{"version":3,"file":"LJpcotyYs-4.BhoIybOZ.mjs","names":["a","n","i","o"],"sources":["https:/framerusercontent.com/modules/ys0kDDG46BI5pQenQgXB/VJxMWG1MzrnwedTrSvya/LJpcotyYs-4.js"],"sourcesContent":["import{jsx as e,jsxs as t}from\"react/jsx-runtime\";import{ComponentPresetsConsumer as i,Link as a}from\"framer\";import{motion as n}from\"framer-motion\";import*as r from\"react\";import{Youtube as o}from\"https://framerusercontent.com/modules/NEd4VmDdsxM3StIUbddO/8aCGinfRQO68tQ3QF42d/YouTube.js\";export const richText=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"The perfect candidate screening and recruiting process–one where you place the right candidates in the right seats, avoid unnecessary and time-consuming processes, and hit your numbers–can often seem like an impossibility. Think of it as a formula that you’re constantly perfecting. While every organization may have a slightly different formula, there are two components everyone needs: efficiency and equity.  Most recruitment teams are clear on why more efficient processes are a good thing–and that improving hiring efficiency leads to bigger, better gains. What you may be less familiar with, however, is how building equitable hiring processes can not only improve efficiency, but also help you diversify, make better hiring decisions, and drive innovation.\"})}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Efficiency drives faster, better results\"}),/*#__PURE__*/e(\"h6\",{children:\"Most recruitment teams are already working with an applicant tracking system. But did you know that adding AI-powered screening, scoring, and assessment into the mixes is an easy way to improve efficiency without interrupting your current workflows? This type of tech allows you to qualify great talent faster because it moves every resume through a standardized, simplified process. Typically, it looks something like this:\"}),/*#__PURE__*/t(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Job seekers’ applications land in the system.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"AI-powered analysis automatically screens and scores candidates, providing added enrichment to candidate profiles.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"You gather the short list of top-scoring candidates.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"You move qualified candidates through the hiring process.\"})})]}),/*#__PURE__*/e(\"h6\",{children:\"That’s it–simple, efficient, and effective.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Equity ensures results are fair\"}),/*#__PURE__*/e(\"h6\",{children:\"While efficiency is a must-have, it’s time to think bigger when it comes to your dream hiring process–that’s where equity comes in.\"}),/*#__PURE__*/e(\"h6\",{children:\"Another bonus of ethical AI hiring software is its ability to reduce unintentional bias through consistently applied standards and the use of de-identification. Consistently upholding requirement expectations and automatically removing identifying aspects of a resume - whether it be age, gender, or alma mater - ensures that all applicants are evaluated on a level playing field. When you incorporate this type of software into your current applicant tracking system, you can rest assured that every resume is evaluated fairly and on what really matters, like skills, potential, growth, and adaptability.\\xa0\"}),/*#__PURE__*/e(\"h6\",{children:\"Equity in hiring practices also helps you reach your diversity and inclusion goals. Equity is the building block for diversity of experience, perspective, and thought, something that is proven to improve outcomes, boost innovation, and drive ROI.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Efficiency + equity is possible with CLARA\"}),/*#__PURE__*/e(\"h6\",{children:\"Remember that perfect hiring formula we mentioned? Efficiency and equity are two crucial components and CLARA can get you both in one AI-powered platform that delivers multiple benefits.\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Intelligent screening and scoring\"}),\". Sifting through resumes is a manual and outdated process that slows down your hiring team and kills efficiency. Plus, every step of the way invites the potential for unintentional bias. CLARA solves both of these issues with intelligent screening and scoring that saves you hours and ensures equity in candidate screening.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Deeper candidate insights. \"}),\"CLARA helps filter in meaningful talent and surface hidden talent that otherwise may get lost in your recruiting process. This saves you time in the long run because you know that you’re identifying candidates with the right skills to help them succeed in your organization.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Cost-effective solutions.\"}),\" CLARA AI hiring software integrates with your current ATS and maps to your current hiring practices. It’s scalable, which means it grows with you, so no more rewriting policies and practices, or onboarding a new platform every few years, both of which drag down your team’s efficiency and cost valuable resources.\"]})})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/t(\"h6\",{children:[\"Check out our resources to learn more about how CLARA offers solutions for \",/*#__PURE__*/e(a,{href:{webPageId:\"RcSIzoVef\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"hiring equity\"})}),\" and \",/*#__PURE__*/e(a,{href:{webPageId:\"EwTdUuup6\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"hiring efficiency\"})}),\".\"]})]});export const richText1=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Good news:\"}),\" you receive dozens, maybe even hundreds, of applications for each job you list.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Bad news:\"}),\" distractions, competing priorities, and a lack of objective data mean your screening process isn’t as thorough, consistent, or fair as you’d like. Worse yet, it means you’re missing out on some of the most suitable candidates.\"]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/t(\"h6\",{children:[\"This isn’t because you don’t have the skills; it’s because you don’t have enough time or the right tools. That’s where CLARA comes in. Learn more \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/Clara_About%20CLARA%20One%20Pager_February%202025.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\".\"]})]});export const richText2=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"Conventional wisdom is that you have to have a four year degree to be qualified for most white collar jobs. We’ve seen this play out over the last 30 years as the number of people working in professional or managerial positions has more than doubled, but the share of people who enjoyed that job growth without a college degree is only 13%. This creates a two-fold problem. First, 62% of working age adults who are without a degree are effectively shut out of a large segment of the job market. Second, companies are losing out on an entire group of otherwise well-qualified candidates who could bring a wealth of learned experience and skills.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h6\",{children:\"By defaulting to this way of thinking, hiring managers exclude the largest and most diverse part of the workforce. It’s not hard to understand how something like this happens: degrees and certifications are quantifiable measures that speak to the exposure an applicant has had to particular theories and training. They don’t, however, measure an applicant’s skills or ability to learn new skills. Thankfully, there’s another quantifiable metric that can help hiring managers identify the best and brightest non-degree holding applicants: distance traveled. What is distance traveled? Distance Traveled reflects the skills, attitudes, and abilities someone has learned as a result of their lived experiences. It focuses on qualities like grit, resilience, and resourcefulness, traits that often don’t appear on a resume but are critical in today’s workplace. Employees with higher distance traveled are better able to adapt to changing circumstances and new challenges.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Non-degree holders: untapped potential\"}),/*#__PURE__*/t(\"h6\",{children:[\"In the grand scheme of history, limiting professional and managerial opportunities to degree holders is a pretty new phenomenon. Before the mid-twentieth century, it simply wasn’t feasible: in 1960 only \",/*#__PURE__*/e(a,{href:\"https://www.statista.com/statistics/184260/educational-attainment-in-the-us/#:~:text=Published%20by,population%20had%20graduated%20from%20college.\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"7.7% of American\"})}),\" adults had a bachelor's degree or higher. In fact only 41.1% of Americans had a high school diploma. And it wasn’t an issue; in the 1960s the United States GDP \",/*#__PURE__*/e(a,{href:\"https://www.aei.org/carpe-diem/lets-not-forget-the-decade-the-liberals-love-to-hate-the-1960s-and-president-kennedys-successful-supply-side-tax-cuts/\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"grew annually by 5% on average\"})}),\", and average wages grew by 32%. In the intervening six decades the percentage of adults with a college degree has risen to a \",/*#__PURE__*/e(a,{href:\"https://www.statista.com/statistics/184260/educational-attainment-in-the-us/#:~:text=Published%20by,population%20had%20graduated%20from%20college.\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"staggering 37.5%\"})}),\". There’s a lot of debate about how this happened, but the most common factors cited are the creation of government backed student loans and a bipartisan progressive movement that prioritized access to education.But in the last two decades, another factor emerged that created immense pressure to get a degree: degree-inflation. To quote the \",/*#__PURE__*/e(a,{href:\"https://hbr.org/2022/02/skills-based-hiring-is-on-the-rise\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"Harvard Business Review\"})}),':\"Early in the 2000s, a significant number of employers began adding degree requirements to the descriptions of jobs that hadn’t previously required degrees, even though the jobs themselves hadn’t changed. The trend — sometimes known as “degree inflation” — became particularly pronounced after the Great Recession of 2008-2009[.]\"This has created a so-called “paper ceiling” that has only gotten worse. Today an astounding ',/*#__PURE__*/e(a,{href:\"https://hbr.org/2023/02/how-important-is-a-college-degree-compared-to-experience\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"44% of new jobs\"})}),\" in the US require a bachelor's degree or higher. But underneath this paper ceiling is a massive well of great job candidates.We shared earlier that 62% of working age Americans are non-degree holders. To put that number in perspective, that’s over 109 million people between the ages of 25 and 64. If we factor out retirement age, which is an increasingly arbitrary and irrelevant number, that number balloons to 168 million people, the vast majority of which top out at high school diploma. This is the largest and most diverse cohort of Americans in the workforce.Though they may not have a degree, or indeed because of it, many of these individuals bring something just as valuable to the workplace: grit, resourcefulness, and resilience. These qualities are not typically taught in a classroom but are developed through life experience, adversity, and a relentless drive to succeed despite obstacles. Candidates who have navigated nontraditional career paths often possess a unique ability to adapt, problem-solve, and persevere in the face of uncertainty.These skills are essential in today’s rapidly changing work environment. They are self-starters who have learned to thrive without the structure of an academic pathway, demonstrating a level of determination and creativity that a degree cannot always capture. Businesses that recognize and harness these qualities can benefit from employees who bring fresh perspectives, innovative problem-solving approaches, and a deep sense of ownership to their roles.\"]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"New tools to measure distance traveled\"}),/*#__PURE__*/e(\"h6\",{children:\"Identifying non-degree holders who may be a great fit for your company could feel like a daunting prospect, but considering traits like resourcefulness and self-efficacy offers a solution. Distance Traveled has always been a meaningful factor in hiring, but the ability to quantify it at scale is a new development. Thanks to ethical assessment tools like CLARA’s, hiring managers now have the ability to use distance traveled as a meaningful metric for degree holders and non-degree holders alike. With a wealth of experience that can’t be taught in a classroom, non-degree holders shouldn’t be held back simply because they took nontraditional routes. By prioritizing distance traveled, hiring managers can shift the focus away from a candidate’s formal credentials and towards the effort, ingenuity, and perseverance they used to get where they are today.\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Want to measure your distance traveled? \"}),/*#__PURE__*/t(\"h6\",{children:[\"Take the quiz here: \",/*#__PURE__*/e(a,{href:\"https://getclara.vercel.app/distance-traveled-quiz\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"https://getclara.io/distance-traveled-quiz\"})})]})]});export const richText3=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"So you’ve gotten the budget and approval to grow your team. First off: congratulations. You must be so excited! There’s just one issue, one crucial step that stands between you and the chance to meet the new hire of your dreams: you’ve got to write a job description.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h6\",{children:\"Your job description needs to cover the basics—what, why, where, and how—while also being approachable for job-seekers.\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"SEO optimized to generate the most relevant applications on popular job boards\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Optimized to ensure proper ATS candidate pre-screening\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"A compelling pitch for your company and why it’s a great place to workAnd on top of all that it’s got to be clearly written and easy to read.