In theory, diversity recruiting is a simple, great idea. However, in reality, there’s often a bias (either conscious or unconscious) that diverse hires are chosen more for their characteristics than for their qualifications or talents.
The perception that a woman’s (or any other marginalized demographic’s) marketability lies not in their qualities but rather in their ability to satisfy a quota will only be reinforced by hiring solely to fill diversity quotas.
It is important to assure new hires, as well as their coworkers, that they are appreciated for what they bring to the table, not that they’re simply filling a quota.
This goes a long way to ensuring that you’re building an inclusive workplace, which should be a driving focus of your diversity hiring goals.
What is diverse hiring?
Diversity should be viewed as the many viewpoints and working styles that diverse individuals bring to the table. These individuals offer diverse, significant, and important expertise and ideas about the best ways to accomplish objectives, establish procedures, frame tasks, form productive teams, exchange ideas, and lead.
Hiring someone for their ethnicity, sex, age, etc. alone won’t yield the full benefits of a diverse workforce; you also need to consider their experience, aptitude, and perspective. By hiring a diverse group of people, you can access a variety of skills and abilities that are lacking in a homogeneous workforce.
The importance of diversity hiring
Building a diverse workforce is not only the right thing to do, but it is also a terrific way to boost your company’s performance. According to research by the US Chamber of Commerce, “diverse and inclusive organizations outperform their homogenous competitors in innovation, employee retention, talent recruitment, profit, and many other business metrics that lead to long-term growth.”
Set Diversity Hiring Goals
A goal for recruiting diversity can help with the process. You must first assess the shortcomings of your existing hiring process if you want to build a diverse workforce. Are there any underrepresented people working at your place of employment? What about the screening process? Is your recruiting team providing a diverse pool of candidates? If not, why? How many diverse individuals work for this company and are they at every level of the org chart?
Asking these questions will help you better understand what is impacting your company’s lack of diversity. Planning is helpful in reaching hiring objectives, too. Make sure that everyone is clear on your intentions and the process you’re following.
1. Change how you source candidates
You must look outside of the conventional sourcing strategies your organization generally uses if you’re serious about diversity hiring. This involves finding diverse candidates outside of LinkedIn and career websites.
To shape your hiring process and avoid discriminatory hiring practices, search for diverse talent by connecting with a university or affinity group that serves the demographic you’re interested in connecting with.
Other places to source diverse employees:
- Network with diversity organizations at universities.
- Attend career fairs that promote diversity.
- Use terms like ’employee resource group’ and ‘ERG’ combined with phrases relating to other types of diversity-focused networks in your Boolean search strings.
- Form an alliance with charities like the National Council of La Raza, the Urban League, or a job board that emphasizes diversity.
Expand the “points of entry” at your business, including things such as paid internships, rotational programs, or contract employment options. When you provide more opportunities, you’re encouraging a culture of diversity and purposefully expanding your talent pool by giving more people the chance to succeed and by emphasizing inclusivity as you recruit for these new roles.
One way to improve your hiring process is to ensure that your hiring team is diverse
We all have a propensity to favor those that are similar to ourselves. Therefore, you must begin with a varied team of interviewers if you want to create a diverse staff.
Groupthink and echo chambers, which frequently lead to homogenous hiring patterns, are eliminated when the hiring team consists of individuals from a diversity of experiences who can provide alternative perspectives.
Additionally, make sure to educate members of the hiring team about biases and how they can influence hiring decisions. Use standardized interviews that lessen the effects of unconscious bias among the hiring team is also helpful when you’re focusing on increasing workplace diversity.
2. Create inclusive job descriptions
Writing a job description in a certain way can unintentionally send out signals that deter individuals from applying. Your ability to draw in diverse job applicants is significantly impacted by the language you use in your job descriptions.
Use gender-neutral language and stay away from expressions that can unintentionally turn off candidates of color. For instance, adjectives and phrases like “ninja,” “dominate,” “rockstar,” and “work hard, play hard” that are frequently used in job advertising tend to turn off female prospects and older candidates.
Remember to refrain from using “company-speak,” which is your organization’s own corporate terminology, as well as jargon. It can make applicants feel underqualified and deter them from applying altogether.
To guarantee that you are hiring from a diverse candidate pool of qualified applicants, make your job descriptions gender-neutral. You can remove sexist language from your job description with the aid of the free sourcing tool The Gender Decoder.
Similar to this, many businesses send out job descriptions that include a lengthy list of “necessary” qualifications. According to a 2017 Allegis Group survey on talent acquisition, only 28% of hiring managers demand that candidates meet all of the requirements. Listing all required qualifications can discourage qualified applicants from submitting.
According to an often cited statistic, men will apply for jobs when they meet 60% of the requirements, but women won’t until they meet 100%. Whether this is true or not, the bottom line is that in order to draw in a larger pool of applicants, only state the skills and experience that are absolutely needed to perform the job.
How To Write A Job Description
The job description serves as your initial point of contact with potential candidates. It’s a powerful opportunity to showcase the workplace diversity and inclusive recruiting and hiring practices your organization values.
If your job descriptions themselves reflect an unconscious bias in terms of your word choice, your entire diversity hiring procedure will be rendered useless.
Respecting people for who they are should begin with the way we address them. For example, the pronouns (he, she, her, he, they) are a small but crucial component of a person’s identity.
Make sure to bear the upcoming advice in mind as you’re writing a job description:
- When engaging with job seekers, be sure to confirm their preferred pronouns.
- Language used in job descriptions should be gender-neutral. Amazingly, there is an app that determines whether your job advertising contain any implicit bias.
- Consider using tools like Alex to encourages the use of appropriate pronouns. You can “catch offensive, careless writing” with Alex’s assistance.
- Use language that is clear, intelligible, and concise.
- Reduce the needless job requirements that have no bearing on a person’s capacity to perform the function.
- Before posting, double-check and proofread the job description.
3. Create an inclusive interview process
Evaluate who is in charge of overseeing the next stages of the hiring process as you change the emphasis from a list of requirements to a real evaluation of a candidate’s skills. Don’t entrust an interview to just one person. Include others from your company instead, especially your diverse workforce. The impartiality and effectiveness of your hiring process will be improved by listening to various points of view from various individuals.
To get their opinions on job descriptions, interview questions, and other application materials, consult your employees. Engage leadership to ensure that all employees recognize the benefits of a diverse workplace. When hiring managers are aware of the advantages of inclusive hiring, they may invest time and money into ensuring that the team is totally dedicated to choosing the finest candidates.
How insightful interview questions can increase diversity recruiting
Diversity has risen in importance as a strategic concern for business and HR management in recent years. In addition to being morally correct, numerous studies have shown that businesses that place a high priority on diversity and inclusion are more successful.
Organizations can increase the variety of their candidate pools, improve their hiring procedures for diversity, and foster a more welcoming workplace by using these five diversity recruiting tactics.
Despite the fact that we frequently aren’t even aware of the biases we have, we can’t totally eradicate human biases, but technology can help lessen their influence throughout the interview process and on recruiting decisions.
Companies can quickly assess applicants using fair, objective criteria by using automation tools. This can give all applicants an equal chance to demonstrate their potential and ensure that companies find the best candidate for the role.