How to Build a Diverse Recruiting Strategy

In today’s increasingly interconnected world, fostering diversity, equity, and inclusion (DEI) is not just an ethical imperative, but also a vital aspect of a thriving business. A diverse workforce brings a wealth of experiences, perspectives, and ideas, helping companies to become more innovative and better equipped to navigate complex challenges. 

For recruitment professionals, this means developing a strategy that promotes diversity and inclusion at every stage of the hiring process. This article will explore the various components of a successful diverse recruiting strategy, from auditing job ads for inclusivity to creating training programs for diversity awareness.

Why Does Recruiting Diversity Matter?

Diverse and inclusive hiring practices contribute to fairer and more equitable workplaces and communities. But there is also a large amount of evidence showing that they also positively impact an organization’s success and growth. 

Here are just a few of the benefits of hiring a diverse workforce:

• Attracting talented Millennial and Gen Z employees: Younger employees value diversity and inclusion, making it essential for companies to prioritize DEI to attract top talent.
• Increasing team innovation: A diverse workforce brings different perspectives, experiences, and ideas, leading to increased innovation. According to a Boston Consulting Group report, companies with more diverse management teams have 19% higher revenues due to innovation.
• Faster problem-solving: A Harvard Business Review research paper revealed that diverse teams solve problems more quickly than cognitively similar but less diverse groups.
• Improving customer satisfaction: Reflecting the diversity of the market increases satisfaction, as employees are better able to understand and cater to customer needs.
• Enhancing company reputation: Demonstrating a commitment to diversity and inclusion strengthens your brand image and shows social responsibility. McKinsey & Company found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their national industry medians.
• Reducing employee turnover: A positive and inclusive work environment increases retention and reduces turnover.

These benefits make it clear that a diverse recruiting strategy can give modern businesses an edge in the recruitment market and the wider business environment. 

Tips for Implementing Diverse Recruiting

It’s not enough to know how crucial diversity is — you also need to act. Let’s look at some practical steps you can take to make your hiring process more inclusive and empower your business to attract talented individuals from diverse backgrounds.

Audit Job Ads and Descriptions for Inclusivity

The language used in job ads can significantly impact the candidates who apply for positions. If the wording is biased or discriminatory, it may deter diverse candidates from applying.

Here are some suggestions for your job ads:

• Use gender-neutral language: Avoid using gender-specific pronouns (e.g., “he” or “she”) and opt for gender-neutral terms (e.g., “they” or “the candidate”). Additionally, refrain from using gendered job titles (e.g., “salesman” or “waitress”) and replace them with gender-neutral alternatives (e.g., “salesperson” or “server”).
• Avoid biased language: Remove wording that might unintentionally favor a specific demographic or background. For example, phrases like “young and energetic” or “experienced veteran” might exclude qualified candidates from different age groups.
• Highlight diversity and inclusion values: Emphasize your company’s commitment to DEI in the job description and outline relevant policies or initiatives.
• Promote flexibility and work-life balance: Include information about flexible work options, family leave policies, or other benefits that may appeal to a wider range of candidates.
• Use inclusive qualifications: Focus on essential skills and qualifications rather than specific degrees or certifications (unless specifically relevant) that may exclude candidates from nontraditional educational backgrounds.

By auditing and adjusting your job ads and descriptions for inclusivity, you will create a more welcoming environment, enriching your talent pool and promoting a more diverse workforce.

Target Diverse Candidate Sources

Expanding your search beyond traditional job boards and mainstream recruitment channels can help you discover a broader talent pool. 

Here are some suggestions for reaching out to candidates:

• Niche job boards: Use diversity job boards that specifically cater to underrepresented groups, such as women, people of color, LGBTQ+ individuals, veterans, or people with disabilities.
• Professional associations: Collaborate with professional associations that support and promote underrepresented groups in your industry. These organizations often have job boards, networking events, and other resources to help connect employers with talented people of all backgrounds.
• Social media groups: Engage with social media groups and online communities that cater to specific demographics. By participating in discussions, sharing job opportunities, and networking with group members, you can build relationships with candidates and expand your talent pool.
• Community organizations: Partner with community organizations that work with underrepresented populations, such as local non-profits, educational institutions, or workforce development programs. These organizations can often provide resources, referrals, and support to help you reach candidates.