\"})})]}),/*#__PURE__*/e(\"h6\",{children:\"You’re forgiven if you’re starting to feel daunted by the blank page staring back at you. But don’t worry, because if you follow our best practices then in no time you’ll be crafting job descriptions that will satisfy hiring managers, job seekers, and candidates screening systems alike.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Formatting a job description\"}),/*#__PURE__*/e(\"h6\",{children:'Job description formats can vary wildly from company to company, and sometimes even from department to department within a company. This is because job descriptions are a lot like poetry: there’s no right or wrong way to format them, but we’d venture that most people know the difference between a good one and a bad one when they see it. \"The key is making sure all the relevant info is clear and easy to find.\"'}),/*#__PURE__*/e(\"h6\",{children:\"To that end, we’re strong believers in the following outline for a job description:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Job title\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Location, including whether the position is remote or hybrid\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"High level summary of the position\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Job duties and responsibilities\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Required skills\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Nice-to-have skills\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Education and work experience requirements\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Nice-to-have experience\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Salary range\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Benefits information\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Additional application instructions\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Company information\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Compliance notes\"})})]}),/*#__PURE__*/e(\"h6\",{children:'This structure gives candidates everything they need to decide if the role is right for them, while keeping things easy for you to write.\" Now that you have the outline and all the information required to fill it, all you have to do is write it.Here’s some tips for each section.'}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Job title and location\"}),/*#__PURE__*/e(\"h6\",{children:\"The job title is exactly what it sounds like: the title of the job. The location should include the specific city and state where the job is located. In larger metro areas such as Houston or Los Angeles it’s also helpful to include the specific neighborhood of the office. If the job is hybrid, that should be noted here. If the job is remote or remote optional then be sure to list which states or countries that you’re accepting applicants from.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"High level summary of position\"}),/*#__PURE__*/e(\"h6\",{children:\"Here’s the challenge: you have one short paragraph to give prospective candidates a bird’s eye view of what the job is and how it functions within the company. This is not the place to get too detailed, that’s what the next section is for, instead you should be trying to clearly and concisely convey the most essential aspects of the job. This is also an opportunity to give prospective candidates some insight into how the role fits within the larger company. If you’re stuck, try to imagine having to explain the job to a stranger during an elevator ride or at a busy party. Don’t get bogged down in keywords, buzzwords, or industry specific jargon, just make sure this section is easy to read and easier to understand.\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Job duties\"}),/*#__PURE__*/e(\"h6\",{children:\"This should be a bullet pointed list of all the regular tasks and functions a person doing this job will be expected to achieve. This is your chance to give some more detail and context to the high level summary. Once again we caution against relying on keywords and jargon and opt instead to use the words that best describe the responsibilities. This section isn’t an invitation to list out every last minute task an employee will be expected to do. Say this listing is for a store manager job, you’re better suited to say the role is responsible for opening and closing the store, as opposed to saying they’re responsible for unlocking the doors, turning on the lights, putting out signage, etc.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Required skills & Nice-to-have skills\"}),/*#__PURE__*/e(\"h6\",{children:\"Once again you can embrace bullet points as you lay out which skills you need a candidate to have and which additional skills would be nice for a candidate to have. Many job listings struggle to differentiate between required skills and nice-to-have skills, often saying that a lot of nice-to-have qualities are requisite for the job. If you’re struggling to decide whether a skill is required or just nice-to-have then ask yourself the following question: if an otherwise promising candidate lacks this skill would you still interview them? If the answer is no, then it’s a required skill.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Education/work experience requirements & essential experience\"}),/*#__PURE__*/e(\"h6\",{children:\"These can be bullet pointed lists. Deciding between what experience is required and what experience is nice-to-have poses a similar challenge to deciding which skills are requisite and which are value adds. Generally we advise airing on the side of inclusivity, there is no one path to professional success. Beyond any degrees, certifications, and work experiences that are legally required for the job, you should ask yourself again: if a promising candidate was missing this, would I still interview them? If the answer is no, then that is truly required.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Salary range\"}),/*#__PURE__*/e(\"h6\",{children:\"At the time of this writing there are ten states that require some form of salary disclosure, how, where, and when this disclosure occurs varies state to state. We recommend including the salary range—it’s not just a legal must-have in some places, it’s also one of the top things candidates look for when deciding to apply. Additionally, transparency shows candidates you value their time and effort.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Benefits information\"}),/*#__PURE__*/e(\"h6\",{children:\"This is a chance for your company to stand out from the crowd with a bullet point list of all the benefits and perks of the job. This should include health, dental, or vision coverage offerings, details on PTO, sick leave, and parental leave, as well as any additional bonuses and perks offered to employees.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Additional application requirements\"}),/*#__PURE__*/e(\"h6\",{children:\"This is a space to break down everything an applicant must submit and do in order to be considered and include clear instructions on how to submit any additional requirements, like portfolios or references. What this space isn’t is a place to make sure candidates have meticulously read every word of the job description. We’ve seen job listings that demand candidates go to absurd lengths to be considered, including silly requirements like “please include the first word of the second sentence in the job description in your subject line.” Don’t do this, you’re looking for an employee, not a puzzle master (unless you are indeed looking for a puzzle master).\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Company information\"}),/*#__PURE__*/e(\"h6\",{children:\"This should be a short, easy to understand paragraph that at bare minimum lets prospective applicants know what the company is and what it does. This is also a great space to include information about company culture, workplace values, and any other reasons why this company is a place that people would want to work for.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Compliance notes\"}),/*#__PURE__*/e(\"h6\",{children:\"Welcome to the fine print. Any disclosures or information required by law or your organization can go here.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"A note about candidate screening tools\"}),/*#__PURE__*/e(\"h6\",{children:\"AI assisted applicant enrichment tools like CLARA use the job description as the starting point for screening applicants. From there CLARA allows you to define how it weighs each of the requirements, skills, and experience in the screening process. That’s why it’s especially important to clearly and cleanly delineate between requirements and nice-to-haves in the job description so that tools like CLARA can effectively evaluate candidates.\"}),/*#__PURE__*/e(\"h6\",{children:\"If you’re using a tool like CLARA, you should also disclose that in the job listing, job applications have a lot of potentially sensitive data and applicants have a right to know who and what is accessing that data. CLARA also gives the option of sending automated follow-up questions to applicants, if you’re using that feature you should also include something similar to the following:\"}),/*#__PURE__*/e(\"h6\",{children:'\"Thank you for your interest in joining our team!'}),/*#__PURE__*/e(\"h6\",{children:\"You'll receive an email from clara-admin@getclara.io with optional follow-up questions about your experience and skills. While your responses would help us better understand your qualifications, they are not required for your application. We look forward to learning more about you!\\\"\"}),/*#__PURE__*/e(\"h6\",{children:\"Taking these proactive steps not only helps applicants to better prepare for the application process, but also demonstrates that your company values transparency and communication. When paired with AI tools like CLARA, a well-written job description doesn’t just attract the right talent—it also powers smarter candidate screening.\"}),/*#__PURE__*/t(\"h6\",{children:[\"For more information on how CLARA screens applicants quickly and efficiently using AI, check out \",/*#__PURE__*/e(a,{href:\"https://cdn.sanity.io/files/ns1xx6o1/production/7849832a81e93e9713c6ac7bb647551ff2d05496.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"this resource\"})}),\".\"]})]});export const richText4=/*#__PURE__*/e(r.Fragment,{children:/*#__PURE__*/t(\"h6\",{children:[\"Learning agility is the ability to apply lessons from past experiences to new challenges. It’s more than just learning facts—it’s about knowing when to use what you’ve learned in real-world situations. Learn more \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/What%20is%20Learning%20Agility_January%202025.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\".\"]})});export const richText5=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"Today, employees need more than just technical skills to succeed. They need to think quickly, adapt easily, and learn and grow through challenges. Traditional screening methods, like resumes and boolean searches, often miss these key qualities in qualified candidates. That’s why CLARA has developed a new tool to measure critical thinking, learning agility, and the exciting, emerging construct of distance traveled. This tool isn’t just another set of assessments—it’s designed to challenge old ways of thinking and bring a fresh, inclusive approach to how companies evaluate talent.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/t(\"h6\",{children:[\"While critical thinking and learning agility are well-known and accepted as crucial skills for both performance and potential, distance traveled is a newer concept that’s gaining traction. Most recently reflected in the work of \",/*#__PURE__*/e(a,{href:\"https://adamgrant.net/book/hidden-potential/\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"Adam Grant,\"})}),\" it helps measure qualities like grit, resilience, and resourcefulness—traits that don’t show up on a resume but are critical to success in today’s world.\"]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Why these skills matter more than ever\"}),/*#__PURE__*/e(\"h6\",{children:\"The ability to think critically, adapt to new situations, and demonstrate personal growth isn’t just a nice-to-have in today’s workplace—it’s a necessity. And rarely included on a resume. CLARA closes that insight gap by identifying real-world skills and growth over time.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(a,{href:\"https://cdn.sanity.io/files/ns1xx6o1/production/f4547a7612438f8c289f1fd2e555efeaf8dd7b79.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"CLARA’s assessment tool\"})}),\" is designed to find hidden talent at all levels—without adding too much friction to the hiring process. Even better, it’s fully integrated, and we’ve eliminated barriers that make other tools expensive, exclusive, or hard to understand.\"]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"What this tool measures\"}),/*#__PURE__*/e(\"h6\",{children:\"Critical Thinking: Critical thinking drives better decision-making and problem-solving. It includes asking good questions, analyzing information, making logical inferences, and finding effective solutions. It is a measure of how well one assesses situations and comes up with sound decisions.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Critical thinking abilities are on a spectrum and can be improved.\"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Someone who initially scores low will likely benefit from an environment in which they are encouraged to a) ask more questions (even basic ones), b) solve more problems, c) learn new things, and d) listen to and learn from others about how they solve real-world challenges.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Scoring in the medium range on critical thinking skills means one will likely benefit from an environment in which they can a) develop technical skills and expertise to identify problems more easily, b) practice breaking down complex problems into manageable components, c) practice active listening, and d) learn from others about solving real-world challenges.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Even those who initially score high in critical thinking can continue to develop by a) questioning their assumptions, b) seeking out diverse perspectives, c) practicing self-reflection, and d) engaging in constructive and respectful debate.