Diversity recruiting is most definitely a trend.

Regardless of the function or company size, talent acquisition professionals view diversity recruiting as the biggest trend and biggest challenge. According to Forbes, “nearly 80% of talent professionals ranked “diversity hiring” as the most important trend in the recruiting industry for 2022.”

The business world is seeing a rapid increase in the trend of workforce diversity, and for good reason. Diversity hiring is not just a morally right decision, but it also has a lot of practical advantages for productivity, innovation, and performance.

Benefits of a diverse workforce

Some of the advantages are as follows:

  • a team with a wider range of abilities and knowledge;
  • increased linguistic and cultural sensitivity;
  • larger and more diverse pools of candidates;

It has been demonstrated that diverse workplaces solve problems more efficiently, avoid “echo chamber” or confirmation bias mentalities far more successfully, and foster greater creativity and innovation at work. Overall, this leads to better decisions and outcomes.

Diverse perspectives enable team members to discuss the advantages of various approaches and get the best decision possible using a much larger range of data.

What is diversity recruiting?

The concept of diversity in the workplace holds that your team should generally mirror the social mix of the community in which you live.

Your workforce should be made up of a range of diverse talent with various backgrounds and experiences, whether those differences are in regard to gender, experience, socioeconomic status, color, religion, sexual orientation, and other factors.

What is the importance of a diversity recruiting strategy?

Companies must establish criteria to gauge the impact and performance of their workplace diversity recruiting efforts. Businesses may focus, monitor, and accomplish their objectives with the aid of a well crafted diversity recruiting strategy.

Naturally, recruiting for diversity is only one aspect of building a dynamic, adaptable, and diverse team for your business. What you do once you hire diverse talent and let them in the door will also determine whether or not you are able to build a high-performing, agile, and inventive firm.

If employees experience a work environment where they can perform their best work, their contributions are recognized and they feel as if they can bring their full selves to the workplace it will ensure better retention rates.

High-impact diversity recruiting strategies

The majority of top companies now acknowledge the stark differences in racial, ethnic, and gender diversity among employees at all levels. And although the corporate world has made great strides in addressing these injustices, research reveals that many companies still find it difficult to put effective diversity recruitment efforts into practice.

Companies with successful diversity recruiting strategies frequently review their recruiting process to make sure that it’s evolving in line with the changing demands of the business, as opposed to searching for a quick fix or short-term remedy. Even if the recruitment process only makes up a minor portion of a larger DEI plan, it is nevertheless important and needs to be given top priority.

Make the most of the searches for diverse candidates

Any major recruitment website can be used to find excellent people representing a variety of identities and backgrounds. However, it’s likely that other firms vying for these applicants are looking on all the same job boards as you are. You need to be more innovative if you want to stay ahead of the curve.

Look for job seekers who are members of various organizations or particular groups focused on diversity to get the most of your job board search. If you want to find diverse fraternities or sororities, you could, for instance, look for alumni from historically black colleges or universities (HBCUs).

Partner with academic institutions, multicultural professional associations, and student groups

Numerous student and professional associations focused on diversity at the national and regional levels are built around particular minority groups. Strategic sponsorship, thought leadership, and events can help you build your employer brand in these different communities. This tactic will help to cast a wide net in search of diverse talent and it will ensure that you have a resource you can tap when you need more diverse candidates for your organization.

Use social media to source and market diverse talent

Social networks can help build or enhance a brand identity for a company as well as allow you to select specific candidates. LinkedIn has more than 50,000 profiles covering almost every profession. Your recruiters can join the platform, establish strong relationships with active groups and share relevant jobs.

Organize specific short-term events for underrepresented student groups

In their efforts to find the best talent for their open roles, some companies develop formal internship schemes that cater to diverse groups of job seekers.

They specifically seek out a diverse pool of potential candidates from among a number of students, whose training is aligned with company needs.

Provide learning opportunities

As part of their diversity recruitment strategy some companies use e-learning opportunities to help them stand apart from the competition.

By putting in place a thorough program for workforce education within your company, you can give underserved employees access to high-quality education that can change their lives.

With this strategy, all employees—regardless of background or level of education—can benefit from the program to obtain credentials from academic institutions that might have previously been out of reach. Even better, they can take part on their own terms and develop along with your company.

Blind hiring techniques

Blind hiring techniques rely primarily on information provided by candidates that could lead to bias such as names, ages, sex and race.

For example, one such technique is blind resumes.

Blind resumes ‘blackout’ information that could lead to unconscious bias (or outright bias) leaving only the essential information about the job. A recruiting team can also, early on in the hiring process, perform blind interviews.

Enhance your employee referral program

A great recruiting source is “word-of-mouth”.

Different employees converse with and know different people. Your diverse employees know first hand what it’s like to work at your organization. As a result, word about your business travels among your candidates’ communities.

Strengthen employee-referral recruiting initiatives at your company to make the most of your employees’ network. This should include clear messaging about the business need for a diverse workforce and the value your company places on diversity referrals.

Establish your diversity brand

The greatest strategy to build a more diverse candidate pool in your applicant sourcing may be to naturally build an employer brand that values individuals and points of view from various backgrounds.

With your team, discuss your diversity and inclusion efforts. Win their support, and integrate these ideals into your business.

As a result, you will start to establish a reputation as an employer who values diversity and inclusion.

Employee engagement

Encourage team members to discuss this aspect of your company. Take notes on their experiences, and use those as a component of your corporate personality while promoting your employer brand.

Diverse candidates will seek out businesses that genuinely uphold those beliefs, and organic growth is the only way to reap those rewards.

Use the right metrics to monitor your diversity recruitment efforts

Measurement drives action. To monitor your progress, establish clear, quantifiable metrics for diversity hiring.

These crucial metrics for your team could include:

  • percentage (%) of diverse candidates at each step of the hiring process
  • percentage of people from underrepresented groups in your company at various stages in the hiring process
  • employee satisfaction score in relation to D&I in the workplace
  • retention rate of individuals involved with employee resource groups that focus on underrepresented individuals
  • awards and recognitions for your D&I efforts from advocacy groups and other organizations

Assess your ATS filters carefully

Most recruiters would be aware by this point that programmed keywords can be used to filter and choose prospects in an applicant tracking system (ATS). When shortlisting the final prospects, go back and review your requirements from the screening phase.

Shortlisted candidates have often gone through a thorough interview process with your hiring team. Knowing a lot about someone increases the likelihood of having biased thoughts about them. A more stringent requirement for your applicant tracking system (ATS) can assist in removing any personal information obtained during the pre-shortlist interview and leaving just information relevant to the position.