What are effective ways to build relationships with underrepresented groups for sourcing diverse talent?

1 Identify your target groups

The first step to building relationships with underrepresented groups is to identify who they are, and what their needs, preferences, and expectations are. You can use data from your internal surveys, external benchmarks, and industry reports to understand the gaps and opportunities in your talent pool. You can also consult with your existing employees, customers, and partners from diverse backgrounds, and ask them for their input and suggestions. By doing this, you will be able to define your target groups, and tailor your sourcing strategy accordingly.

3 Engage with value and empathy

The third step is to engage with your target groups with value and empathy. You can do this by sharing your employer brand story, values, culture, and impact, and highlighting how you support diversity and inclusion in your organization. You can also showcase your diverse and inclusive employees, customers, and partners, and let them share their experiences and testimonials. You can also provide relevant and useful content, resources, tips, and opportunities that can help your target groups advance their careers and goals. By doing this, you will be able to demonstrate your genuine interest, respect, and appreciation for your target groups.

4 Nurture with feedback and follow-up

The fourth step is to nurture your target groups with feedback and follow-up. You can do this by maintaining regular and personalized communication with your potential candidates, and keeping them updated on the status of their applications, interviews, and offers. You can also ask them for their feedback on your sourcing process, and use it to improve your practices and policies. You can also invite them to join your talent community, newsletter, or social media group, and keep them informed and engaged with your latest news, events, and opportunities. By doing this, you will be able to build trust, loyalty, and rapport with your target groups.

5 Measure and improve your results

The final step is to measure and improve your results. You can do this by tracking and analyzing your sourcing metrics, such as the number, quality, and diversity of your candidates, the sources and channels that generate them, the conversion and retention rates, and the satisfaction and engagement levels. You can also compare your results with your goals, and identify the strengths and weaknesses of your sourcing strategy. You can also seek feedback from your stakeholders, such as your hiring managers, recruiters, employees, and candidates, and use it to refine your approach and actions. By doing this, you will be able to optimize your performance, and achieve your diversity and inclusion objectives.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?