Diversified Recruitment
Diversified Recruitement Strategy

Diversified Recruitment

80% Of Industry Leader’s and recruiters would agree that a diverse talent hiring team help companies be more effective & innovative, creative and draw better results. They are many diversity recruiting strategies contributes for a better overall company performance.

It’s always better to have a team with different background and experience, will contribute to diverse ideas to drive innovation but diversity goes beyond actual expected results and performance. Building teams from a qualified candidate’s irrespective of their gender, background, race, religion etc is a step towards true equivalence in the workplace.

We are going to discuss on 3 major areas;

1.      What is diversity recruitment

2.      Why a diversity recruitment

3.      Diversity recruitment strategies (End to End hiring plan)

Before we deal with diversity strategies. let’s talk about Why & what is diversity recruitment and importance.

What is diversity recruiting?

An idea is to have diversity in workplace. Company should have a variety of different types of people to hired from different backgrounds and experiences. This can include diversity with respect to gender, experience, socio-economic levels, race, religion and so on.

Diversity recruiting is the practice of hiring candidates using a process that is free from biases for or against any individual or group of candidates. It is still Skill/merit-based recruitment and still aims to find the best possible candidate, but it’s structured to give all applicants, regardless of background, an equal opportunity.

Why a diversity recruiting?

Diversity is a fast-growing trend in any business world and with a good reason.

Diversity recruiting provides many benefits like performance, innovation and productivity.

  • A broader range of skills and experience in your team.
  • Different language and cultural awareness.
  • Larger and more varied candidate with different expertise.
  • Much wider range of information.
  • More effective in problem solving.
  • Creative & Innovation at work.

Because of these, it has been proven that diverse workforce are better at solving problems, better in making decisions and results overall. Allows team members to debate on different methods and come with best possible conclusion useful for Organization success & growth.

Companies with diverse management teams have 15% higher revenues.

65% of job seekers say diversity is very important factor when considering a company.

80% of Founder/CEOs say that having a diverse workforce improved their bottom lines.

If you have a strong recruiting strategy for diversity hiring. It will improve your team’s performance and drive innovation in your industry.

How to recruit for a diverse workforce?

Before you start, it’s always important to ask yourself two questions:

  1. What’s my goal?
  2. How do I measure success?

Without out these two important factors. it’s difficult to improve your recruiting strategy for diversity.

  • Let’s have your team and identify what exactly you want to achieve.?
  • Do you want to hire more women in technical roles? Great!

Gather exact metrics around how many women you currently employed in those roles and set a goal of how much you want that to be increase by.

Now that you have your goals and metrics in mind, let’s jump into how to improve your diversity recruiting.

Increasing diversity in sourcing: Here are some techniques for increasing diversity in your candidate sourcing:

1. Audit your job posting/ads

You posting to be very simple and precise always make changes to target a broader range of candidates. Open for candidates to apply from different backgrounds. Let your target candidates know that you’re seeking them out what and explain why your company would make a great fit.

2. Target sources where diverse candidates congregate:

A great way to ensure that your talent pool source should be from a different place. Don’t rely on the same sources repeatedly when seeking out new candidates. seek out opportunities to source diverse candidates where they typically hang out.

For example, there are many online and offline groups dedicated to women in technology. This could be a great source to meet and connect with high caliber female candidates directly, instead of waiting for them to find you through platforms like Naukri, Monster, Indeed. The more you take the initiative to find these channels, the more likely it is that your talent pools will be diverse.

3. Reference Program - Encourage your diverse employees to refer their connections:

It’s very likely that members of your team will 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.

If you are looking to hire more of a specific group of people, reach out to some of the employees already on your team who are part of that unit. Encourage them to share your job ads with their networks and give them the tools they need to promote the company for you. Your employees and candidates will both feel that your company values their opinions and presence, which is fantastic for overall team morale and engagement.

4. Offer internships to targeted groups

Many companies have started internal diversity programs that offer internship to candidates from specific backgrounds. This is a great way to encourage up-coming candidates in your industry to join your team and get experience. To accomplish this, reach out to collage’s/institutes and community groups.

5. employer brand - diversity

Perhaps the best way to boost diversity to create an employer brand that values people and opinions. Talk about the benefits and importance of diversity with your team. Encourage employees to talk about this record their stories and incorporate that part & promote your employer brand.

Diverse candidates will seek out companies who truly value those ideals and development.

6. Flexible company policies

Always Encourage flexible work hours that will allow candidates to continue being involved with their communities. It’s also important for management to encourage employees to speak up/open discussion if they think certain policies are hampering diversity.

7. AI - Review/Screen resumes

One way to ensure that you remove prejudice, resume screening process entirely to leverage artificial intelligence technology in your ATS. It’s a platform to flag and filter specific skills and experience based on parameters. This will provide you with a completely impartial shortlist, free from any sort of bias.

8. Automate using ATS

Use the screening tools included in your ATS to find candidates with the most potential and the best fit. This will remove personal opinions and only focus on relevant to the job description. Shortlisting candidates based on certain requirements will help you move towards increased diversity.

If your talent pool was diverse at the start of the process, then you should have a nice variety of candidates and backgrounds in your shortlist.

9. Talent pipeline

Having multiple people from the same smaller increases the likelihood that one of them will be hired. Will result in a more even to hire.

Our ultimate is to shortlist who are truly qualified.

After all, diversity recruiting is all about hiring the best person irrespective of their background 😊


Pawan Gupta

Program Manager at NABET INDIA

2y

Dear Chakradhar, Greetings to you. I have Transgenders and Disabled candidates I can provide you the best trained graduate candidates. We're an NGO. We don't charge anything. Looking forward to collaborate with you. Thanks Pawan

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Anantha Padmanabhan S S

Product Management | Business Analytics | HR | L&D | NeuroLeadership

3y

Great 🙌 Article Chakradhar T

Manoj Nair

Industry Leader in Recruitment

4y

Chakradhar :- Great article . Appreciate your value add in thinking out of the box and see how Technology can help us in meeting all the HR Metrics ..Cheers keep writing !!!

Agree with you... do you think practically it will work out unless you use AI tools?

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