Top 10 Strategies To Improve Your Diversity Recruiting

Khyati Sagar

Senior Writer

Top 10 Strategies To Improve Your Diversity Recruiting

Diversity recruiting has become an increasingly critical part of talent acquisition for firms that want to build inclusive environments. However, the Society for Human Resource Management (SHRM) found that only 57% of recruiters have strategies to attract more diverse candidates.

The shift towards diverse recruiting is gradual but happening. Recruiters are increasingly adopting diversity hiring strategies, which not only open doors for a diverse range of candidates but also attract smart and capable individuals ready for the job. 

Let us explore the top strategies you can implement while recruiting for diversity workforce.

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What is Diversity Recruiting?

Diversity recruiting is the activity of actively seeking and employing candidates from a variety of backgrounds, including races and ethnicities, genders, sexual orientations, abilities, and more.

While implementing a recruiting process, talent acquirers are more inclusive in their process and concerned about removing obstacles preventing them from allowing candidates to have equal opportunities during the hiring process.

However, the question is, why is diversity hiring important?

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Pro-tip

When implementing a diversity recruitment strategy, remember that it's not just about ticking boxes; it's about creating an environment where everyone feels valued and included. Ensure that your recruitment practices are transparent and free of bias to not only attract varied talent but also help the organization become more inventive and successful.

Why is Diversity in Recruitment Important?

You must be wondering why is diversity recruiting important or how to increase diversity in recruitment.

Recruiting a diverse workforce promotes different perspectives that can be quite useful in solving customers’ various problems.

Here’s an overview of the benefits of promoting diversity and inclusion in your workplace.

1. Innovation and Creativity

When teams include individuals with diverse backgrounds, perspectives, and experiences, they bring a rich tapestry of ideas to the table. 

Different perspectives challenge assumptions, spark new approaches, and lead to innovative solutions to complex problems. 

Organizations can capitalize on the wealth of innovation by cultivating a culture of diversity and inclusion, resulting in growth and success.

2. Better Decision-Making

Diverse teams improve decision-making through a process known as cognitive diversity. When individuals from different backgrounds work together, they add unique insights and perspectives to the discussions.

A study showed that companies with diversified cultures outperformed individual decision-makers up to 87% of the time. This variety helps to uncover blind spots, challenge communal thinking, and consider a wider range of options.

3. Enhanced Employee Engagement

When employees feel that their backgrounds are respected and valued, they are more likely to get engaged at work. 

Moreover, employees try to understand the culture of each other, thereby promoting engagement. Employees who are happy with their jobs are more likely to stay with the company, avoiding the need to go through the hiring process again.

4. Broader Talent Pool

A commitment to diversity expands the talent pool by reaching beyond traditional hiring sources. 

With little diversity recruiting efforts, it will allow companies to find candidates with unique perspectives and innovative approaches that may have been overlooked otherwise. 

5. Improved Company Reputation

Prioritizing diversity in recruitment benefits a company’s reputation and strengthens its market position.

It indicates a commitment to inclusivity and fairness, which employees, customers, and investors highly value. 

Consumers prefer to engage with businesses that reflect their values, enhancing brand loyalty and trust. 

Top Diversity Recruiting Strategies

The most effective diversity and inclusion recruiting strategy is all about recognizing and eliminating potential biases in sourcing, screening, and shortlisting candidates who may be accidentally discriminating against qualified candidates.

Let us understand some diversity recruiting best practices that can work in your favor.

1. Expand Channels

Talent Acquisition Diversity Strategy involves diversifying the platforms and methods used to attract workforce diversity.

Some Key Areas To Expand Channel By SoftwareSuggest

Look for talents in unlikely places. For instance, there is a story about a founder who posted job opportunities in daycare centers. This is a way to target people who have a lot to offer. The founder knew that those women professionals would have a lot of flexibility to offer.

2. Inclusive Job Descriptions

Creating inclusive job descriptions is essential for attracting a diverse pool of candidates. Include comments in your job descriptions highlighting your company’s dedication to diversity and inclusion.

For example, “We value diversity and are committed to creating an inclusive work environment.”

