Final answer:
An applicant tracking system can boost job classification diversity by widely posting jobs, blinding applications to EEO-related identifiers, and emphasizing skills and qualifications. The EEOC advises against discriminatory practices, so increasing diversity must align with merit-based hiring and compliance with anti-discrimination laws.
Step-by-step explanation:
An applicant tracking system can be used to increase diversity within specific job classifications through several strategies that focus on qualifications and abilities to reduce the impact of unconscious biases. To use the system effectively, employers should:
- Post job openings widely across platforms that reach a diverse audience.
- Use the system to blind applications by removing identifiers related to protected EEO categories such as name, gender, and race.
- Design the application process to focus on skills and qualifications.
These strategies help to ensure that all applicants are judged on their qualifications and abilities rather than personal attributes that may lead to discrimination. Applying these approaches in the ATS helps foster a diverse and competitive hiring process, ensuring that the talent pool is inclusive and that the best candidates are selected based on merit.
It is crucial to note that option D, searching the applicant database by specific EEO categories to invite qualified candidates, is the most appropriate strategy. Options A, B, and C may lead to discriminatory practices and are not legally permissible based on the directives of the U.S. Equal Employment Opportunity Commission (EEOC). While increasing diversity is important, it must be done in a way that complies with anti-discrimination laws and practices that emphasize merit-based hiring. Hence, the objective should be to create a recruitment process that is fair, unbiased, and allows all candidates to compete on an equal footing.