\"})})]}),/*#__PURE__*/e(\"h6\",{children:\"Learning Agility: Learning agility includes the ability to absorb new information and, critically, transfer knowledge from one setting to another. This ability often sets high performers apart—being able to learn from experiences and quickly adapt to changing environments.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Learning agility can be improved with thought and intention.\"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Someone who initially scores low can benefit from an environment in which they are encouraged to a) explore adjacent aspects of their current work, b) focus on gaining new knowledge, and c) reflect on what they’ve learned in different contexts.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Those with medium learning agility benefit from a) taking calculated risks, b) seeking feedback from trusted sources, and c) owning, correcting, and learning from mistakes.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"With strong learning agility, you can continue to grow by a) giving and receiving feedback, b) embracing new challenges, and c) understanding and adapting to the working styles of others.\"})})]}),/*#__PURE__*/e(\"h6\",{children:\"Distance Traveled: Distance traveled measures personal growth, accomplishments, and capacities in relation to where a candidate started and how far they’ve come. It considers traits like grit, resilience, and resourcefulness. Understanding distance traveled highlights candidates’ potential who may have taken non-traditional paths but are ready to thrive in dynamic workplaces.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Breaking the Mold: Simplicity in Application\"}),/*#__PURE__*/e(\"h6\",{children:\"This new tool is simple, real-world-focused, and designed to fit seamlessly into the application process. Unlike traditional assessments that are often seen as barriers—costly, complicated, and sometimes biased—CLARA’s approach ensures that candidates aren’t blocked by inaccessible language or outdated methods. We challenge the idea that assessments need to be reserved for top-tier or mid-level candidates. Instead, CLARA can unlock potential at every level, helping you spot and engage high-potential talent across your entire candidate pool.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Why Distance Traveled matters\"}),/*#__PURE__*/e(\"h6\",{children:\"Distance Traveled is a newer but powerful concept, especially valuable in identifying high-potential candidates from diverse backgrounds who might not fit the traditional mold but are ready to succeed. It’s the delta between realized and actual potential. Distance Traveled isn’t just theoretical—our research shows that it’s a reliable, measurable construct that can predict success in the workplace. While it’s still expanding, its potential for shaping the future of hiring is enormous.\"}),/*#__PURE__*/e(\"h6\",{children:\"Distance Traveled provides employers with new insights into candidates' personal growth and offers a more equitable way to evaluate talent. Understanding what someone has learned and how they’ve developed complements their qualifications. While skills and processes can be taught, self-efficacy, proactivity, and resilience are earned.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Looking ahead: the future of hiring\"}),/*#__PURE__*/e(\"h6\",{children:\"As the workforce and the nature of work continue to evolve, it’s time to rethink how we evaluate talent. CLARA offers a fresh perspective.\"}),/*#__PURE__*/e(\"h6\",{children:\"By integrating CLARA into your hiring strategy, you’ll gain a complete picture of each candidate’s potential and value. We promote diversity, equity, and inclusion by recognizing strengths in candidates from all backgrounds. With CLARA, you’re not just hiring for today—you’re building a team ready for the future.\"})]});export const richText6=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"Resumes have been the be-all and end-all for hiring managers since the dawn of time. If your resume doesn’t have the right name or job title on it, you need not apply because you won’t make it to the top of the pile anyway. But what if finding the best candidates meant looking at more than just job titles and degrees?  Distance Traveled is one of the primary metrics that we use to look beyond standard employee evaluation. In a recent pilot study we conducted, Distance Traveled emerged as a promising construct, shedding light on how life experiences shape the attributes most vital to success. Here’s what we’ve discovered and why it matters.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"What is distance traveled?\"}),/*#__PURE__*/e(\"h6\",{children:\"Distance traveled measures an individual's accomplishments while also considering their starting point. By accounting for lived experiences, the obstacles they’ve faced, and how far they’ve come, we gain a more holistic understanding of their journey. It’s about valuing both the journey and the destination.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Distance traveled encompasses several key traits:\"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Grit:\"}),\" Perseverance.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Resourcefulness:\"}),\" Creative problem-solving.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Self-Efficacy:\"}),\" Confidence built through overcoming obstacles.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Proactivity:\"}),\" Taking initiative.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Antifragility:\"}),\" Thriving under pressure.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Resilience:\"}),\" Drawing on life experience to handle adversity.\"]})})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Findings from our study\"}),/*#__PURE__*/t(\"h6\",{children:[\"When we looked into Distance Traveled, we discovered some surprising insights that challenge traditional hiring processes. For example, in our \",/*#__PURE__*/e(a,{href:\"https://www.getclara.io/resources/clara-unveils-new-proprietary-tool-for-evaluating-critical-thinking-learning-agility-and\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"study of 385 U.S. adults\"})}),\", we found a positive correlation between age and Distance Traveled. The research also showed that participants without bachelor’s degrees scored higher in distance traveled than those with degrees.This suggests that individuals who have taken nontraditional paths may possess a unique combination of resilience, grit, and resourcefulness that isn't always assessed or utilized properly. With this in mind, it's up to employers to take steps to foster real talent by rethinking their hiring practices. Individuals who have taken nontraditional paths frequently demonstrate proactivity and antifragility, thriving under pressure and leveraging adversity to grow and succeed in ways that traditional educational trajectories may not require.\"]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Why distance traveled matters\"}),/*#__PURE__*/e(\"h6\",{children:\"As humans, we all carry implicit biases, whether we’re aware of them or not. When we see a certain school or job title that we like or recognize, it can unconsciously influence our decision-making. That’s why companies spend so much money on advertising—they know we’re more likely to buy a Coca-Cola rather than a soda we’ve never heard of. This, however, can lead us to overlook a soda that would actually pair much better with our current meal, if you catch our drift. Of course, we’re not talking about soda. We’re talking about candidates from underrepresented groups who may not have had access to the same opportunities but bring invaluable traits to the table. These candidates often offer unique perspectives and life experiences that can bring a fresh perspective to organizations. For example, we found younger applicants with high Distance Traveled scores demonstrate qualities that directly translate into workplace strengths.Using distance traveled as a metric lets us account for our biases and take a more well-rounded look at potential candidates.\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Transforming hiring with CLARA\"}),/*#__PURE__*/e(\"h6\",{children:\"Distance Traveled is one of many innovations we are bringing to the hiring landscape. At CLARA, we believe in smarter, equitable hiring practices that provide a complete view of each candidate. Distance Traveled is a crucial part of that assessment.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(a,{href:{webPageId:\"n7lrwAMxp\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"Request a demo today\"})}),\"!\"]})]});export const richText7=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"h6\",{children:\"This report describes the development, testing, review, and validation of a new instrument meant to assess job candidate’s ability in the following three areas: critical thinking, learning agility, and distance traveled. \"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/t(\"h6\",{children:[\"Results indicate that the instrument demonstrates validity in some areas and further exploration is needed in others. Learn more \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/CLARA%20Research%20Report_November%202024.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\".\"]})]});export const richText8=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"h6\",{children:\"By blending machine learning with symbolic reasoning, CLARA's AI evaluates candidates based on real potential, from role-specific skills to critical thinking, learning agility, and even “distance traveled”—a powerful measure of grit and growth.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/t(\"h6\",{children:[\"Curious how it works—and how we keep it secure? Learn more \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/QA_Understanding%20CLARAs%20AI%20and%20Security_November%202024.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\".\"]})]});export const richText9=/*#__PURE__*/e(r.Fragment,{children:/*#__PURE__*/t(\"h6\",{children:[\"CLARA transforms your hiring process by seamlessly integrating with Lever to bring additional candidate insights and sort through candidates faster. Say goodbye to endless resume screening and hello to finding untapped talent with our efficient resume screening, assessment, and de-identification tools. Learn more \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/CLARA%20and%20Lever%20One%20Pager_December%202024.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\".\"]})});export const richText10=/*#__PURE__*/e(r.Fragment,{children:/*#__PURE__*/t(\"h6\",{children:[\"“Distance Traveled” is a new way to measure an individual’s accomplishments and growth, considering their starting point, challenges faced, and trajectory of progress. 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Read and learn more \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/CLARA_Ebook_Age%20and%20Adaptability_June%202025.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\".\"]})});export const richText12=/*#__PURE__*/e(r.Fragment,{children:/*#__PURE__*/t(\"h6\",{children:[\"Distance traveled is a measure of personal growth that considers your unique journey, including the challenges you’ve overcome and the resilience you’ve developed. This trait reflects your grit, resourcefulness, and resilience. 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This bias against older candidates stems from all sorts of misconceptions, but most prevalent is the idea that they simply can’t keep up in an ever-changing landscape.\"})}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"However, our recent study shows quite the opposite. In fact, we discovered that older candidates bring unique and invaluable strengths to the table that are often underestimated–if not just flat-out ignored.In this blog, we’ll take a closer look at how older candidates excel in the workforce, specifically through the lens of two innovative metrics: learning agility and distance traveled.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"What are learning agility and distance traveled?\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Before we look closer at our \",/*#__PURE__*/e(a,{href:\"https://cdn.sanity.io/files/ns1xx6o1/production/f4547a7612438f8c289f1fd2e555efeaf8dd7b79.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"study\"})}),\" and the implications of the results, it’s important to define two key metrics that we used to evaluate our pool of candidates.\"]}),/*#__PURE__*/t(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Learning Agility\"}),\" is the ability to adapt quickly, leverage past experiences, and apply lessons to new or challenging situations. It encompasses traits like experimentation, self-reflection, and mindfulness. If a candidate scores highly on this trait, it shows that they have a higher likelihood of allowing individuals to navigate today’s workplace’s unpredictable nature.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(a,{href:\"https://cdn.sanity.io/files/ns1xx6o1/production/97e6d3c1cb5e5feb08cb9bb20136a4ab35be0d88.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Distance Traveled\"})})}),\", on the other hand, measures a candidate’s accomplishments relative to their starting point. Instead of simply looking at impressive names or job titles, we wanted to find a way to consider the obstacles an individual has overcome. This allows us to get a better measure of their story, and the unique trajectory of their life.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})})]}),/*#__PURE__*/t(\"h6\",{children:[\"Both metrics offer a fresh perspective on candidate evaluation and aim to create a more equitable way of measuring one's value as a potential employee.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Findings from our research\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"In our pilot study of 385 U.S. adults, we uncovered some surprising patterns that challenge traditional assumptions about hiring.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"One of the most notable findings was the positive correlation between age and distance traveled. This means that as age went up, the scores for the metric of Distance Traveled went up as well. This suggests that older individuals are more likely to show traits like resilience and grit when compared to their younger counterparts.