What is Diversity Recruiting?
Diversity in the workplace is the initiative that your team should imitate the general composition of the society. Your staff should consist of a variety of people, from different backgrounds and experiences. This can include diversity regarding gender, experience, socio-economic levels, race, religion, sexual orientation, and so on.
Diversity can fall into two categories: inherent diversity, such as demographic factors, or acquired diversity, which are developed or earned over time. Think of inherent diversity as being tied to race, gender, age, and any other characteristic. Acquired diversity refers to things like education, experience, values, skills, and knowledge, which are more fluid and can develop and evolve.
Why is diversity recruiting strategy important?
- To have a broader range of skills and experience in your team;
- To have an increased language and cultural awareness;
- To create a Larger and more varied candidate or talent pools;
7 Ways to Improve your diversity recruiting strategy
- Audit your job ads Don’t be afraid to write job ads with specific demographics in mind to boost your diversity recruiting strategy. Let your target candidates know that you’re seeking them out, and explain why your company would make a great fit.
- Target sources where diverse candidates congregate A great way to ensure that your talent pool is full of diverse candidates is to source your candidates from a variety of different places. Don’t rely on the same sources over and over again when seeking out new candidates. Instead, seek out opportunities to source diverse candidates where they typically hang out.
- Encourage your diverse employees to refer their connections members of your team will likely have networks of people with similar backgrounds to them. Creating a diverse candidate referral program is a great way to both boost your diversity recruitment strategy, and showcase that your company values different backgrounds and ideas.
- Develop an employer brand that showcases your diversity Perhaps the best way to boost diversity in your candidate sourcing is to organically create an employer brand that values people and the opinions of everyone. As you do this, you will begin to develop an employer brand that is known for valuing diversity. Encourage employees to talk about this part of your business. Record their stories, and incorporate that part of your corporate personality into how you promote your employer brand.
- Use blind resumes An increasingly popular technique recruiters are using to remove bias from how they screen candidates is to “blackout” all personal information on resumes. Information like names, schools, date of birth, specific locations, and so on can all contribute to some degree in a biased assessment of the candidate, even if it’s not done consciously.
- Use blind interviews The goal here is to remain free of bias regarding who you choose to interview further. The screening can be done with digital Q&A rounds anonymously. Obviously, it’s much tougher to remove all personality and bias when talking to candidates on the phone or in person, so blind interviews are most effective early in the process.
- Seed talent pipelines with diverse candidates having multiple people from the same minority demographic drastically increase the likelihood that one of them will be hired. Intentionally seeding your shortlist with a proportionate number of diverse candidates, therefore, will result in a more even playing field when it comes to choosing one to hire.
Generating diversity awareness and finding diverse talent is one of the top challenges for organizations today. The majority of the recruiters and managers would agree that a diverse and assorted team helps companies to be more pioneering, innovative, and creative to attain better results. You don’t even have to look at the stats to know instinctively that diversity recruiting contributes to enhanced overall performance. Like business, Strategic Diversity Recruitment is constantly evolving, as leading-edge companies illustrate correlations between workforce diversity and job satisfaction, culture, society impact, innovation, and business results.
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