FAQ

How does Diversity Recruitment affect my business goals?

Companies with a diverse workforce have an advantage over those with homogenous teams. Retention rates are higher amongst employees and recruitment efforts become more successful. Diversity within an organization allows employees to feel safe at work and therefore increases productivity and offers a variety of skills and experiences that will easily relate back to the customer experience.

How do I sign-up?

Getting started is easy! Enter Joonko’s sign-up page and tell us about your company: size, openings, etc. As part of the sign-up process, we’ll connect your Applicant Tracking System (ATS) or Recruitment software to Joonko. Once you finish that stage, you’ll select your preferred plan and select your payment option. Payment can be charged month to month or billed annually at a discounted rate.

How do I connect my ATS to Joonko?

Joonko integrates with all the major ATS, 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 support@joonko.co and we’ll make sure to get you connected as soon as possible.

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What happens after I sign-up?

After payment is submitted, Joonko will begin pulling all open jobs and recently rejected candidates (this will be done with their permission, see "How does a candidate land in the pool") from your ATS and move them towards our databases, known as “candidate pool.” Joonko’s engine matches the open positions and candidates behind the scenes and delivers the best candidates directly to your ATS.

How does a candidate land in the pool?

Recently rejected candidates who meet the qualifications will receive an email letting them know your company has partnered with Joonko and inviting them to opt-in to our job matching services. Once a candidate approves, we send them open positions in our partnering companies. If they find relevant, the candidates themselves apply for the positions.

What is a “qualified” candidate?

We make sure that all of our candidates are pre-vetted before entering our pool. In order to land in our pool, all candidates must have gone through at least two steps of a recruiting process by a hiring manager at another company. While every company has its own processes, these steps can range from resume reviews to phone screenings, background checks, and final round interviews.

How do you know a candidate is diverse?

You don’t need to tag, classify, or add EEOC data – we handle the analysis. By measuring against a series of 8-10 data points based on public information, all candidates will first be screened to identify their gender and then their race. As of January 2020, we’re happy to say we also support veterans sourcing. These data points will then be measured against each other on a scale to determine accuracy. All qualified candidates who are vetted as female-identifying and non-white are considered diverse and will land in the pool. To date, Joonko’s data analysis has resulted in 94% accuracy.

How do I add/remove jobs from Joonko?

Here’s the good news: we do all the heavy lifting for you! Joonko continuously pulls open jobs you add/close in your ATS as well as track where candidates are in your pipeline – there’s nothing left for you to update. We won’t delete or move anything around, but rather scan it weekly for updates on jobs and candidates.

How will candidates see my open positions?

Matches are made based on location, experience, industry, skills, and more. Candidates in the pool will receive emails twice a week promoting up to 5 relevant, open positions – including yours!

How do I know it’s working?

As candidates begin matching with your open positions, they’ll be encouraged to apply. And once they do, Joonko will show up as a referral source within your ATS. So you can sit back and watch the diversity application flow in.

Do we need to manage a profile at any point?

Our solution is completely seamless! Joonko has no user interface - it’s transparent. No dashboards or any new bells and whistles for you to learn or logins to memorize.

What are some of the other companies you partner with?

We work with companies of any size as well as large enterprises such as Adidas, Paypal, Intuit, Nike, Atlassian, American Express and so many others. You can also take a look at some of our success stories here.

Will Joonko have access to any delicate company information?

Joonko has made it a priority to safeguard its customers’ data and create a secure environment where they could tackle workplace bias, and improve diversity and inclusion. Therefore, our entire product, and product development processes are standard-oriented as we understand how precious your data is and the immense responsibility, and the trust you have given us by sharing it with us. We would never misuse or abuse it. Our standard model and controls are based on the top tier of industry standards and best practices.

What is diversity in the workplace?

Diversity in the workplace refers to the different backgrounds represented by your team. Diversity pertains to gender, race, ethnicity, sexual orientation, age, education, religious beliefs, and so on. A diverse workplace has a mix of individuals that brings differing experiences and views to the table.

What is the ROI of diversity in the workplace?

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 10% increase in ethnic diversity on senior-executive teams, earnings before interest and taxes increase by 0.8%. Likewise, racially diverse teams outperform homogeneous teams by 35%. Additionally, A BCG report mentions that companies that 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%.

How do I increase the diversity within my Company / Organization?

The best place to start examining how to increase diversity in the workplace is to look at your talent pipeline and where the talent is coming from. Adopting new sourcing channels and exposing open positions to more underrepresented groups is a full-proof way of increasing the diversity in your office. You can find some more ideas in our ‘Powerful Workplace Diversity Recruiting strategies in 2020’ article.

What is the difference between Diversity and Inclusion?

Diversity is focused on the makeup of your organization, the representation of underrepresented groups working for the company. Inclusion is making the voices of underrepresented groups heard and as if they have a seat at the table.

What does it mean to foster belonging in the workplace?

Belonging is the aspect that comes after the inclusion piece. Belonging pertains to the feeling of how an individual feels within an organization unapologetically. When individuals feel they belong as they are, the expectations to assimilate are gone and employees can do their best work knowing they are safe to be their full selves at work

How can I get the entire leadership team on board with diversity and inclusion?

The best way to get leadership on board with D&I is to showcase the benefits (Higher revenue, increased innovation, accelerated productivity). Explain how D&I affects the Employer Brand. Companies that hire a diverse workforce are meeting society’s expectations of being a forward-thinking and open-minded company, which in turn reflects positively on the perception of the company and the bottom line.

What is an Employee Resource Group?

An ERG or “Workplace Affinity Group” are groups of employees that share similar characteristics, backgrounds, or life experiences. ERG’s are great for helping the individuals within an organization feel as if they have a safe place to discuss issues or celebrate their individuality and uniqueness.

What are some of the best practices for creating an inclusive workplace?

Establish policy: Put goals in place with measurable metrics and get the entire team on board to work towards achieving these goals.
Train senior management and leaders within the organization as to why inclusion is so important and how to appropriately interact with all employees and create a safe space.
Create safe spaces for employees to communicate their concerns. Establishing an Open-Door policy or putting forth a communication channel where they can air their grievances will quickly foster an inclusive environment
Celebrate Differences. This can mean celebrating different cultures and holidays. Offering paid time off for religious dates, putting together a resource to better understand the underrepresented groups. Offering presentations or educational seminars to foster a better understanding.
Communicate the goals you’ve set to the entire company. This makes you accountable and makes employees feel as if they’re a part of the process.

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FAQs

Getting started with Joonko

D&I Best Practices

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