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Interestingly, our data also revealed that participants without bachelor’s degrees scored higher in Distance Traveled than those with degrees. This implies that those who have navigated nontraditional career paths, often develop meaningful life skills that allow them to grow in a unique way.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"In addition, learning agility also showed a positive correlation with age. Older participants exhibited higher levels of this metric, suggesting that accumulated professional experience equips individuals with the adaptability to face new challenges and apply lessons learned across different contexts.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"As most people are still of the belief that younger candidates intrinsically are more adaptable than older ones. If you take a holistic look at these discoveries, we can make a big challenge to biases in traditional hiring practices. Let’s take a look at what this means in practice.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Why older candidates excel\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"There is an old saying that you’ll probably recognize: “You can’t teach an old dog new tricks.” But the fact of the matter is, people aren’t dogs—they’re people. And older candidates bring real advantages to the table.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"For example, older candidates have had more opportunities to navigate life’s ups and downs, which helps them build resilience and grit. Research by Gooding et al. (2012) shows that resilience increases with age, as individuals draw on cumulative life experiences to handle adversity. Similarly, Duckworth and Quinn (2009) found that grit—perseverance in achieving long-term goals—grows stronger with time as well.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Contrary to stereotypes, older candidates are actually highly adaptable. They’ve had to constantly evolve with changing landscapes in the business and technological worlds. Our findings align with Dragoni et al. (2009), who argue that accumulated professional experience enhances learning agility, enabling older individuals to respond to new challenges with confidence and creativity.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Older professionals are often more capable of not just surviving but thriving in volatile or high-pressure environments. Taleb’s (2012) research highlights how exposure to real-world challenges sharpens antifragility over time, making older candidates better equipped to handle stress and turn adversity into opportunity.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"The implications for hiring\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Traditional hiring practices are straightforward; you likely know them well. You take a look at someone's degree and the job titles they’ve had and make a judgment from there. However, it’s become abundantly clear that this line of thinking can lead to gross oversights and miscalculations, especially for older candidates from nontraditional career paths. However, by taking a closer look at a candidate's story, talent acquisition teams and hiring managers can:\"]}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/t(\"strong\",{children:[\"Recognize hidden talent\",/*#__PURE__*/e(\"br\",{})]})})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/t(\"strong\",{children:[\"Enhance team dynamics\",/*#__PURE__*/e(\"br\",{})]})})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Foster diversity\"})})})]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"This leads to a better hiring experience on both sides of the table.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Transforming hiring with CLARA\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"At CLARA, we’re committed to redefining what success looks like in hiring. Our tools use insights like Learning Agility and Distance Traveled to help organizations identify and celebrate the unique strengths of each candidate.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Ready to find the perfect member to add to your team? \"}),/*#__PURE__*/e(a,{href:{webPageId:\"n7lrwAMxp\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Request a demo today!\"})})})]})]});export const richText16=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/t(\"blockquote\",{children:[/*#__PURE__*/e(\"h6\",{children:\"What comes to your mind when you hear the words “critical thinking?” Many of us think of a liberal arts student poring over philosophical texts on 19th century literature to write an essay or prepare for an upcoming exam. And while this is true, it’s not all that critical thinking encompasses. Critical thinking is the ability to assess situations, analyze information, and make sound decisions. It involves asking insightful questions, synthesizing data, and evaluating solutions. Since the earliest days of the Socratic method, the promotion and development of critical thinking skills has been the cornerstone of western education. It’s not hard to understand why: by engaging our critical thinking skills we’re forced to interrogate the world around us, to challenge our normal patterns of thought, and to rethink concepts we take for granted.  \"}),/*#__PURE__*/e(\"h6\",{children:\"But that doesn’t mean that critical thinking should end the day we receive our diploma. It’s a skill that can be developed over time, and it matters more now than ever before. Today, information travels faster than it ever has, and data is more abundant than ever before. Critical thinking gives us the tools to make the most of the information at hand. And while it may not be something you can see on a resume– it’s a skill that hiring managers should prioritize and employers should encourage.\"})]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Our data driven world\"}),/*#__PURE__*/e(\"h6\",{children:\"The world is moving at an accelerated pace. Technology has hastened innovation, making yesterday’s cutting-edge feel like today’s status quo. With the proliferation of high-speed internet, connected devices, and always-on culture trends can shift in the blink of an eye, and opportunities can disappear as quickly as they emerge. Our information is more accessible than ever: the same data that was once locked in filing cabinets and archives is now just a quick search away. Anyone with a working internet connection has access to the same market research, competitor analysis, and financial data as everyone else.\"}),/*#__PURE__*/e(\"h6\",{children:\"We’re swimming in a sea of data. The democratization of information has enabled business leaders of all stripes to equip themselves with the insights they need to make informed decisions in real time. In many ways the playing field has never been more level, and as such the competition has never been more fierce. Staying ahead requires more than just access to information or capital, it demands vision, adaptability, and the ability to leverage resources effectively. That’s where critical thinking comes in.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Why critical thinking matters in hiring\"}),/*#__PURE__*/e(\"h6\",{children:\"Imagine this: you’re a growth consultant for a B2B SaaS company, and you’re trying to determine the ideal week in June to launch a high cost summer ad campaign. To get a more complete picture of how your audience behaves you look at year over year engagement data for the month of June for the previous few years. You notice a strange anomaly: engagement is incredibly strong in the third week of June, except in the past two years: 2023 and 2024. This raises a question: how can we predict engagement for the third week of June, 2025? Are those two years outliers, or the new normal? Knowing which is true will determine whether you spend money on ads that won’t be seen or opt not to serve ads during a very high engagement period.\"}),/*#__PURE__*/e(\"h6\",{children:\"If this scenario sounds incredibly specific, that’s because it is: it happened to one of our team members. Luckily for the B2B SaaS company, this team member has very strong critical thinking skills. They quickly found an incredibly simple explanation for this trend that also enabled them to project how June engagement would look until the end of time. In 2021, June 19 became officially observed as the federal holiday Juneteenth. In 2021 and 2022, June 19th fell on weekend days, meaning people took a three day weekend. But in 2023 and 2024, June 19 fell in the middle of the week. Engagement dropped because people were less focused and less productive on the weeks where there’s a holiday in the middle.\"}),/*#__PURE__*/e(\"h6\",{children:\"Armed with this explanation, our intrepid consultant was able to recommend the client launch the campaign in the first week of June and slow down spending for the third week of June, as June 19, 2025 is a Thursday. The ability to ask the right questions, analyze data, and connect seemingly unrelated dots turned a potential marketing misstep into a calculated, data-driven decision. It highlights the importance of stepping back, examining the bigger picture, and understanding the broader context when making decisions.\"}),/*#__PURE__*/e(\"h6\",{children:\"Critical thinking doesn’t just prevent costly mistakes; it creates opportunities. By recognizing the pattern caused by a federal holiday and its impact on engagement, the consultant wasn’t just solving a problem—they were proactively optimizing the company’s strategy. This type of forward-thinking approach is invaluable in business, where the ability to anticipate and adapt is often the difference between success and failure.\"}),/*#__PURE__*/e(\"h6\",{children:\"For hiring managers, identifying critical thinkers can be a game-changer. A candidate with strong critical thinking skills doesn’t just perform the tasks they’re assigned—they elevate the role by questioning assumptions, analyzing outcomes, and finding ways to improve processes. The best employees are those who can combine their experience to solve problems and adapt to unexpected challenges. They are the employees who identify inefficiencies before they become major issues, spot opportunities others might miss, and create solutions that save time, money, or resources.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"The bottom line\"}),/*#__PURE__*/t(\"h6\",{children:[\"In a world awash with information, the ability to think critically is a necessity. Hiring managers and employers who prioritize critical thinking will build teams that are not just effective, but resilient and innovative. By identifying and nurturing critical thinking skills in the hiring process and beyond, businesses can position themselves for long-term success. It’s not just about avoiding mistakes—it’s about unlocking potential and seizing opportunities in a rapidly evolving world.For more information on how you can incorporate critical thinking in your recruitment process, \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/CLARA%20Research%20Report_November%202024.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"download our recent research study.\"})})]})]});export const richText17=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"h6\",{children:\"This eBook explains how CLARA built a new tool to accurately measure three critical skills in job candidates: critical thinking, learning agility, and distance traveled. These skills provide a more comprehensive understanding of candidates’ abilities beyond what is typically seen on a resume. As today’s workplace evolves, these traits are becoming essential in identifying top talent and predicting future success.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/t(\"h6\",{children:[\"Read and learn more \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/CLARA_Ebook_Beyond%20the%20Resume_June%202025.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\".\"]})]});export const richText18=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"When you think of the modern work environment, no matter the industry, change seems to be the only constant. I mean, if we had a penny for every time something changed at work… we’ll spare you the cliche, but you get the picture.   What does the constantly shifting workplace mean for hiring teams? It means you have to find candidates who can keep up. One indicator of this is learning agility. Individuals who demonstrate this skill can easily adapt and innovate, even when faced with change, whether it be a new campaign that your boss wants rolled out in the next 24 hours or the current elimination of some work-from-home policies.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Learning agility is a high-value skill\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Everyday, in nearly every setting, we take in information, process it, and use it to inform how we complete tasks. This informs how we perform the same or similar tasks in the future. We learn, unlearn, and relearn constantly, and our ability to do this quickly and effectively is known as learning agility. In a nutshell, it’s the ability to take experiences and lessons gained in one setting and apply them to a different setting.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"If you break it down further, learning agility is made up of multiple facets, each of which informs an individuals’ overall skill level.\"]}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Cognitive agility\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"People agility\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Change agility\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Results agility\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/e(\"h6\",{children:\"Self-awareness\"})})]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Like any skill, everyone has different ability levels when it comes to learning agility. But why, as a hiring professional, should this matter to you?\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"The correlation between learning agility and job performance\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"What’s consistent in the research surrounding learning agility is that it is a skill that directly correlates with job performance. Having strong learning agility indicates adaptability, a highly valuable skill in today’s work environment where change is constant. Teams with agile learners pivot and adapt as unexpected changes happen, leading to greater successes and better business outcomes.