Auditing Application Tracking Systems (ATS) For Age Bias

Many companies now use Applicant Tracking Systems (ATS) to scan resumes for top candidates. While this helps companies save time and find resumes that most closely match the job descriptions according to set specifications, it can also create unintentional age bias if not designed correctly.

Below is a list of items that DEI and HR teams can use to evaluate the Applicant Tracking Systems used by their organization for age bias.

Job Description

– Are the requirements for the job skill-based rather than based on years of experience?
– Is inclusive language used throughout the job description?
– (optional) Allow for optional experience in place of educational requirements or in addition to previous work experience

Application Design

– Ensure degree or graduation year is optional or removed
– The system should not force applicants to enter any dates that reveal age (year of first job, etc)
– Resume parsing should accept all formats and allow for long work histories
– Application forms should be designed following accessibility standards, using Web Content Accessibility Guidelines (WCAG)

Application Scanning

– Filters should not automatically exclude applicants with long work histories
– Filters should focus on skills, not linear career progression
– Keyword lists should recognize older and newer job titles
– Algorithms should not base all scoring on recent experience over long-term experience

Audits

– Humans should continuously review the application scanning for room for improvement
– Rejection rates by age group should be monitored closely
– Candidate feedback should be collected for transparency and opportunity areas

If your company is working with a third party Applicant Tracking System you should also ask for a training on how the algorithms score potential candidates, as well as details on how audits are performed on the system and how often.

In addition, your DEI and HR department should be trained on how to audit and interpret Applicant Tracking System results and how to spot potential bas, including age bias. Plus, hiring managers should be trained on age-inclusive hiring practices and unconscious bias when making their final candidate decisions.

By being aware of how age bias can appear in Applicant Tracking System use, companies can take action to remove the bias and create a more inclusive hiring experience.