Finding diverse talent is one of the top challenges for organizations today. How can your business better connect with, market to, and recruit minority candidates? Today we’ll discuss 5 ways to improve a successful diversity recruiting program within your organization.
1. Diversity Recruiting starts by Reassessing Job Requirements
Oftentimes, those who write job descriptions will include some sort of equal employment opportunity language, but don’t necessarily think about the factors that influence the chances of certain candidates applying.
For example, a 2014 Harvard Business Review story, found women typically won’t apply for positions unless they feel that they meet 100 percent of the requirements. By contrast, men will apply for a position if they can meet up to 60 percent of the job requirements.
Therefore, be careful to include requirements that include a specific number (i.e. 5 years of experience) unless the requirement is absolutely necessary. If your goal is just to hire someone to fill the position, fine. However, in the case of improving your diversity efforts, you may be missing out on a potentially great employee by adding irrelevant information to your job description.
2. Enhance Your Employee Referral Program and Enhance Diversity Recruiting
We’ve said it before and we’ll say it again. One of your best diversity recruiting sources is your current workforce. In particular, diverse employees tend to know and talk to other diverse individuals. Therefore, to capitalize on your employees’ network, now may be a great time to beef up the employee-referral recruiting program at your organization. This should include a very specific and deliberate message about your business’s need for a diverse workforce and the importance your company places on diverse referrals. Be sure to communicate your organization’s goals and what you’re planning to do to build a more diverse and inclusive workforce with your employees.
3. Reduce Bias During Sourcing to Improve Diversity Recruiting
Even the most experienced and diverse recruiters may let bias take over when sourcing candidates. Black, white, Latino, Asian, male or female,
recruiters often end up looking at twice as many male as female profiles while searching for candidates.
While unconscious bias training can help, it may be more useful to consider deleting the name of a candidate or even taking gender completely out of the equation by labeling resumes with a number instead of names. On a similar note, if you want to remove discrimination based on socioeconomic background, you can remove addresses as well. Reducing bias as this stage of your recruitment process is a step in the right direction for a more diverse workforce.
4. Use Social Media to Improve Your Diversity Recruiting Efforts
You’re likely already using social media to build your employer brand. If not, social media is an incredibly easy way to improve your diversity recruitment efforts. However, social media also allows you to identify and target very specific candidates. For example, LinkedIn is an incredibly effective diversity recruitment and sourcing tool. If they aren’t already, have your recruiters join LinkedIn so they can start to develop long-term relationships with active group members, as well as post relevant openings or company updates.
Additionally, Facebook can be an effective channel to target your ideal diverse candidates. For example, Facebook allows you to target specific demographics and create targeted advertising campaigns on Facebook to reach diverse student groups. You can also create a “Diversity Careers” Facebook Page and promote it through a targeted advertising campaign.
5. Focus Your Efforts
If you are serious about improving your diversity recruiting, it starts with a focused approach that starts with creating the perfect candidate funnel and make online recruiting easy. Our free applicant tracking system is a great way to make sure you’re able to acknowledge applicants, offer them next steps in the overall hiring process, list job ads on important job boards, and streamline your entire operation with just one software. No more countless spreadsheets and scattered information to keep up with! Recruiteze keeps everything you need at the touch of a button.
Recruiteze helps you build a candidate database, keep notes, and communicate with active and inactive applicants. You can eliminate endless spreadsheets full of notes and information by adding your feedback and applicant information into the free applicant tracking system. Everything you need for your recruitment efforts is under one roof.
In addition, you’ll be able to send out personalized emails to each candidate to help save time and effort with our staffing agency applicant tracking system. Communication with applicants won’t fall to the wayside and you’ll be gaining a great way to keep the applicant engaged and informed.
There are tons of benefits you can gain from trusting our recruitment software! Recruiteze will help your small business save time and money, become more organized and streamlined, and help you track applicants without worrying about top talent falling through the cracks. Be sure to try it for free if you haven’t used an ATS for small business recruiting and hiring!