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"The correlation between learning agility and age\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Let’s think about this logically. If you’ve been in the workforce for a long time - say a few decades - it makes sense that you have more relevant experiences to draw on than someone who’s just starting their career. These longer-term experiences typically correlate with high learning agility, and the research backs this up. \",/*#__PURE__*/e(a,{href:\"https://cdn.sanity.io/files/ns1xx6o1/production/f4547a7612438f8c289f1fd2e555efeaf8dd7b79.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"Studies\"})}),\" indicate that those aged 42 and older typically score more highly in this area because they have years of experiences to draw on when it comes to honing their adaptability skills.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"This type of data is helping dismantle the stereotype that older candidates bring less value to the workforce. On the flip side, younger candidates who score highly in learning agility could be a source of untapped potential.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Hiring teams should not be swayed towards employing more individuals on one end of the age spectrum versus the other. Instead, teams need a tool that minimizes bias in the hiring process through \",/*#__PURE__*/e(a,{href:{webPageId:\"P9ao3BQ8l\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"de-identification\"})}),\". Removing identifying factors from the hiring process will help surface candidates who score highly in skills like learning agility, regardless of factors like age or education.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Measuring learning agility\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"If you want to accurately measure a candidate’s learning agility, you need the right tools, and your average applicant tracking system isn't going to cut it. Luckily, CLARA is here to shake things up. We understand that modern hiring tools can’t overcome these types of challenges, so we built a tool that accurately assesses candidates on their ability to be agile learners.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Remember those five facets we mentioned? Our AI-powered platform assesses candidates on all of these traits so hiring teams get a complete picture of an applicants’ potential for adaptability. Plus, CLARA integrates with the \",/*#__PURE__*/e(a,{href:{webPageId:\"V_94VcKqH\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"ATS you’re already using\"})}),\". This means no onboarding a new system, no overhauling your processes, and no changing your workflows. Wins all around.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"The result is a tool that dives deeply into candidates’ experiences and reveals hidden potential, rather than using outdated methods (looking at you, keyword-matching) to skim the surface of a resume.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"CLARA measures a candidate’s potential and fit for a role, so you get a clearer view and more qualified folks. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"Learn more about the research behind our learning agility construct, plus other qualities we measure to unlock the potential in candidates. Contact us today. \"})]})]});export const richText19=/*#__PURE__*/e(r.Fragment,{children:/*#__PURE__*/t(\"h6\",{children:[\"At CLARA, we don't just talk about DEIB — we live it. We believe a truly inclusive world is one where every person’s unique experiences, potential, and humanity are valued. It’s not just the right thing to do; it’s the only way to build workplaces (and societies) that thrive. Learn more \",/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/CLARA%20Commitment%20to%20DEIB%20One%20Pager_December%202024.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\".\"]})});export const richText20=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"Using AI-based tools is becoming more and more essential for finding top talent. CLARA is on a mission to make sure that AI is used not just intelligently but ethically—focusing on fair evaluations, unbiased decisions, and a hiring process that considers people first.   Let’s explore how CLARA’s ethical AI works and the innovative ways it makes life easier for recruiters.\"})}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"What is CLARA’s AI and how does it work?\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"At the core of CLARA’s hiring platform is its neuro-symbolic AI, which combines two powerful AI methodologies: \",/*#__PURE__*/e(a,{href:\"https://arxiv.org/abs/2305.00813\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"symbolic reasoning and neural networks\"})}),\". While this sounds (and is) super technical, what this essentially means is that CLARA’s AI doesn’t just try to find keywords on a resum\\xe8 or rely strictly on algorithms—it takes into consideration the things that really matter, like:\"]}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Adjacent Skills: \"}),\"Skills the complement an existing competency by providing nuanced understanding and performance enhancement beyond traditional job descriptions or formal education\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Transferable Skills:\"}),\" skills that can be utilized across different professional environments and sectors\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Critical Thinking:\"}),\" The ability to analyze complex information, solve problems, and make informed decisions—ensuring candidates are equipped to tackle real-world challenges effectively.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Learning Agility:\"}),\" The capacity to quickly learn, adapt, and apply new skills in ever-changing environments, a must-have for success in today’s fast-paced workplace.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Distance Traveled:\"}),\" A unique construct that measures a candidate’s grit, resilience, and resourcefulness—looking not just at where they are now, but how far they’ve come to get there.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[\"By prioritizing these qualities, CLARA promotes a hiring process that’s smarter, fairer, and better aligned with the needs of modern organizations.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})})]}),/*#__PURE__*/e(\"h3\",{children:\"How CLARA reduces bias in hiring\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Bias: we all hate it and we all got it, and it has long been a barrier to fair hiring practices. At CLARA, we know that AI can be used to create a more equitable world. Here's how CLARA reduces bias in the hiring process:\"]}),/*#__PURE__*/t(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[\"Removing personal identifiers: Before any candidate information is processed, CLARA removes personal details such as names, pronouns, age, race, and gender from application materials. This ensures that evaluations are based purely on skills, experience, and qualifications, eliminating the influence of unconscious bias from decision-making.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[\"Standardized evaluations: CLARA applies the same evaluation criteria to every candidate, ensuring consistency across the hiring process. We believe everyone deserves an equal playing field.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[\"Transparent scoring and bias-free decision making: Every decision CLARA makes is explainable and based on clearly defined criteria. Talent acquisition teams can see exactly how candidates are scored, with detailed breakdowns for each candidate. This transparency ensures accountability and fairness, giving you confidence in every hiring decision. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"CLARA’s algorithms are rigorously tested to prevent bias and are continuously monitored to ensure fairness. By design, the system avoids relying on patterns that might disadvantage candidates from underrepresented groups or perpetuate existing inequities in the workplace.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})})]}),/*#__PURE__*/e(\"h3\",{children:\"Keeping your data secure: CLARA’s commitment to privacy and protection\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"CLARA takes every measure to ensure that your organization’s and candidates’ information is protected. The platform is designed with privacy at its core, guaranteeing that your data is used responsibly and securely throughout the hiring process.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Here’s how CLARA ensures your data stays safe:\"]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"Data encryption\"]})}),/*#__PURE__*/e(\"h6\",{children:\"All data is encrypted using industry-leading protocols to ensure that sensitive information remains secure. CLARA leverages advanced encryption standards to protect data both in transit and at rest. CLARA uses secure, scalable cloud infrastructure with built-in failover and backup capabilities. This not only ensures data availability but also protects against potential breaches with constant system monitoring and regular security audits.\"}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"Strict access controls\"]})}),/*#__PURE__*/t(\"h6\",{children:[\"Only authorized personnel have access to sensitive data, and access is tightly controlled and logged. This ensures accountability and limits exposure to potential breaches.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Segregated data usage\"})}),/*#__PURE__*/t(\"h6\",{children:[\"Your proprietary data is never used to train CLARA’s AI models. Instead, the models are pre-trained on high-quality, validated datasets, keeping your organization’s data strictly for candidate evaluation. This separation prevents your data from being shared or repurposed.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Compliance with privacy laws\"})}),/*#__PURE__*/t(\"h6\",{children:[\"CLARA aligns with GDPR, CCPA, and other global privacy regulations.CLARA’s multi-layered security approach guarantees that your data remains confidential and protected, giving you peace of mind while you focus on finding the best candidates.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Conclusion\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Hiring is about more than just filling roles—it’s about finding people who will best contribute to your organization. With CLARA, you get a platform that’s secure, ethical, and customizable, giving you the tools to make smarter hiring decisions, faster.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"Ready to see how CLARA can transform your hiring process? Contact us to learn more.\"})]})]});export const richText21=/*#__PURE__*/e(r.Fragment,{children:/*#__PURE__*/e(\"div\",{className:\"framer-text-module\",style:{\"--aspect-ratio\":\"560 / 315\",aspectRatio:\"560 / 315\",height:\"auto\",width:\"100%\"},children:/*#__PURE__*/e(i,{componentIdentifier:\"module:NEd4VmDdsxM3StIUbddO/8aCGinfRQO68tQ3QF42d/YouTube.js:Youtube\",children:t=>/*#__PURE__*/e(o,{...t,play:\"Off\",shouldMute:!0,thumbnail:\"Medium Quality\",url:\"https://youtu.be/-LyJomwQ8-I?si=OASxJaUSYELcB7e3\"})})})});export const richText22=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"In the last few years DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives have come under fire. A consortium of culture warriors, reactionaries, and worse have worked diligently to paint corporate DEIB policies as the latest failure of the so-called “woke agenda.” They have spun tall tales about plummeting productivity, in a relentless effort to dissuade business leaders and hiring managers from using DEIB policies. Despite overwhelming evidence to the contrary, there are good, honest people who are starting to listen. That’s why today we’re going to dispel some common myths and misconceptions, look at actual evidence-based research, and show once and for all that, despite the insistence of the worst rhetoric, DEIB isn’t a four-letter word.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Didn’t earn it\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"When Vice President Kamala Harris became the presumptive presidential nominee, Tennessee congressman Tim Burchett took to social media and called her a “DEI Vice President.” The wholly unsubtle implication was that the Vice President got her job not because she was qualified (she was) but because she was a woman of color. This slight was nothing new, just another example of the disturbing trend in reactionary circles of labeling any successful person who didn’t happen to be a straight white cisgendered man as a “DEI hire.”\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Now at this point we could hem and haw and equivocate but let’s be real: these attacks are thinly veiled examples of public racism and sexism. They’re a way to say a favorite slur without having to suffer the consequences of actually saying the slur. But they also serve a more pernicious or slowly toxic purpose. Publicly dismissing successful people from marginalized backgrounds is a way to stir up controversy. Because whether you bring up these slanders because you agree with them or you find them reprehensible, you’re also unwittingly amplifying the single greatest myth about DEIB initiatives: that they favor demographics over qualifications.\"]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"The myth of the diversity hire\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Prominent critics of DEIB practices would like you to believe that right now, all across America, scores of highly qualified white men are being passed over for new jobs and promotions in favor of unqualified people of color, queer folk, and women. They would like you to believe that, in their zeal to rectify systemic injustice, well-meaning HR professionals and corporate leaders have created a system that creates more discrimination than it reduces.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"The people perpetuating this myth are not doing so in some altruistic attempt to raise awareness for a new injustice, they’re doing so because it suits a social and political agenda that isn’t in the interest of everyday employees. It’s a simple answer to a complicated problem, a way to turn people against each other instead of addressing the real problems with our economy.