Recruiters and employers agree that having a diverse team allows organizations to be more creative and achieve positive outcomes. Research indicates that extremely diverse companies have attained 19% more revenue, are 1.7 times more likely to be innovative in their respective industries, and 70% more successful in capturing varied and new markets. Clearly, having a diverse team has many benefits that contribute to an overall improved performance within the organization.
However, hiring a diverse workforce is not an easy task. Employers must be open to having different backgrounds and perspectives on the team. They should be willing to accept newer and more varied ideas that can help solve problems and further innovation. Most importantly, leaders need to be aware of and accept the fact that diversity of thought shall challenge the status quo within a company. Further, it might require people to make changes to the usual ways of working.
The subject of diversity goes beyond achievable results and measurable performance. Building teams containing eligible candidates from diverse gender, ethnicity, religion, education, sexual orientation, and socio-economic backgrounds is a step toward emphasizing equality in the workplace. To maintain such a workforce, employers should be willing to prioritize the inclusion and the well-being of employees in addition to giving them the space they need to look after their own needs.
In this article, we shall explore the significance of having a diversity-oriented recruitment strategy. We shall also go over some ways in which employers can intentionally target and find more diverse applicants. Being open to diversity not only refines existing processes, but also helps companies to stay relevant in a rapidly evolving world and attain growth over time.
What is a diversity centric recruitment approach?
A diversity-based recruitment strategy is a hiring approach that considers diversity as one of the critical factors while searching for candidates to fill vacant positions. The rationale behind this strategy is the belief that your team should represent the visible makeup of the society you live in. This is achieved by having staff who have differences concerning gender, religion, sexual orientation, race, etc.
There are two types of diversity – inherent diversity, which includes demographic factors, and acquired diversity, which develops time. Factors like ethnic background, religion, gender are instances of inherent diversity. Education, skills, experience are more fluid and evolve over time. A diversity-focused recruitment strategy considers both above the types and measures the background of the existing staff.
When such an approach is adopted in the workplace, it can eliminate discriminatory practices against a specific individual or a team. It still considers applications from a merit-first perspective while emphasizing giving everyone, regardless of their background, an equal opportunity.
Why is it important to focus on diversity in recruitment?
Building a diverse workforce has become a global trend in business. In addition to the moral benefits, it provides to candidates from under-represented backgrounds diversity in recruitment. It also has other advantages in terms of innovation, productivity, and performance. Research suggests that diversity can help your team gain a wide range of skills and experience. It also improves cultural awareness while making people sensitive to inherent biases.
Diverse organizations are better able to find solutions to problems. They are more innovative than organizations that are not as diverse. When there is an exchange of different perspectives, people have access to a much wider information range. Debating on this information results in arriving at optimum solutions, which yields positive outcomes for the organization.
Statistics reveal the importance of diversity for organizations and prospective employees in the present day and age. Nearly 67% of candidates say that diversity is a vital factor for them when searching for a position. Also, 85% of CEOs observe that building a diverse team has helped to improve their outcomes. Bearing in mind these observations, implementing a strong diversity-oriented hiring strategy is crucial for improving your team’s performance. Let us look at some ways in which you can achieve this.
6 steps to hiring more diverse employees in your organization
When attempting to improve any part of your business, it is vital to ask yourself three questions: what is my objective? How am I measuring success? How do I implement diversity recruiting metrics?
As the leader of an organization, it is vital that you sit down with your team and determine what exactly your goals are. Do you wish to hire more people of color in management positions? Set a metric to reflect the number of such leaders you would like to have in your organization. Adopt techniques to achieve this metric and compare your performance over time.
When you are trying to increase the number of diverse applicants who apply to positions in your company, there are some tangible ways in which you can do so. Here we look at six steps to finding and hiring more diverse employees in your organization
1. Target your sources where diverse candidates are most likely to be found
Utilizing a variety of channels for recruitment can help expand your search for diverse candidates. Do not use the same sources multiple times for seeking the right candidate. This can negatively affect the chances of connecting with candidates from diverse backgrounds and instead give you the same search results as before.
To make the best use of your recruitment strategy, look for places where candidates from different backgrounds can be found. Social groups and organizations may have a presence on social media channels. Many of them have their own websites and it would be beneficial for you to connect with these groups and let them know about yourself. You can also work with professionals at TalenX.io who can help you target diverse demographic groups during the hiring process. By being active with your recruitment efforts, you can expect better results in finding diverse applicants.
2. Develop an organizational brand that displays your diversity
Another way in which you can strategically develop a diversity-centric recruitment strategy is by creating a company brand that values people from different backgrounds. Discuss the importance of diversity for you as an employer, and highlight how your company culture upholds the same values. Share insights about your company that show how much you value diversity in your organization. Promoting such aspects of your company will help you reach those who are looking for these ideals in an organization. It will also help you in creating a brand that can inspire peer organizations.
3. Adopt organizational policies that appeal to diverse applicants
While you are building an inclusive organizational brand, you must also proactively implement policies that diverse candidates will find engaging. You can implement changes that grant time off, such as for paternity leave, leave on religious holidays, specific community events, etc. Motivate your employees to spend time with their communities rather than having to work on rigid schedules.
Also, encourage your employees to share their views on the company’s diversity and inclusion practices. If certain policies are being discriminatory in any way, it is important to rectify these policies and make everyone feel comfortable.
4. Seed talent pipelines with diverse applicants
Often, in a shortlisted pool of candidates, those from diverse backgrounds have limited chances of being considered further if they happen to be the only ones from their demographic.
This bias can be overcome by implementing a technique known as the “two in the pool effect”. According to this principle, always have a proportionate number of diverse candidates in your shortlisted selection of candidates. This will provide a level playing field to all candidates. Your final hiring decision will certainly be based on who is most qualified. But giving diverse applicants an equal opportunity for consideration will make them feel more represented.
5. Offer internship opportunities to targeted demographic groups
You can take steps toward boosting diversity in your organization by offering opportunities like internships and practicums to diverse students. This is a wonderful way to motivate future leaders to get some experience in your industry. You can achieve this by contacting schools and colleges in your community and letting them know what you are interested in and able to offer their students. TalenX.io can also help you with building a campus recruitment strategy that would allow you to meet with recent graduates and young talent. This will allow you to develop a relationship with the community while building on your brand as an organization that values diversity.
6. Revisit the factors you are screening for a position
When advertising for a position, it is vital to think of what you are looking for in terms of diversity hiring. If you want a woman to fill a certain position, mention that women are encouraged to apply for that particular position. Also, think about the traits that a candidate should have to do successfully in that position and look for those when you are on the hunt for the right candidate.
Make sure that you are giving considerable time to how you are testing and screening candidates. If you are only engaging certain candidate groups, then it may be time to revisit your hiring procedures. Consult your HR manager regarding how you can revise the hiring protocol to encourage applications from diverse candidates.