How do you incorporate candidate feedback into diversity and inclusion metrics?

1 Define your D&I goals

Before you collect and analyze candidate feedback, you need to have a clear vision of what D&I means for your organization and what outcomes you want to achieve. For example, do you want to increase the representation of underrepresented groups in your workforce, improve the retention and engagement of diverse employees, or foster a culture of belonging and inclusion? Your D&I goals should align with your business objectives, values, and mission, and be specific, measurable, achievable, relevant, and time-bound (SMART).

2 Choose your feedback methods

There are different ways to gather feedback from candidates throughout the hiring process, such as surveys, interviews, focus groups, or online reviews. You should choose the methods that best suit your goals, resources, and target audience, and ensure that they are consistent, accessible, and confidential. For example, you can use online surveys to collect quantitative data on candidates' satisfaction, expectations, and perceptions of your D&I efforts, and use interviews or focus groups to collect qualitative data on candidates' stories, challenges, and suggestions. You can also monitor online reviews on platforms like Glassdoor or Indeed to get insights into candidates' opinions and experiences with your employer brand.

4 Act on your feedback insights

The most important step is to use your feedback insights to inform your actions and decisions regarding your D&I strategy and hiring process. You should communicate your feedback findings and recommendations to your stakeholders, such as senior leaders, hiring managers, recruiters, or diversity champions, and involve them in implementing changes and solutions. You should also share your feedback results and actions with your candidates, and thank them for their participation and contribution. This will help you build trust, credibility, and loyalty with your candidates, and enhance your employer brand reputation.

5 Monitor and measure your impact

Finally, you should monitor and measure the impact of your actions and decisions based on candidate feedback on your D&I metrics and outcomes. You should track and report on key indicators, such as the diversity of your applicant pool, the quality of your candidate experience, the retention and engagement of your diverse hires, or the satisfaction and loyalty of your candidates. You should also collect and analyze feedback from candidates on a regular basis, and use it to evaluate your D&I efforts and identify areas for improvement. By doing so, you will create a feedback loop that will help you continuously improve your D&I performance and results.