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When you think about developing and executing a diversity recruitment strategy, what comes to mind?
If you’re like most organizations, you probably think about how difficult it can be to find and attract a more diverse pool of job candidates.
However, if you enlarge your search to a broader segment of the population, you may find it’s easier than you think to identify and hire a more diverse workforce.
Here are four tips to help you develop a diversity recruiting strategy:
1. Define what diversity means to your organization.
Before you build an executable strategy, consider what diversity truly means to your organization. Our customer Demandwell, created a diverse workforce because it's part of their core mission to, "Help others grow."
When you break down why diversity matters to you, you'll be able to communicate it to your teams, candidates, and to the market.
Before you embark on your diversity journey, try creating a mission statement that reflects the heart of your team.
Something like:"We believe that diversity makes us stronger. By seeking out and valuing different perspectives, we can build a more effective team that is better able to serve our customers."
Include this statement in your diversity and inclusion training, talk about it with your team, uncover what it means to them, and empower your company with the resources and permission to live out this mission.
2. Evaluate your current recruiting processes.
Your current recruiting practices may inadvertently be excluding diverse candidates. Are your job descriptions filled with masculine words? Do you use gendered language when talking about your company culture?
These small details can make a big difference in how diverse candidates perceive your organization.
If you want to attract a more diverse pool of candidates, take a close look at your recruiting processes and make sure they are inclusive.3. Use targeted outreach to attract diverse candidates.
There are many ways to reach out to potential job candidates, but not all methods are created equal. If you want to target a more diverse group of people, you need to use targeted outreach methods.
Some examples of targeted outreach include:•
Posting job openings on diversity-focused websites and job boards.
• Working with diversity-focused recruitment agencies.
• Reaching out to professional organizations for women, minorities, and other underrepresented groups.
4. Be prepared to sell your organization to diverse candidates.
Diversity can mean different things to different organizations. To some, it may refer to race or ethnicity. For others, it may include gender, sexual orientation, or even socio-economic background.
No matter what your definition of diversity is, you need to be prepared to sell your organization as a place that values and promotes diversity.
When you talk to potential candidates, be sure to stress the importance of diversity in your organization.
5. Utilize Interview intelligence software.
Interview intelligence platforms like Pillar record, transcribe, and index interview videos so they're searchable, then use AI to analyze them. This is a powerful coaching tool to ramp up your diversity recruitment training.
Interview intelligence software can help you identify interviewing practices that aren't on par with your DEI hiring goals so you can course correct them before they negatively affect candidate experience.
Inclusive recruitment strategies require you to think about the entire candidate journey, from job postings to offer letters. Below are five tips to help you create a more diverse and inclusive recruiting process:
1. Use blind screening during the application process.
Blind screening is the practice of removing all personally identifiable information (name, gender, age, etc.) from applications before they are reviewed by hiring managers. This level playing field ensures that all candidates are evaluated based on their qualifications, not their identity.
2. Diversify your recruitment sources.
Where you look for candidates has a big impact on the diversity of your applicant pool. Relying too heavily on online job boards or personal networks can lead to an applicant pool that looks a lot like your current workforce.
To diversify your recruitment sources, consider using:
• Job postings on diversity-focused websites and job boards
• Recruitment agencies that specialize in diversity placement
• Professional organizations for underrepresented groups
3. Create an inclusive job description.
This is a diversity and inclusion best practice every company should employ. Your job descriptions play a big role in shaping the applicant pool. If you want to attract a more diverse group of candidates, make sure your job descriptions are inclusive.
Some things to keep in mind when writing job descriptions:
• Use gender-neutral language
• Avoid using jargon or technical terms that might exclude certain groups of people
• Be clear about the qualifications you're looking for
4. Train your interviewers.
Your interview team plays a big role in the candidate experience. Make sure they're prepared to conduct fair and inclusive interviews by providing training on unconscious bias, microaggressions, and other topics related to diversity and inclusion.
5. Collect data and track your progress.
Diversity initiatives are more likely to be successful if they're data-driven. Track the demographic data of your applicants, hires, and current employees to identify areas of improvement. This data can help you assess the effectiveness of your diversity recruitment efforts and make necessary changes to improve results.
The best diversity recruitment strategies of 2022 are not new - you've probably already heard several of the above points before. Still, they're tactics that are put into practice every day in your interviewing and hiring process.
Why diversity hiring is important.
When solving the complex problems of the world, we need as many brains as possible. You've probably heard the phrase, "A mind is a terrible thing to waste." So is the creativity, experience, knowledge, and perspective that comes with it.
Diversity and inclusion in recruitment can turn your teams into brain trusts with broad knowledge and the ability to solve almost any problem.
Further, studies show that diversity hiring is good for business. A study by McKinsey found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. And companies in the top quartile for gender diversity are 15% more likely to have financial returns above their respective national industry medians.
Now that's technical jargon to say they outperform similar companies less diverse.
When you have a workforce with different perspectives, backgrounds, and experiences, you have a built-in engine for creativity and innovation.
The business case for diversity in recruitment is clear. So, how do you actually go about hiring for diversity?
Stary by creating a level playing field.
Making sure everyone has an equal opportunity to apply for jobs is the first step in creating a diverse workforce. You can do this by using an application system that allows all candidates to submit their applications electronically.
Also, consider using an applicant tracking system (ATS) to help you keep track of all the applications you receive. An ATS can automate some of the steps in the hiring process, like posting job openings and screening candidates. This can help take the bias out of recruiting and make it easier to find qualified candidates.
One particularly effective diversity and inclusion best practice is a blind resume/ blind screening system. This will remove any bias from your screening practices and should be a pillar of your diversity and inclusion hiring strategy.
Contrary to popular belief, inclusive hiring practices are not hard to implement.
The challenge is getting others' buy-in and participation. Often, people's habits are the hardest to change.
We get into a rhythm that seems to work for us and we go with it. The problem is that what works for us might not work for everyone and could be unintentionally discriminatory.
If you'd like to see a diversity hiring checklist from the job description offer, check out, "The Ultimate Checklist for Hiring Teams."
A few metrics to measure and questions to consider as your build your diversity and inclusion checklist:
1. How many new, diverse applicants did you have for each open role?
2. Do you have procedures in place to make flexible, inclusive work opportunities available to diverse groups?
3. What talent pools do you have access to that would increase your diversity?
4. Is your team equipped with a DEI Hiring Playbook?
5. Are you coaching your team and panel interviewers on diverse hiring practices?
6. What DEI impact has your diversity hiring strategy had over the past 12 months?
7. What one thing needs to change for you to hit your DEI goals and make the impact you desire?
If you'd like to dig deeper into this topic and increase your DEI Impact, schedule a time to chat with our team. Pillar's mission is to help you hire better, and we've built interview intelligence software to that end.
Pillar is a video interview platform that empowers teams to hire the right talent effectively and efficiently. Our software allows organizations to center hiring decisions on objective reality rather than subjective.
Schedule a demo, today!