Organizations can have better diversity recruiting and hiring results if they start with the talent pipeline. Companies like Microsoft are taking steps to make their workforces more diverse by launching programs like Girls Who Code and Blacks at Microsoft. Many other organizations are also working towards fostering diverse workforces through special programs and partnering with businesses that focus on diversity.
The need for diversity in the pipeline has become more apparent due to the fact that not only does it bring different perspectives into the work place, but also because it provides unique skillsets that might not have been available otherwise.
Companies need to know that in order to respond to the needs of their diverse customers, their candidates need to represent both the latest demographic data and their specific insights.
Talent is everywhere, and we need to work harder at recruiting from a more diverse population. To successfully attract a pipeline of diverse candidates, companies must start by recognizing they have access to huge reserves of potential candidates – for example, between 54% and 94% of all companies have openings today that could be filled by a woman or a minority.
DiversityZoom.com is just one website where you can find diverse talent that fits your requirements. If your workforce is not diverse enough, you’re missing out on a wealth of creativity and ideas that could improve the quality and profitability of your company.
The only way organizations can improve their talent pipeline is by diversifying it. Organizations need to recruit more diversely to find the best talent for their company to provide them with the right skills and knowledge they won’t find in homogenous groups. Companies should invest in building a diverse pipeline and make sure that there is a diverse workforce at every level in the organization.
Where to Find Diverse Candidates
In order to make the best decisions for a diverse workforce, employers need to employ a diverse recruitment strategy. With that goal in mind, it is important to consider multiple angles and methods when recruiting candidates.
The first step is to assess your current workforce and the gaps you might be missing. For example, if your company has no minorities or women in management positions, then you need to start by considering diverse candidates for those openings. Next, it’s time to consider expanding your talent pool as well as hiring more diversely as you go through the recruitment process. Be sure to utilize social media channels so that your messages reach a wider audience of people who can help grow your diversity at all levels of the company.
According to ideal.com, one of the reasons why candidate pipelines can be a bottleneck for diversity is a reliance on hiring through referrals. In general, people’s networks are comprised of people who are similar to them demographically. McKinsey’s research on diversity found that when men are asked about their professional networks, 63% of them state it’s comprised of “more or all men” vs. 38% of women who state the same.
LinkedIn’s data found that women are less likely to rely on their networks and more likely to search for jobs on third-party websites and online job boards. To increase the number of diverse candidates in your pipeline, take advantage of third-party websites to post your open roles. In addition, provide candidates ways to find out more information about your company and employees. One of the best ways to do this is by creating a unique, media-rich page of your company showcasing your culture, leadership, and employees.
Diverse Recruitment Tactics
Recruiting is a long and difficult process. It is not always easy to find the perfect candidate. But, if you have a diverse recruiting team, you have a better chance of finding the most qualified person for the job. Nowadays, companies are more open to considering different approaches to recruitment as they try to reach as many people as possible. This will allow them to find new talent that might be interested in their company and product/services.
Here are some recruitment tactics companies use today;
- Focusing on specific universities and campuses — companies do this because these colleges and universities attract students with diverse backgrounds and interests which means there is a higher chance of finding someone with the required skillsets.
Partnering up with other companies — by working with recruiters from other companies, organizations can incorporate new tactics, techniques and also new resources.
Recruiting from as many platforms as possible — if your organization is only posting job descriptions on one or two job boards and still receiving the same type of applicants, those boards and platforms aren’t appealing to a diverse talent pool or possibly even reaching them.
Targeted campaigns focused on specific demographics such as women in STEM, people with disabilities, or veterans.
Ask diverse people to analyze, review, and edit your job listing. This is one of the best ways to ensure your job descriptions and listings are more inclusive says Phenon.com. By allowing minorities to read over your job descriptions and qualifications, you will be able to get valuable insight and varying perspectives your organization may not have contemplated.
How to Get the Most Diverse Candidates
In a recent survey, 77% of U.S. employers said they were struggling to find qualified candidates for their open positions. This is a growing issue for organizations who need to stay competitive while maintaining a diverse workforce. The problem may seem insurmountable, but there are some steps that companies can take to attract more diverse talent.
Organizations should start considering diversity early in the hiring process instead of waiting until the end when it’s too late to make changes. They can conduct blind screenings by eliminating names from resumes, or getting rid of discriminatory questions during interviews so that everyone has an equal chance at making it through the process and being considered for a position. When a company finds a candidate they want to move forward with, they should be prepared with a diversity and inclusion strategy to ensure they meet the needs of their potential employee throughout the hiring and onboarding process.
Research has found that one of the best workplace policies to attract diverse candidates is flexibility. Offering flexibility such as work from home options and flexible hours not only helps you attract more diverse candidates, it helps prevent expensive employee turnover.
Cultivating a Diverse Talent Pipeline
The most important thing in any organization is to have a diverse talent pipeline. The more diverse the team, the better it is for the company in terms of creativity and also in terms of understanding different markets. A diverse talent pipeline is one that has representation of all demographics, genders, races, and cultures. A diverse workforce helps create a diverse culture within the company.
Successful diversity initiatives are the result of intentional and ongoing efforts to recruit, hire, train, and promote diverse talent. Creating a diverse talent pipeline is an ongoing process that begins with recruitment and continues to the promotion of employees. Steps organizations can take include:
- Developing a robust recruitment strategy that actively seeks out qualified applicants from diverse backgrounds.
Creating an environment where all employees feel comfortable in bringing their whole selves to work, including their race/ethnicity, gender identity or expression, sexual orientation, religion or non-religion.
Training hiring managers to monitor for bias in the hiring process and providing managers with training on how to create inclusive work environments for all employees.
Building a diverse talent pipeline is an achievable goal, which will increase the profitability and success of your company. However, to succeed at having a diverse company, organizations must make strategic, long-term and multi-faceted moves. Companies need to be purposeful with the intent of inclusion as the foundation of all of their efforts.
What are some other ways companies can diversify their talent pipeline?
Does you organization use social media and other methods to post available positions?
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