Diversity Recruiting Defined
The intent behind diversity recruiting is to reevaluate hiring practices and to ensure talent acquisition processes are more inclusive and equitable. Diversity recruiters aim to eliminate barriers which prevent candidates of all types from having an equal opportunity throughout the sourcing, screening, and hiring procedures.
Having diversity in the recruiting process means acknowledging biases and developing methods to counter them. A true diversity recruiting strategy is not trying to meet a quota to appear as a “diverse employer”. Diversity should be a considering factor in all hiring decisions and having a comprehensive diversity recruiting strategy assists with removing obstacles not related to skillsets and experience. A diversity recruiting strategy is still merit-based, however, it gives every applicant a fair chance at open positions, regardless of their background, appearance, etc.
Diversity and Inclusion in Recruiting By the Numbers:
5 Methods to Increase Diversity, Equity and Inclusion at Your Workplace:
So now that you know what diversity recruiting is and the benefits of having it in your company, here are five methods in which you can ensure your diversity recruiting strategy is up to par and effective.
1. Revamp Job Requirements
Does the open position really need a candidate with 5 years of experience? Or would 3 years suffice? According to a Hewlett-Packard report, women usually only apply for positions when they meet 100% of the job requirements, whereas men will apply even if they only meet 60% of the job requirements. By revamping job requirements, you are making your diversity recruiting practices more inclusive.
2. Train Recruiters About Bias in Sourcing and Screening Stages
In a data analysis, about 80,000 recruiters across the globe stated that when they source potential candidates on social media platforms, they were more likely to research male profiles regardless of the open position. This unconscious bias eliminated potential women candidates in the very beginning stages of the hiring process. To eliminate this practice in the sourcing stage, employers can filter online profiles using search tools and also databases to be more inclusive.
Unconscious bias is very visible in the screening process of recruiting. Surveys across the nation showed hiring managers, whether male or female, rated male candidates as more competent than their female counterparts in the tech industry. Some of the solutions used to combat this bias were to remove names and gender from resumes and simply use numbers to differentiate candidates. Additionally, removing addresses can help with biases against socioeconomic backgrounds. While these judgments are unintentional, they occur and affect the diversity within organizations.
3. Diversify the Interview Panel
Imagine walking into an interview room and the panel did not reflect diversity or a culture of inclusion. You could be taken aback and possibly uncomfortable. Being questioned by a diverse panel of varying levels of experiences and perspectives during the interview process could lead to a more pleasant and friendly encounter. Having a diverse interview panel makes a great first impression on the prospective employee, it gives the perfect snapshot of the organization’s culture and growth opportunities.
A diverse interview panel allows for more unique questions and provides insight to each question asked and each answer given. Most importantly, a diverse panel shows your company is truly inclusive and values diversity and equity in the workplace. By not diversifying your interview panel, you are opening your company’s hiring practices to be impacted by unconscious biases and hiring people who are similar to the interview panel.
4. Advocate for an Inclusive Applicant Tracking System
The Applicant Tracking System (ATS) software is used by almost 98% of Fortune 500 companies for employment recruiting. Using ATS software makes a recruiter’s job less challenging by sifting and sorting through the hundreds of applications received for open positions. ATS software is often used because it saves time and money for companies and streamlines the hiring process. However, if not filtered and configured properly, ATS can also incorporate discrimination practices, after all, the software’s filters and algorithms were designed by humans.
To combat this, advocate for diversity and inclusion within your ATS. Promote diversity through your job postings and maximize the ATS software to include diversity in the collected data. Some companies set their own filters within the ATS software such as a gender ratio (50% male/50% female). By adjusting the functionalities in the ATS software, the recruitment of qualified diverse candidates could increase.
5. Create a Culture of Diversity
A culture of diversity is one which empowers everyone to maximize their talents and skills. Cultural diversity directs how people behave. A culture of diversity is built from within and promotes differing traditions, practices, and beliefs of employees of all races, ages, ethnicities, religions, and genders. Employers must communicate their dedication to nurturing and supporting a diverse workforce. This can be accomplished by seeing people as individuals and focusing on actual behaviors, not biases and preconceived notions. Employees need to understand employers have a zero tolerance for workplace hostility, discrimination, and prejudice.
Is a culture of diversity something you look for in your job search? Is it a top priority?
Do you have a story to share about a pleasant or unpleasant interview? (Leave a comment below)
Want to find out more about effective diversity recruiting methods, visit us at diversityzoom.com.