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Simply put, life is hard these days. Actual wages have failed to keep up with inflation and cost of living increases for the \",/*#__PURE__*/e(a,{href:\"https://www.pewresearch.org/short-reads/2018/08/07/for-most-us-workers-real-wages-have-barely-budged-for-decades/\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"last 50 years\"})}),\", the same salaries that allowed previous generations to save for retirement and build generational wealth are now barely enough to cover basic expenses. For a lot of people struggling right now, it can be easy, comforting even, to believe that our current financial hardships are the result of some misguided management programs. That corporate America has sacrificed success and profitability on the altar of “wokeness.”\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"But it’s just not true, there’s no reality in which hiring managers are setting aside job requirements in order to fill a quota. It doesn’t track from a legal sense, as hiring quotas based on gender, race, religion, or sexual orientation has been illegal in the US since the Civil Rights Act of 1964. It doesn’t track from a business sense, because what possible incentive would any modern business have to willingly and gleefully lower productivity?\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"This myth also doesn’t hold up to the scrutiny of readily available data about labor and hiring practices, either. If we’re to believe white men are being passed over in droves one would expect that unemployment rates for white people would be higher than or equal to unemployment rates of other government-defined racial groups, however, white unemployment remains \",/*#__PURE__*/e(a,{href:\"https://www.nytimes.com/live/2024/03/08/business/jobs-report-february-economy?smid=url-share#jobs-report-strength-caution\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"nearly 2% lower\"})}),\" than black and Hispanic unemployment rates. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Across the board, despite DEIB initiatives, the corporate world still has a wide representation gap. In a 2023 breakdown of hiring reports, analysts found that only \",/*#__PURE__*/e(a,{href:\"https://fortune.com/2024/03/13/fortune-500-diversity-data-promotions-representation-legal/\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"12 of the Fortune 500 companies\"})}),\" reported having an over 50% POC hiring rate. At the leadership level, the numbers are even more stark: only eight of the Fortune 500 companies have a black CEO, and only 22 have a woman CEO.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"DEIB is good for society & business\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"DEIB initiatives are a crucial part of correcting the systemic inequities of yesterday while creating a corporate landscape that reflects the world we live in today. At the core, DEIB is about ensuring that every person, regardless of background or circumstance, is afforded opportunity and that people from all walks of life can feel safe, seen, and successful in their workplace. DEIB programs are designed with the intention of making the workplace better for everyone, not just people from marginalized backgrounds and communities. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"The data bears this out: according to the Pew Research Center, \",/*#__PURE__*/e(a,{href:\"https://www.pewresearch.org/social-trends/2023/05/17/diversity-equity-and-inclusion-in-the-workplace/\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"over 72%\"})}),\" of employees feel that DEIB initiatives have improved their workplace.But prioritizing diversity, equity, inclusion, and belonging isn’t just an idealistic or societal endeavor– it’s a strategic one that benefits businesses and their employees alike. Put another way: our backgrounds and experiences shape the way we solve problems, so it’s only natural to expect that employing people from different backgrounds will yield more effective teams. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"The data backs this up: \",/*#__PURE__*/e(a,{href:\"https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"studies\"})}),\" have shown that diverse teams foster greater innovation, creativity, and problem solving skills.DEIB initiatives also contribute to increased employee engagement, with one study showing that companies that promote DEIB are \",/*#__PURE__*/e(a,{href:\"https://businessleadershiptoday.com/how-does-dei-affect-retention/\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"2.6 times more likely to increase employee retention\"})}),\". When individuals feel valued and included, they’re going to be more motivated to do a good job. A \",/*#__PURE__*/e(a,{href:\"https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters#\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"2020 study\"})}),\" by McKinsey shows that companies in the top percentile of workplace diversity are 36% more likely to have higher than average profitability.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Whatever your justification, DEIB isn’t simply a “nice to have,” it’s a must for businesses that hope to thrive and outpace their competitors.DEIB isn’t something any business leader should be afraid of. DEIB reinforces a fairer and more productive workplace that increases employees’ chances to succeed while increasing shareholder’s chances to profit. There are no losers under a DEIB framework because ultimately everyone wants to succeed. Everyone wants to be able to show up to work and do the best job possible, everyone wants to make life a little bit easier for themselves and for the people around them.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"When employees succeed, so too do the businesses that employ them. DEIB programs certainly aren’t perfect, but they’re a positive step that can help everyone reach their full potential.\"]})]});export const richText23=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"Recruiters everywhere know the struggle: too many resumes, too little time, and the constant pressure to find the perfect match. That's why we built CLARA—to transform how you hire by combining the power of AI with a human touch. And now, with our integration into Lever, smarter, more equitable hiring is just a click away.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Impacts of the integration\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"At CLARA, we believe hiring isn’t just about filling roles—it’s about uncovering potential. Our integration with Lever helps you do just that by providing deeper insights into every candidate, without major impacts to your existing workflows. Whether you’re a team of one or one hundred, CLARA + Lever saves time, reduces bias, and helps you focus on what really matters: people.\"]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Top benefits\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Get Time Back\"}),\" - Tired of endless resume screens? With CLARA, you’ll surface 26% more qualified candidates while saving up to 70% of screening time per resume.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"See the Whole Candidate\"}),\" - Go beyond job titles and bullet points. CLARA’s AI also evaluates soft skills like critical thinking, adaptability, and distance traveled—helping you uncover hidden talent and meet your DEIB goals.\\xa0\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Work Smarter, Not Harder\"}),\" - Access CLARA insights directly, so you can keep everything in one place. No switching tools, no hassle—just better hiring.How it works\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Easy Setup\"}),\" -Log in to Lever with your email/password credentials when prompted by CLARA to connect the systems. It’s quick, secure, and gets you up and running in less than 10 minutes.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Automatic Candidate Insights\"}),\" - Once connected, CLARA analyzes incoming resumes and provides scores directly within Lever. You’ll see who’s a great match and why, at a glance.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Simplify Your Workflows\"}),\" - Move top candidates through your pipeline with confidence. Our integration keeps everything - and everyone - organized, efficient, and in sync.\"]})})]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Hire smarter, today\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"With CLARA + Lever, you’re not just hiring faster—you’re hiring better. By focusing on potential, equity, and efficiency, this integration helps you build teams that aren’t just good on paper—they’re great in practice.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"Ready to get started? \"]}),/*#__PURE__*/e(a,{href:{webPageId:\"hAqqfsPXK\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Request your free trial\"})})}),/*#__PURE__*/e(\"strong\",{children:\".\"})]})]});export const richText24=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"Why ROI matters in hiring  As a talent acquisition professional, you know hiring isn’t just about filling roles; it’s about making strategic investments in your company’s future. But how can you measure the value of your hiring and recruitment tools? Our new ROI calculator offers Talent Acquisition and HR professionals the ability to quantify the impact of AI-powered screening and assessment software.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Introducing the ROI calculator\"}),/*#__PURE__*/e(\"h6\",{children:\"CLARA's ROI calculator empowers you to:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"See Business Impacts. \"}),\"Learn how investing in a tool like CLARA can impact your bottom line\",/*#__PURE__*/t(\"strong\",{children:[\".\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{})]})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Visualize your hiring efficiency.\"}),\" See how much time and money you save with optimized processes.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Track equity-driven hiring outcomes.\"}),\" Understand the broader business impact of hiring equitably.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})})]}),/*#__PURE__*/e(\"h3\",{children:\"How it works - in two easy steps!\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"Step 1:\"]}),\" Enter your hiring metrics based on the questions presented, such as the number of candidates and hiring volume.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Step 2:\"}),\" Receive your ROI results, showcasing cost savings, time reductions, and other impacts.For instance, imagine reducing manual resume screening time by 70% per candidate. Multiply that by hundreds—or thousands—of applicants, and the savings add up fast!\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Two ways to access your ROI with CLARA\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"Sales Walkthrough: \"]}),\"Our team offers a detailed analysis tailored to your business, leveraging the advanced spreadsheet tool we use internally. It provides a granular look at where you can save the most. \",/*#__PURE__*/e(a,{href:{webPageId:\"n7lrwAMxp\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"Connect with our sales team \"})}),\"for more info!\\xa0\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"Interactive Tool: \"]}),\"Want to explore on your own? Try our interactive calculator \",/*#__PURE__*/e(a,{href:\"https://getclara.outgrow.us/dei-roi-calculator\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\" to instantly see your potential ROI.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Why now?\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"With tight budgets, fewer resources, and growing pressure for talent acquisition to deliver value to the business, every decision matters.This tool isn’t just a calculator—it’s your roadmap to smarter, more impactful hiring.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"What’s next?\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Explore the ROI calculator and see for yourself how we can help you:\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"Optimize your hiring process.Save time and reduce costs. Uncover hidden and diverse talent. \"}),/*#__PURE__*/e(a,{href:\"https://getclara.outgrow.us/dei-roi-calculator\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Try the ROI calculator now \"})})}),/*#__PURE__*/e(\"strong\",{children:\"and start making hiring decisions that matter.\"})]})]});export const richText25=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"Applicant tracking system. Be honest - and let us assure you, this is a safe space - did reading those three words give you a little heartburn? Yeah, us too. That’s because a lot of people in talent acquisition love/hate the ATS. Talk to most people in the field, and you’ll hear a wide range of things, but many will share that while ATSs definitely serve a vital function, a number of them (not all, of course) are outdated, the algorithms and scoring are ineffective, and can leave teams frustrated and banging their head against the desk–literally and figuratively.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h6\",{children:\"This attitude is a far cry from when applicant tracking systems came on the scene decades ago. The purpose was to filter out candidates who did not match a specific role, without requiring a human to read through each and every resume. Amazing, right? While the purpose remains the same, the technology these tools are based on has not kept up with the changing hiring landscape. Current ATS algorithms are antiquated because they rely on methods like keyword matching and are based on models that don’t control for bias. They are designed to filter talent OUT, while most teams are trying to filter talent IN.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"It’s painfully obvious that no one is winning with the current technology. The HR Research Institute found in a \",/*#__PURE__*/e(a,{href:\"https://www.hr.com/en/resources/free_research_white_papers/hrcoms-future-of-ai-automation-and-recruitment-tec_lp2cijyt.html\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"2023 study\"})}),\" that only 39% of organizations rate their current technology as good or excellent, while 35% say its average and 26% say it’s below average or poor.