Employers want the best for their businesses. This means that they often seek out the most talented and skilled employees. Unfortunately, employers often limit their hiring pool to those who are similar. A lack of diversity in the workplace can harm business. Here are six steps that you can take to help you recruit diverse candidates for your client.
As we head into 2022, it is important to look at the trends affecting diverse recruiting. This includes both the positive and negative trends that may impact your organization’s ability to recruit a diverse workforce. One of the major positive trends is that most organizations now recognize the importance of diversity and are seeking to hire a more diverse workforce. This is good for the organizations themselves and the individuals who are hired, as research has shown that diverse teams lead to increased innovation and revenue growth.
There will also be several negative trends impacting diverse hiring. One of the most common is that many people believe that diversity only means gender diversity and often overlook issues such as ethnicity, race, cultural background, and sexual orientation. In addition, there will be a focus on removing existing diversity in organizations as there are still many who believe that it hurts an organization to have a diverse workforce.
A diversity recruiting strategy is important because it can help organizations better understand and appreciate different cultures, which can lead to a more diverse and inclusive workplace. When organizations can better understand and appreciate different cultures, they can better serve their customers and clients from those cultures. In addition, a diversity recruiting strategy can help organizations identify and hire top talent from a variety of backgrounds, which can lead to a more innovative and successful organization.
The benefits of diversity in the workplace are well-documented. For example, a study by McKinsey & Company found that companies with diverse management teams have 19% higher revenues. Diverse companies are also seven times more likely to be innovation leaders in their market segments. In addition, a study by the Harvard Business Review found that 67% of job seekers say diversity is an important factor when considering a company, and 85% of CEOs say that having a diverse workforce improved their bottom lines.
One way to improve the diversity of your recruitment process is to diversify the pool of applicants you consider. This can be done in many ways, including:
- Reviewing applications from a wider range
- Encouraging more applications from underrepresented groups
- Using blind or subjective review processes
All of these methods can help ensure that you are considering a more diverse range of candidates, leading to a more diverse and successful workplace.
The opinions of the hiring manager, interviewing committee, and even the applicant may all be valuable in helping you to make a decision. However, it is important to ensure that you are using all of these sources of feedback to improve your recruitment process. One way in which this can happen is by having individuals who have worked with the applicant on a previous project review their work. This will allow you to understand how they interact with others and their ability to follow tasks through as they are defined.
There are various assessment tools and tests that companies use to measure ability in a bias-free way. For example, many companies will ask candidates to complete case studies in which they are asked to explain how they would tackle a given problem.
Additionally, tech companies famously ask programmers to complete challenges as part of the interview process. For example, Titus Talent’s Predictive Index is a tool that can accurately predict learning style and behavioural tendencies in as little as 20 minutes. This information can then illustrate how well a candidate will fit into a new role and rise to the challenges presented to them.
There are some advantages to automating your shortlisting using an Applicant Tracking System.
First, automating your shortlisting will increase the diversity of your shortlisted candidates. This is because an ATS will automatically screen candidates based on their qualifications and experience, rather than relying on human judgment, which may be biased.
Second, automating your shortlisting will speed up the process of hiring. This is because an ATS automatically screen and rank candidates, saving you time and energy.
Finally, automating your shortlisting will improve the accuracy of your hiring decisions. This is because an ATS will automatically compare candidates against the job criteria, which will help you to identify the best candidates for the job.
An employer brand that showcases your diversity can be a powerful tool for recruiting top talent. A diverse workforce can be a competitive advantage for your company. It can help you attract and retain a more talented and innovative workforce. In addition, by creating a brand that celebrates your diversity, you can show potential employees that your company is a welcoming and inclusive place to work.
When developing your employer brand, it is important to showcase all aspects of your diversity. This includes your racial, ethnic, and cultural diversity and your gender diversity, LGBTQ+ diversity, and disability diversity. You can also highlight the diversity of your team’s backgrounds and experiences.
It is also important to be intentional about your messaging. Make sure that your branding is authentic and reflects your values.
The best way to ensure that you are reaching a diverse pool of candidates is to post your job in the right places. For example, if you are looking for a diverse candidate, you should post on websites that focus on diversity, such as Blacks in Technology or Diversity Working. These websites will ensure that a diverse pool sees your job posting of candidates. Alternatively, if you post on a trade association website with a majority white membership, you will likely miss candidates of colour. Therefore, it is important to post in the right places to find the best candidates.
When writing job ads, it’s important to be mindful of the language you use. Studies have shown that, on average, men will apply for a job when they meet just 60% of the criteria, while women will only apply if they meet 100% of the criteria. So, the more specific and exhaustive the job requirements are, the more likely your talent pool will be skewed in favour of one gender.
That’s why it’s important only to list essential requirements that are essential. If you don’t need someone with a certain degree or years of experience, don’t list it as a requirement in your job description. This will help to attract a more diverse pool of applicants.
While it is important to take certain measures to protect the safety of your clients and your business, it is also crucial that you reach out to a diverse range of talented individuals to join your team. These are six steps that, when taken together, will help you to recruit the most diverse candidates for your client.