• Nxt Level Recruiting Team

Diversity and Inclusion needs to be in your hiring strategies yesterday!

There are a lot of companies that struggle to understand the importance of diversity. More important, it is a bigger challenge to define what diversity and inclusion really means.

Diversity and inclusion is a company’s mission, strategies, and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage. Understanding that different cultures and mindsets can bring valuable insight to an organization.

To truly embrace a sourcing strategy for diversity and inclusion, the entire organization needs to be equipped with the proper mindset to create an open and welcoming environment. A truly inclusive environment to encourage cooperation and collaboration.

Leave Bias and Prejudice at the door! Recruiters need to check their unconscious bias!

Buzzwords can get the best of people at times. “Unconscious bias,” is a real problem. You need to ask yourself, are you giving consideration to candidates equally? Is Billy Bob and Susan Smithers getting more attention than Deandre Coulter or Denae Umaquamalie? Is Jack Johnson getting more attention than Sandeep Nasripurna or Mi-Ling Xiohan? For a lot of recruiters, bias starts with the name on the resume. Is your recruiting team sending resumes with diverse name? If your team isn’t getting diverse names it’ll be extremely difficult to hire a diverse team.

A commitment for equality and diversity needs to be established!

The next confusion is making sure to balance the understanding of equality while creating a culture of diversity and inclusion. Equality is about ensuring everybody has an equal opportunity and is not treated differently or discriminated against because of their characteristics. Diversity is about taking account of the differences between people and groups of people and placing a positive value on those differences.

How can we promote equality and diversity? We can promote equality and diversity by:

  1. Treating all staff fairly

  2. Creating an inclusive culture for all staff

  3. Ensuring equal access to opportunities to enable employees to fully participate in the learning process and create opportunities in your organization

  4. Enable all staff to develop to their full potential

  5. Equipping staff with the skills to challenge inequality and discrimination in their work/study environment

  6. Making certain that any learning materials do not discriminate against any individuals or groups

  7. Ensuring policies, procedures, and process don’t discriminate

You need to establish a clear, written organizational commitment, share the commitment internally and externally, align operational practices with the commitment and focus on continuous improvement. Diversity and inclusion are a business strategy that enhances the organization’s culture and financial performance. Developing and following through on an authentic commitment will increase your ability to attract diverse candidates. Employees want to feel welcomed by the community. Check out what Entelo has to say here.

Now that we understand what Diversity and Inclusion is, how do ever develop proper strategies?

If you want to attract a diverse workforce, you need to walk the talk. You need to be actively involved in applying diverse sourcing strategies. This can include several different tactics. It is vital that your organization is creating a positive employment brand through social media, the career page, and collateral. Everyone needs to ensure that there is exceptional candidate experience in the recruiting process by including diversity in the hiring panels. Different sourcing initiatives include college recruiting, new outlets, community associations/meetup groups, personalized networks, and targeted organizations.

There are several tools out there to increase diversity efforts:

- Talentful: Cross reference opensource code and meetup groups with social media aggregation to find engineering talent in any group; Woman in Tech, Young Professionals, Vets in Tech, Crossfit, and more!

- Textio — Augmented writing platform that helps you write unbiased job postings. It sifts through the content of your job postings and makes recommendations for edits based on what kind of language is going to appeal — or scare away — certain demographics.

- ROIKOI — Helps companies find diverse candidates through employee referrals and match those recommendations to open jobs. To eliminate unconscious bias, recruiters can hide personal identifiers for new candidates.

- Pymetrics — Applies proven neuroscience games and bias-free AI to predictively match people with jobs where they will perform at the highest levels. Applicants spend about 20 minutes playing behavior-based games to measure inherent traits, and if their results match the required profile of a certain position, they can move on to the next round.

Do you need help building a Boolean string for diversity? Check out Boolean Black Belt for tips on some premade searches! Also, a few additional tips by Maxwell Huppert on LinkedIn’s Talent Blog. You need to understand unique identifiers:

  • Fraternities and Sororities

  • Universities and Colleges

  • Male versus Female Names and Surnames

  • Diversity and Inclusion Organizations

  • Many, Many more!

Diversity needs to be a part of every conversation when discussing sourcing and recruiting strategies. It needs to be a part of the company’s DNA. When recruiting, not only do we need to garget schools and programs with diverse populations, we also need to make sure at the interview, candidates see for themselves just how much an organization values diversity of though. They see this in the hiring panel.

When you build a diverse culture, do not waste it!

Successful organizations will understand that diversity goes beyond Human Resource strategies or affirmation on planned goals. Companies need to broaden their horizons and understand that true success means that leadership has a cultural mindset that welcomes and leverages diverse viewpoints. They take difference experiences as an advantage. This should be the goal. An organization that is aware of their own unconscious biases in hiring and inculcate respect for those not similar to them that will create a thriving hiring practice.

This also include employers going beyond the concept of “Cultural Fit” at times! Most employers seek to hire employees based on this idea. However, the desire and intent to hire only those who share the company’s vision, mission and values can lead to a homogeneous workforce that prioritizes like-minded thinking over diversity. However, I’m not saying hire people in opposition of your goals and values. What I’m saying, is that you need to be aware of this thought process while doing initial interviews. Employers should hire for culture add and target candidates that bring something new and unique to the company culture that didn’t exist previously.

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