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Bottom line, you, your organization and your candidates deserve better. It’s time to rethink what your screening tool can do for you. It’s time to invest in a tool powered by ethical AI.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Why?\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"✔ \",/*#__PURE__*/e(\"strong\",{children:\"It mitigates bias.\"})]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"The time has come to move beyond the outdated practice of viewing candidates through the narrow lens of keyword match. Ethical AI-based recruiting tools use proprietary algorithms and skills-based assessments to ensure every candidate gets a fair shot, from the initial screening to the follow-up and onboarding process.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Candidate de-identification, standardized follow-up questions, and automatic, AI-powered candidate scoring reduce the risk of unintentional bias creeping into your processes. When your screening is less biased, it creates a ripple effect that propels your organization forward. More diverse teams lead to more unique ideas, and that’s how innovation happens.\"]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"✔ It puts you where you belong - among leaders in the hiring field.\"]})}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Trends indicate that organizations that excel at recruitment technology also happen to be early adopters of AI. These businesses are writing the narrative when it comes to the next stage of hiring, and if you’re not with them, you’re losing to them.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"If you’re not actively (and responsibly) incorporating AI into your hiring practices, you’re not only playing catch-up, you’re on the losing end of the widening performance gap. Adopters of AI have first pick when it comes to top talent because they have a platform that provides deep insights into each and every candidate, revealing hidden skills and talent. They can also move the right candidates through the screening and hiring process more quickly, saving them valuable time, effort, and money.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"✔ It simplifies and streamlines your processes.\"})}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"As a hiring professional, AI is one of the most powerful tools at your disposal, but it goes beyond putting a prompt into an AI chat box and seeing what it spits out.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"When you leverage an equitable, automated resume screening and assessment tool powered by AI, the heavy lifting happens behind the scenes. Say goodbye to sifting through piles of resumes and manually sorting and ranking candidates. Instead, you’ll be free to focus on the important things–building relationships with candidates and moving them through the hiring process.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"✔ It’s completely customizable and meets your needs.\"})}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Most search and filter functions are one-size-fits-all. They apply the same filters and criteria to all jobs and don’t allow you to tweak and adjust parameters as your candidate search progresses. With AI-powered recruiting tools, you set and adjust candidate weighting criteria for every job. You tell it what’s important to you–whether it’s experience, skills, licenses, education, or something else––and it serves you the best matches. And when the requirements change or a hiring manager’s expectations shift, you can too, ensuring every candidate is reassessed against the new ideal profile.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"That’s the way screening should be–simple, equitable, and straight-forward, with no head banging. Ethical AI is the only way to ensure that your resume screening and assessment tool meets all of your needs and keeps the process fair and consistent so you can build incredible teams. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"Want more insight into how tools like CLARA deliver a hiring experience unlike any other? \"]}),/*#__PURE__*/e(a,{href:\"https://getclara.io/get-started\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Request your free trial today.\"})})})]})]});export const richText26=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"CLARA, a leader in AI-powered, talent acquisition solutions, is excited to announce the release of its groundbreaking new tool designed to assess candidates across three critical areas: critical thinking, learning agility, and distance traveled. This tool aims to help organizations identify candidates who are well-equipped to succeed in today’s fast-evolving workplace, while also providing valuable feedback to job seekers.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"The proprietary tool focuses on evaluating:\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"Critical thinking: \"]}),\"The ability to logically analyze and evaluate information to make sound decisions.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"Learning agility:\"}),\" A measure of how well individuals adapt, learn from new experiences, and apply these lessons to novel situations. \",/*#__PURE__*/e(\"strong\",{children:\"Distance traveled:\"}),\" A unique metric that assesses personal growth and resilience, considering an individual’s progress based on their starting point and life experiences.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Development and testing\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"The tool’s components were assessed using well-established research models. The assessment was piloted with 373 participants, and its validity was carefully reviewed by experts.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Implications for employers\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"CLARA’s new tool provides organizations with a deeper understanding of a candidate’s potential in dynamic working environments.“Investing in people’s potential is not only the right to do, it’s also the smartest move for any company looking to thrive in today’s competitive landscape,” said Natasha Nuytten, CEO of CLARA. “With our AI-powered tools, we’re helping businesses uncover talent that may have been overlooked and ensuring that the best candidates – not the best keywords – rise to the top. We’re proud to be shaping a future where hiring is not only more efficient but also more equitable.”\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Looking ahead\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"CLARA plans to refine and enhance the accuracy of the tool over time against rigorous academic and research standards, including testing it in real-world job application settings and exploring how closely candidates' self-assessments align with their actual results.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"For more information on CLARA’s latest report and its proprietary assessment tool, contact press@getclara.io. You can also request the \"}),/*#__PURE__*/e(a,{href:\"https://45488611.fs1.hubspotusercontent-na1.net/hubfs/45488611/PDFs/CLARA%20Research%20Report_November%202024.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"full report here\"})})}),/*#__PURE__*/t(\"strong\",{children:[\".\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{})]})]}),/*#__PURE__*/e(\"h3\",{children:\"About CLARA\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"CLARA’s founders, Kenny Williams (42 years in Major League Baseball) and Zoraida Sambolin (Emmy-award-winning journalist) built the company out of their commitment to creating change and access. They share the belief that everyone has unique and special gifts that could allow them to succeed beyond their wildest dreams. They believe this because they both experienced it and they want to open doors for others. Williams and Sambolin founded DEI Network to build an ecosystem of solutions to create opportunities for overlooked and underestimated individuals and small and minority-owned businesses. The mission is to create access to opportunities and to help people leverage them. CLARA is the first step.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"For more information, please visit \"}),/*#__PURE__*/e(a,{href:\"https://getclara.io/\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"getclara.io\"})})}),/*#__PURE__*/e(\"strong\",{children:\". For media inquiries, please contact: Natasha Nuytten CEO, CLARA press@getclara.io.\"})]})]});export const richText27=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"It seems like only yesterday that artificial intelligence (AI) hit the scene. Now it seems like we’re constantly discussing why, how, and when we could integrate AI into every facet of our society. Like so many technological advancements before it, AI has the ability to fundamentally reshape how we live our lives personally and professionally. Depending on who you ask, this prospect is incredibly exciting, indescribably terrifying, or some mix of both.  Regardless of where you may fall on that spectrum, one thing is certain: AI is here, and it’s here to stay. So rather than try to postpone the inevitable, many are championing a different approach to AI, one that says there can be and should be guardrails in place to ensure AI is a net positive for society. This approach is called ethical AI.  But before you can have a productive conversation about how AI is used, it’s important to understand what AI is–and what it isn’t.\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Understanding AI\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"AI is an umbrella term for a whole host of technologies and tools that operate in different ways and serve different purposes. Broadly speaking, AI is defined as any computer technology that seeks to perform tasks that previously required human intelligence. \"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"If that definition sounds vague to the point of being meaningless that’s because it is: there are simply too many different types of AI technologies to be documented in a blog post with any hope of being useful. That being said, most conversations around AI and ethical AI today are centered around tools that could be classified as being one (or more) of the following:\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Machine Learning (ML)\"})}),/*#__PURE__*/e(\"h6\",{children:\"Machine Learning algorithms are used to parse through large amounts of data to identify underlying patterns. As the name implies, these algorithms continuously learn and become more effective at identifying and deriving insights from those patterns. Machine Learning is by far the most pervasive form of AI tool used today. \"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Simpler forms of ML algorithms are used in analytics tools and recommendation engines on streaming services, social media platforms, and online advertising. Recommendation engines compare how individual users interact with different forms of content against historical behaviors of similar users in order to predict which content will be most appealing.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"More complex forms of ML algorithms make intuitive leaps in data intensive fields such as medicine and physics. In medicine, ML algorithms are already being used to identify new opportunities to improve differential diagnoses, and in physics scientists are using ML to identify new particles and detect complex quantum interactions. In hiring, ML can be used to analyze complex hiring data to determine which candidate skills lead to overall job performance. ML also underpin other types of advanced AI such as Generative AI and Natural Language Processing.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Natural Language Processing (NLP)\"})}),/*#__PURE__*/e(\"h6\",{children:\"Natural Language Processing is a branch of machine learning with the goal of improving -an algorithm’s ability to interpret, understand, and manipulate language. Natural language processors ingest text in order to build models around semantics, syntax, and sentiment. You likely interact with several NLP systems every day: predictive text on your smartphone keyboard, grammar suggestions on your favorite word processor, and translation apps all use NLP algorithms.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Prior to the introduction of consumer-grade Generative AI, most search engines used NLP algorithms to perform a task called latent semantic indexing, which converted natural language searches into relevant keywords. This approach also aids in the hiring process to identify skills that may be missed by traditional keyword based ATS filters. Today one of the most popular forms of NLPs are Large Language Models, or LLMs. LLMs use massive amounts of text to build more robust language models that can engage in “discussion” with human users.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Generative AI\"})}),/*#__PURE__*/e(\"h6\",{children:\"These days, when people debate about AI they are most-often referring to Generative AI. Generative AI tools are designed to provide different forms of content from user provided prompts. This content can be anything from the written word (ChatGPT, Google Gemini) to imagery (Dall-E, Adobe Firefly, Midjourney) to video (Sora, Runway). Generative AI tools are trained by using Machine Learning to analyze massive amounts of multimedia content.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Throughout the business world there’s currently a mad scramble to discover all the places where generative AI can be used to increase productivity. In the hiring process, for example, a generative LLM could be used to create custom candidate screening questions based on details from their resume. Generative AI is a hot topic in entertainment and publishing, mainly due to unclear data sources used for training and ongoing legal debates around copyright and ownership of AI-generated content. There’s also growing concern among professional artists that generative AI tools will be used to replace them rather than support them. These are concerns that should be addressed under an ethical AI framework.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"What is ethical AI?