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Getting Started

Implementation Guide For Project Owners & Admins

The new software implementation process can be challenging. To make the initial process as smooth as possible, we created this page with the resources and knowledge you need to implement Develop Diverse in your work with good results.

Why Develop Diverse

  • Attracting a diverse pool of candidates, as well as having an inclusive company brand, is critical to building a more inclusive and innovative workforce. That’s where Develop Diverse comes in. Our software helps you craft non-biased job ads and 1:many communication materials and content – making your text content more inclusive, resulting in more applicants from diverse backgrounds.

  • Our software helps your team craft non-biased job ads and employer branding content, resulting in more applicants from diverse backgrounds as well as an inclusive company brand.

  • Additionally, the software can spark internal discussions to raise awareness of biases and foster a more inclusive workplace culture.

Remember – working with your own, and others’, unconscious biases can be a complex process. Be patient, provide support and encouragement to your colleagues, and hopefully Develop Diverse can become an integral part of your work.
  • Identify 1-3 key stakeholders who should be your internal Develop Diverse project owners. Preferably, this takes place prior to the Success Planning call with your Customer Success Partner.
  • The people in your core team will be our contacts during our partnerships, and will be ones to receive updates from us.
  • Preferably, the core team takes part in Quarterly Business Reviews.
  • Agree on a date for a 30-minute success planning meeting with our Customer Success Partner. An Account Executive from Develop Diverse will reach out to you.
  • During the success planning meeting, you will typically:
    • Share your organisation’s goals with us,
    • Discuss the process flow involving Develop Diverse,
    • Discuss the practical setup of your account on the platform,
    • Schedule an onboarding session for all users,
    • Establish a timeline and next steps toward reaching your milestones,
    • Get answers to any more questions that may arise.
  • The setup of your account should be discussed prior to the Onboarding of your organization. These are the main decisions to take into consideration:
  • Decide on the login process for your account. e.g., activation of Microsoft Single Sign-On.
  • Decide on users, and possible user groups (“Teams”) in your organisation.
  • Decide on your “Collaboration” setting.
  • Decide on what the target score for your optimized texts should be. We recommend 90, but you can start out with 85 or 80. 
  • Appoint internal ambassadors to improve user adoption and answer questions that come with software implementation.
    • Consider e.g., regional heads or team leads to establish the top-down approach. Leverage seniority to guide effective software implementation projects.
  • Create best practices for use of Develop Diverse in your organisation – such as reminders, links, or other ressources that can make the implementation process as easy as possible.
    • Our experience shows, that a reminder/link to Develop Diverse in your ATS will be a very helpful when it comes to the implementation. 
  • Introduce Develop Diverse to the initial team, and main stakeholders, e.g. C-Level executives. Explain to your team what the software is and why you believe it’s essential for them to use it.
  • Agree on when to use Develop Diverse. E.g., for the best and most effective implementation, we recommend that you use Develop Diverse for all job ads.
  • Encourage your team to use the software in all job ads and communications related to recruitment.
  • If relevant, draft a plan on how to roll out the use of the software to other teams and/or the whole organisation.
  • Remember, results come in many ways, and the success criteria are often organisation-specific.
    Don’t hesitate to contact your Customer Success Partner, if you need guidance or sparring. We consider your needs and offer analysis or goal-setting support.
    1. Increase the number of total applicants.
    2. Increase the number of total qualified applicants.
    3. Reduce the gender gap between the applicants.
    4. Decrease the percentage of unconscious bias in job postings.
    5. Increase the number of applicants from traditionally underrepresented groups.
    6. Meet the quota for job ads scanned by Develop Diverse.
  • We recommend the Onboarding Session takes place within the first month of your contract start date. The session can be scheduled even if step 3-5 in this guide is not yet finalized.
  • During the meeting, we will introduce the concept of inclusive communication (30-60 minutes),
  • Show our platform (20 minutes),
  • Answer any questions the team members and hiring managers might have.
  • Provide ongoing guidance to your team.
  • Answer questions and direct users to the Onboarding Guides
  • Familiarize yourself with the Research behind Develop Diverse (scroll down)
  • Encourage your team to share their experiences and insights. We’d love if you are able to gather feedback and share with us during our Business Review calls.
  • Check the Insights page to ensure that using Develop Diverse is becoming routine and that you are on track with your goals.
  • Include Develop Diverse usage monitoring in monthly team meetings.
  • Share these results with your team to celebrate positive outcomes and identify areas for improvement.
  • If your contract includes impact reporting, start the data collection process five months after signing. 
  • Conduct an in-depth investigation of the effects of using Develop Diverse after 7-9 months of using the platform.
  • Share your experience, including any technical issues or language concerns. 
  • You can always reach us here: support@developdiverse.com
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If you have any questions, feel free to reach out

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support@developdiverse.com