviewers to use objective, fact-based hiring techniques.
Prioritize diversity and inclusion
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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.
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.
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%.
Reach out to a Clovers expert for a demo on how we can help
your diversity hiring efforts.