Diversity and inclusion are becoming increasingly important in the modern workplace. Not only is a diverse workforce beneficial for the individuals who make up the team, but it can also lead to increased creativity, productivity, and decision-making capabilities.
However, achieving diversity in the workplace can be challenging, especially when it comes to recruiting. It's important to have a strategy in place to ensure that you are reaching and attracting a diverse pool of candidates.
Here are 6 ways to improve your diversity recruiting strategy
1. Clearly communicate your commitment to diversity and inclusion
By clearly communicating your commitment to diversity and inclusion, you can show candidates that your company values and supports a diverse workforce. This can make your company more attractive to diverse candidates and help you attract and retain top talent. This can be achieved through various methods, including:
● Job postings: Make sure to include language in your job postings that highlights your commitment to diversity and inclusion. This can include statements about your company's values or your commitment to creating a diverse and inclusive workplace.
● Company website: Include information about your commitment to diversity and inclusion on your company website. This can be in the form of a diversity statement or a page dedicated to diversity and inclusion initiatives.
● Interview process: Make sure to discuss your commitment to diversity and inclusion during the interview process. This can be done through specific questions about the candidate's experience with diversity and inclusion, or through more general conversations about the company's values and culture.
2. Use targeted job boards and resources
Using targeted job boards and resources is an effective way to reach and attract a diverse pool of candidates. These job boards and resources are specifically designed to help companies connect with diverse candidates and can provide access to a wider pool of talent. Some examples of targeted job boards and resources include:
● Diversity job boards: These job boards specifically cater to diverse candidates and often have a focus on underrepresented groups, such as women, people of color, and LGBTQ+ individuals.
● Professional associations: Many professional associations, such as the National Association of Black Journalists or the National Society of Hispanic MBAs, have job boards or career resources specifically for their members.
● Diversity job fairs: Many organizations and universities host diversity job fairs specifically for diverse candidates.
3. Ask for employee referrals
Encourage your employees to refer diverse candidates for open positions. Your current employees likely have a diverse network and can help bring new, diverse talent into the company.
● Offer a referral bonus: Consider offering a referral bonus to employees who refer diverse candidates who are ultimately hired. This can provide an incentive for employees to refer diverse candidates and can help increase the diversity of your workforce.
● Communicate the importance of diversity and inclusion: Make it clear to your employees that diversity and inclusion are important values for your company. This can help encourage them to refer diverse candidates and support your diversity recruiting efforts.
● Provide resources and support: Make it easy for your employees to refer diverse candidates by providing them with resources and support. This can include information about open positions, guidance on how to refer candidates, and support throughout the referral process.
4. Use inclusive language in job postings
Using inclusive language in your job postings is important for attracting a diverse pool of candidates. Inclusive language can help create a welcoming and inclusive atmosphere for all candidates and can help ensure that your job postings are not exclusionary or biased. Here are some tips for using inclusive language in your job postings:
● Use gender-neutral language: Avoid using gendered terms, such as "salesman" or "waitress," in your job postings. Instead, use gender-neutral terms, such as "salesperson" or "server."
● Avoid using language that could be perceived as biased: Some words and phrases, such as "dominant" or "ambitious," can have connotations that are perceived as biased by some candidates. Consider avoiding these types of words and phrases in your job postings.
● Use language that is welcoming and inclusive: Use language that is welcoming and inclusive to all candidates, regardless of their background or identity. This can include phrases such as "we welcome candidates from all backgrounds" or "we are an equal opportunity employer."
5. Use structured interviews and have a diverse panel of interviewers
Using structured interviews and having a diverse panel of interviewers are effective strategies for reducing the impact of unconscious bias during the hiring process and ensuring that diverse candidates are being fairly considered.
Structured interviews involve creating a set of standardized questions that all candidates are asked in the same order. This helps to ensure that all candidates are evaluated on the same criteria and can help reduce the impact of unconscious bias.
Having a diverse panel of interviewers can also help reduce the impact of unconscious bias and ensure that diverse candidates are being fairly considered. A diverse panel of interviewers can bring different perspectives and experiences to the hiring process, which can help provide a more comprehensive evaluation of candidates.
6. Consider unconscious bias training for recruiters and hiring managers
Unconscious bias refers to the automatic and often unconscious beliefs, attitudes, and stereotypes that we hold about certain groups of people. These biases can impact our decisions and actions, including during the hiring process. Unconscious bias can prevent diverse candidates from being considered and can lead to a lack of diversity in the workplace.
Providing unconscious bias training for recruiters and hiring managers can help mitigate this issue by raising awareness of unconscious bias and providing strategies for overcoming it. This type of training can help recruiters and hiring managers recognize and address their own unconscious biases, as well as create a more inclusive and equitable hiring process.
There are several ways to provide unconscious bias training, including in-person workshops, online courses, and webinars. It's important to choose a training method that works best for your company and to provide ongoing training to ensure that unconscious bias is continuously addressed.
Implementing these strategies can help improve your diversity recruiting efforts and increase the diversity of your workforce. It's important to remember that achieving diversity and inclusion is a continuous process and requires ongoing effort and commitment. By making diversity and inclusion a priority, you can create a more inclusive and supportive workplace for all employees.