This will not only attract a wider range of talents but also foster a culture of inclusion from the very beginning of the recruitment process.

3. Blind Hiring

Implement blind hiring strategies to avoid unconscious prejudice during the recruitment process.

85% - 97%

of hiring managers rely on intuition.

During the initial screening process, remove any personally identifiable information from resumes, including names, ages, and educational histories.

Regularly analyzing and refining the blind hiring process, giving unconscious bias training to hiring managers, and creating a culture of diversity and inclusion are all critical components of an effective diversity recruitment strategy.

4. Referral Programs

Establishing a referral program might help you utilize your current employees and attract diverse employees. 

Employee referral can be viewed as a type of selective recruiting, which is an important Human Resource (HR) practice.

Various referral programs include:

  • Incentives: Monetary or non-monetary incentives such as additional vacation or extra money.
  • Ease of Use: Try to make using your employee referral system as simple as possible for your employees.
  • Feedback: Always keep your staff informed about the status of their referrals. Has their applicant moved forward in the hiring process? Send them a brief email or message.
  • Recognition: Appreciation is good for employee morale. Consider an excellent way to recognize your employees when they successfully refer someone.

5. Partner with Diversity Organizations

Partnering with diverse organizations can help companies connect with diverse talent pools and enhance their recruitment efforts. 

Approach diversity organizations to introduce your company and express your interest in partnering with them.

Monitor the number and quality of candidates sourced to track the effectiveness of your partnerships with diverse organizations.

6. Host Diversity Events

Attend networking events, seminars, or workshops offered by these organizations to connect with their members and leaders.

They increase cultural awareness by showcasing traditions, customs, and perspectives from different cultures and backgrounds.

Collaborate with organizations and associations that promote diversity to gain access to their network and a varied talent pool. 

7. Recruiters’ Diversity Training

Conducting diversity training for recruiters is critical for ensuring fair and unbiased hiring practices. Here’s how to do it efficiently;

  • Train recruiters on various forms of bias.
  • Educate recruiters on prevalent misconceptions and prejudices.
  • Teach recruiters about privilege’s role in the hiring process.
  • Explore the concept of intersectionality and its effect on individuals’ experiences.
  • Guide on avoiding discriminatory practices.

Hiring managers can promote a more inclusive recruitment process and effectively attract a diverse talent pool by providing comprehensive diversity training to recruiters.

8. Employee Resource Groups (ERGs)

Create Employee Resource Groups (ERGs) where employees from similar backgrounds can connect, share their experiences, and offer assistance. These groupings can also be useful for recruiting efforts.

Successful ERGs can transform your corporate culture and even help you achieve business goals. A few benefits of ERGs are;

  • Employee Engagement
  • Creates an Inclusive Environment
  • Helps in Professional Development
  • Improves Recruitment and Retention Procedure
  • Business Innovation

9. Targeted Outreach

Conduct targeted outreach campaigns with the help of HR software to engage diverse communities.

This could include taking part in community events, sponsoring scholarships, or offering internships to underrepresented groups.

Targeted outreach may involve developing customized programs, services, or initiatives to meet the unique needs of the target audience.

10. Track Diversity Metrics

Monitor and evaluate diversity indicators on a regular basis to see how effective your recruiting efforts are. 

Inclusion metrics focus on behaviors and initiatives that ensure all employees feel welcomed, valued, and included in the workplace.

Track metrics such as the diversity of the applicant pool, hiring rates, and retention rates to identify areas of improvement.

Conclusion

It is important to adopt diversity in recruitment process before hiring candidates for your organization. 

Evaluate the diversity of your current hiring process and find any loopholes. Analyzing the current data will give you an accurate picture of how to move the needle. Prioritize diversity and implement diverse recruiting strategies to recruit a more diverse workforce and enhance your overall company growth.

Khyati Sagar
About the author

Khyati Sagar is a seasoned HR and payroll expert with over a decade of experience in the field. She has worked with businesses of all sizes, from small startups to large corporations, helping them optimize their HR and payroll processes. As a passionate advocate for technology-driven solutions, she is always on the lookout for the latest advancements in HR and payroll software. When she’s not working, you can find her hiking or playing basketball with her friends and family.

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