A diverse workforce comes with a lot of benefits. Higher rates of workplace diversity can help companies innovate, evolve, and solve problems more efficiently and effectively. It can help them initiate other means of solution to a problem that is being addressed in one way. Moreover, a diverse workplace is more likely to address customer needs and develop new ideas to fulfill them
When attempting to include variety in your current recruitment policy, it's essential to ask yourself the following questions:
● What's my goal?
● How do I measure success?
● What KPI should I include in our diversity recruiting metrics?
Without laying out these three variables, it may be challenging to improve your diversity recruiting strategy. Likewise, identify these factors to set a goal on what you want to achieve. Whether it's hiring more women into technical roles or hiring younger writers to make the content strategy, having these exact metrics around can help you employ for these roles. Also, do not forget to set a goal of how many you want to hire, so you can see if the recruitment strategy is effective or not.
With these metrics and objectives, you can now improve your diversity recruitment. Here are some that you can include in your diversity recruiting strategy:
1. Put diversity and inclusion at the heart of your organization
Including diversity and inclusion in your company's vision, mission, core values, and manifesto is a great way to improve your diversity recruitment strategy.
Action speaks louder than words. Include these narratives on your company's website, job advertisements, social media posts, and internal and external communication. Showing candidates that the company practices diversity is a great way to attract these talents. Make sure that these are being practiced by the employee and the executives up to the board members.
Your recruitment team and human resource department should also know how to properly relay these messages to the candidates. Your company should create a diverse committee and a recruitment panel that includes all underrepresented groups. If this is enough, you can avail yourself of diversity recruiting training for your recruiters.
2. Get Out of Your Candidate Comfort Zone
One great way to get more diverse candidates is by getting out of your recruitment comfort zone. There are tons of great courses and places to acquire a talent pool full of diverse candidates. Do not rely on the same source repeatedly. Using one source gives the same result of similar candidates and produces a talent pool that lacks diversity.
So instead, look for new ways to include in your diversity recruiting strategy. Shake things up by seeking new opportunities to diverse source candidates such as:
● Creating a candidate referral program. One of your employees probably knows someone who would be an excellent fit for the job.
● Recruit candidates from different spaces and platforms. Try mixing it up by attending campus recruiting fairs or other career events. Find as many connections as you can with different types of people.
● Connect with people from that industry. For example, if your target is to have more women in tech jobs, instead of going through the usual posting the job online, try connecting with high-calibre female candidates who are well known in the field. Take the initiative on platforms like LinkedIn and inquire if she is interested or knows someone who might be interested. This will likely provide you with more diverse talent pools.
● Hire a recruiter who is well trained in diversity or gender-based knowledge. There are plenty of recruiters who are well versed in recruiting diverse candidates. You can either hire them full-time or as a consultant that can help you improve your diversity recruiting strategy.
3. Write Job Descriptions That Open Your Possibilities
According to a study conducted by the Harvard Business Review, women are less likely to apply for a job unless they have 100% of the job description requirements. They do not want to waste their time and energy in using if the employer wouldn't hire them.
As such, having a great job description that covers more than the job requirement is a must for a diversity recruiting strategy. Your job description is the front line of recruitment strategy. They are the first ones that candidates see and determine if they are going to apply or not. As such, it's essential that the job description must not stop the candidate from being interested in the job or learning more about your company. Try to include information like job benefits, company perks, and promotions in your job description.
4. Encourage your diverse employees to refer their connections
As mentioned earlier, an employee likely knows someone who has the necessary skills and experience for a position you are offering. Likewise, it's more likely for a diverse team member to know someone with a similar background to them.
Reach out to some of your employees who are part of the demographic you are looking for. Encourage them to share your job abs with their friends and family. You can also create a diverse candidate referral program is a great way to encourage your team members to refer candidates to your company. This is also a great venue to improve overall team morale and engagements.