\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Ethical AI is an approach to the development and use of AI tools that prioritizes ethical guidelines, moral principles, and positive societal impact. This approach is achieved by implementing ethical and moral guardrails to the behavior and output of an AI tool, as well as having an ability to easily audit the tool’s decision making process and outputs. Any type of AI tool can be built and deployed under an ethical AI framework. One of the central appeals of ethical AI is that it encourages a human-centered approach to AI development which seeks to enrich people’s lives and improve society.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Though there’s no single agreed-upon standard for ethical AI principles, many AI ethicists and advisory bodies like\",/*#__PURE__*/e(a,{href:\"https://unesdoc.unesco.org/ark:/48223/pf0000381137\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\" UNESCO\"})}),\" agree on the following principles:\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Fairness and non-discrimination\"})}),/*#__PURE__*/t(\"h6\",{children:[\"AI tools behavior and output should be designed to reduce and, if possible, eliminate human biases around age, race, gender identity, economic class, religion, and nationality.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Privacy and data protection\"})}),/*#__PURE__*/t(\"h6\",{children:[\"AI tools should operate in strict accordance with data security and privacy regulations to safeguard the privacy and security of users. This includes providing secure storage for user data as well as allowing users to export or delete their data. This often includes safeguards to prevent user data from becoming training data for AI models.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Transparency and oversight\"})}),/*#__PURE__*/t(\"h6\",{children:[\"AI tools must be designed to operate with full transparency, allowing developers and users the ability to audit a tool’s decision making process to ensure it’s adhering to ethical principles and make corrections if it’s not.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"How CLARA employs ethical AI\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"CLARA’s AI uses machine learning and natural language processing to evaluate and score job candidates based not only on job-specific experience but also on important qualities like critical thinking, learning ability, and distance traveled (resourcefulness, grit, resilience, etc.). CLARA is designed to reduce explicit and implicit biases from the candidate screening process and help hiring teams build a dynamic, more diverse, and impactful workforce. CLARA’s toolset is guided by the ethical AI principles of non-discrimination, privacy, and transparency.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Fairness and non-discrimination\"})}),/*#__PURE__*/t(\"h6\",{children:[\"CLARA’s AI models have been trained on high-quality, validated, and diverse data sets. All AI models used by CLARA are continuously monitored to prevent discriminatory biases from emerging over time. By design, information that could allow CLARA’s systems to make any determination about a candidate’s age, gender, race, religion, or origin is removed prior to evaluation. For example, the system does not show the name of the candidates, rather presenting them via their initials. CLARA also provides detailed explanations of its decision making process and candidate scoring so that both hiring professionals and candidates can be sure that the screening process is fair and equitable.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Privacy and data protection\"})}),/*#__PURE__*/t(\"h6\",{children:[\"CLARA’s AI doesn’t use any proprietary employer, company, or candidate data to train its models. Proprietary data is stored separately from training data so that the two never mix. All data is fully encrypted end-to-end during transmission and while at rest. CLARA’s team follows strict data access policies that put limitations on what personnel can access what data, as well as when and how they access it. As an added precaution, all interactions with sensitive data are monitored and logged, and CLARA performs regular security audits of both internal processes and the complete data pipeline.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h6\",{children:/*#__PURE__*/e(\"strong\",{children:\"Transparency and oversight\"})}),/*#__PURE__*/t(\"h6\",{children:[\"CLARA’s AI algorithms are designed to be transparent. Every match score includes an explanation of how the score was reached. This explanation allows users to evaluate how specific skills, qualifications, and other factors were calculated, allows users to make more informed hiring decisions, and adjust the AI algorithms as needed. As an added layer of oversight, CLARA is compliant with and intentionally in beyond transparency requirements as related to the use of AI in employment-related decision making to ensure it does not contribute to employment discrimination.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Work in progress\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"As AI technology advances, so does the need for more robust ethical frameworks. By taking a human-first approach, and maintaining a commitment to progressing ethical AI, we ensure our values shape technology, helping us use it in ways that reflect and uphold these values. While AI will continue to evolve, ethical practices—focused on fairness, transparency, and data security—allow us to keep humans in the loop to harness its transformative potential for everyone’s benefit.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"Got questions about how CLARA's AI works? Would you like to better understand how we help support your security and compliance initiatives? Get answers to our most common questions \"}),/*#__PURE__*/e(a,{href:\"https://cdn.sanity.io/files/ns1xx6o1/production/7849832a81e93e9713c6ac7bb647551ff2d05496.pdf\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!0,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"here\"})})}),/*#__PURE__*/e(\"strong\",{children:\".\"})]})]});export const richText28=/*#__PURE__*/t(r.Fragment,{children:[/*#__PURE__*/e(\"blockquote\",{children:/*#__PURE__*/e(\"h6\",{children:\"The state of DEIB (Diversity, Equity, Inclusion, and Belonging) in the workplace is a mess. For a couple of years, it seemed U.S. companies finally recognized the cultural and business imperatives that it matters that everyone on their teams felt seen, heard, and valued. It appeared as though American business leaders were going to take decisive, meaningful action to level the playing field and correct systemic challenges.\"})}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Then, slowly but surely, it became evident that they didn’t really know how to make change and they didn’t know how to talk about it, much less implement thoughtful policies. So, things got a little messy, and because things didn’t turn around overnight and humans resist change, the door was opened to skepticism and naysayers. As a result, political actors took over the conversation as their own and nearly overnight, the historical reality that we actually are collectively better off when everyone wins was replaced with more divisive us-vs-them, zero-sum rhetoric, and threats of lawsuits. \"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"But the evidence is in and it is crystal clear; the business case has been made. Organizations that do not embrace change will be both less relevant and less profitable. Period. \"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"So, if you are in leadership or play any role in building teams in your organization, you are now left to figure out HOW to proactively and responsibly move toward the future promised by diversity, equity, inclusion, and belonging.\"]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"It’s a big nut to crack, but it starts at the beginning. It starts with equitable hiring practices.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/t(\"h3\",{children:[\"What is DEIB?\",/*#__PURE__*/e(\"strong\",{children:/*#__PURE__*/e(\"br\",{})})]}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Diversity\"}),\" refers to the mix of different demographics within a workplace, related to inherent and acquired characteristics, and cognitive, cultural, and experiential dimensions.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Equity\"}),\" is about processes and systems in an organization that ensure equal access to opportunities, resources, and advancement with consideration for individual needs, circumstances, and starting points.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Inclusion\"}),\" means intentionally creating and maintaining a workplace environment where all people feel respected, valued, socially connected, and encouraged to contribute and participate in the collective network as they are.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Belonging\"}),\" is both a feeling (of deep connection) and an outcome of diversity, equity, and inclusion —in that it is a sense of being valued as you are within the organization and that you can contribute in a meaningful way.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})})]}),/*#__PURE__*/t(\"h6\",{children:[\"Now that you have an understanding of DEIB, let’s dive into why it should be a crucial part of your hiring practices.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"It creates equity, right from the get-go.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"When you apply a DEIB lens to hiring, you level the playing field. By minimizing bias in the process, you give every candidate a fair shot. This not only surfaces overlooked abilities and highlights potential, it also ensures organizations don’t miss out on recruiting future high performers. It’s a win-win: candidates are treated fairly and feel seen for their unique value, and companies gain access to untapped talent.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"It sets employers and employees up for success.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"It’s pretty simple: DEIB + inclusive hiring practices mean a workforce with diverse perspectives. Why is this a good thing? Because building a team with unique perspectives leads to:\"]}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[\"Increased innovation\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[\"Teams with unique problem-solving abilities\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"h6\",children:/*#__PURE__*/t(\"h6\",{children:[\"Higher employee engagement\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})})]}),/*#__PURE__*/t(\"h6\",{children:[\"But it’s not just employees’ sense of well-being and accomplishment that sees the impact of DEIB. Overall, organizations with a focus on hiring diverse teams, especially at the top of the org chart, see their bottom line get a bump. Companies in the top 25% in terms of diverse leadership teams have a 39% greater likelihood of financially outperforming their peers in the bottom 25% (McKinsey & Company).\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"It sets off a ripple effect.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"Firms like McKinsey & Company have been studying the effects of DEI on companies for years. Their 2023 \",/*#__PURE__*/e(a,{href:\"https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"study\"})}),\" (fourth in a four-part series) found that when organizations had a 10% increase in women’s executive representation, there was an average 2.1 increase in the percentage of both women employees and women managers at the company within the next two years. This shows that one action focused on DEIB can lead to other desirable outcomes. As employees feel more empowered within the organization, their sense of belonging increases.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"It makes you desirable to candidates.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"According to the same report from McKinsey & Company, diverse leadership teams “bolster community involvement, positively impacting ethical disposition, community orientation, and the general image of a company.” In an era where business faux pas are practically an everyday occurrence, positive public perception can go a long way in bringing in top talent.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/t(\"h6\",{children:[\"A report from the \",/*#__PURE__*/e(a,{href:\"https://www.pewresearch.org/social-trends/2023/05/17/diversity-equity-and-inclusion-in-the-workplace/\",motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"Pew Research Center\"})}),\" found that 72% of workers said enacting policies to ensure that people are treated fairly in hiring, pay or promotions has had a very or somewhat positive impact where they work. Employees serve as your number one brand ambassadors, so when they see positive changes at work, it makes them more likely to share those positive experiences with potential candidates.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/t(\"h6\",{children:[\"It’s clear that employees and candidates want to work with organizations that focus on DEIB.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"DEIB hiring is the future - and responsible AI is the way to get there.\"}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"br\",{}),\"The benefits of DEIB in hiring are clear, but how do you get there? The answer is actually pretty simple: ethical and responsible AI, which ensures fairness and transparency across your hiring practices. Plus, using AI-powered tools makes it easy to ensure that your efforts are impactful and defensible.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/t(\"h6\",{children:[/*#__PURE__*/e(\"strong\",{children:\"When you’re ready to make your hiring process more equitable and efficient, CLARA is here to help. \"}),/*#__PURE__*/e(a,{href:{webPageId:\"n7lrwAMxp\"},motionChild:!0,nodeId:\"LJpcotyYs\",openInNewTab:!1,relValues:[],scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Contact us today\"})})}),/*#__PURE__*/e(\"strong\",{children:\" to get started.\"})]})]});export const richText29=/*#__PURE__*/e(r.Fragment,{children:/*#__PURE__*/e(\"div\",{className:\"framer-text-module\",style:{\"--aspect-ratio\":\"560 / 315\",aspectRatio:\"560 / 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