Diverse candidate sources will help you to broaden your reach and connect with candidates who may not be actively seeking employment but are open to new opportunities.

Implement a Structured and Standardized Hiring Process

A structured and standardized hiring process can help to minimize bias, ensuring fairness and consistency throughout the candidate selection process. 

Here are some suggestions for your hiring process:

• Use objective criteria and tools: Examples include skills tests, behavioral interviews, and blind resumes. These tools help reduce personal biases and focus on candidates’ qualifications and potential contributions to the organization.
• Develop a consistent interview process: Predetermined questions and evaluation criteria allow for an equitable comparison of candidates and reduce the influence of unconscious biases.
• Involve diverse interviewers and decision-makers: Include individuals from different backgrounds and perspectives in the interview and decision-making process.
• Solicit feedback from multiple perspectives: Encourage open discussion and feedback from all team members involved in the hiring process. Collective input leads to more informed decisions and helps identify potential biases or gaps in the evaluation process.

A structured and standardized hiring process helps attract diverse talent while cultivating a fair and unbiased work environment for all employees.

Foster a Welcoming and Inclusive Culture

Attracting diverse talent is only the first step; a welcoming and inclusive culture that encourages belonging and retention is equally important. An environment where employees feel valued, supported, and engaged will help to ensure their success within your organization. 

Here are some suggestions for creating a welcoming culture:

• Equal opportunities for career development: Provide all employees with equal access to opportunities for growth, learning, and advancement. This includes mentorship programs, skill development workshops, and opportunities for increased responsibility.
• Recognition and rewards: Ensure that employees are recognized for their contributions and rewarded equitably. Implement transparent and objective criteria for performance evaluations, promotions, and compensation decisions.
• Flexible work arrangements: Support your workforce’s needs and preferences by offering flexible work hours, locations, and arrangements. This may include telecommuting options, flexible schedules, or job-sharing opportunities.
• Employee resource groups (ERGs) and affinity networks: Encourage the formation of ERGs and affinity networks that bring together employees with similar backgrounds, experiences, or interests. These groups can provide support, networking opportunities, and a sense of community.
• Diversity events and celebrations: Host events and celebrations that highlight and honor your employees’ backgrounds, cultures, and traditions. This not only fosters inclusion but also helps to educate and raise awareness among the entire workforce.

A welcoming and inclusive culture helps diverse employees to thrive as they contribute to your organization’s success. A positive culture benefits individual employees and your business’s overall health and performance.

Invest in DEI Training

Diversity, equity, and inclusion (DEI) training is critical to a diverse recruiting strategy. By providing employees and recruitment professionals with the knowledge and tools necessary to understand and address bias, you can promote a more equitable and inclusive work environment. 

Here are some key benefits of DEI training programs:

• Raising awareness of unconscious bias: Training helps employees recognize and understand their own unconscious biases, which can influence decision-making and interpersonal interactions. By addressing these biases, employees can work towards more equitable and inclusive practices.
• Cultivating cultural competence: Education about different cultures, traditions, and communication styles fosters greater understanding and empathy among team members.
• Teaching inclusive communication skills: Employees may need guidance to help them use inclusive language and communicate respectfully with colleagues from other backgrounds. Training can provide skills such as understanding the impact of microaggressions, avoiding assumptions based on stereotypes, and practicing active listening.
• Developing inclusive leadership skills: Leadership DEI training equips managers and leaders with the skills they need to manage an inclusive work environment, including the need to recognize and address bias, promote equitable opportunities, and support employees’ needs and preferences.

Investing in DEI training empowers employees to become active participants in creating a more equitable and inclusive workplace.

Conclusion

Building a diverse recruiting strategy is a multifaceted process that requires intentional effort and commitment. By embracing inclusive practices in job ads, candidate sourcing, hiring processes, and workplace culture, you can build a thriving workforce that drives your organization’s innovation, engagement, and long-term success.

 

SocialTalent’s DEI Training can help your organization to implement a diverse recruiting strategy that supports an inclusive workplace. Talk to a recruitment training expert to learn more.

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