Having a more diverse workplace means having people with different talents, skills, and experiences to help solve your organization’s problems.
For example, someone is great at creative problem-solving on the same team as someone who is good at taking those creative ideas and building them into a concrete plan. Also, having different types of personalities and backgrounds in the office helps foster a culture of innovation that can only be brought from bouncing ideas and concepts off one another.
How exactly do you go about finding and recruiting more diverse candidates?
Use social media to its fullest to find diverse talent. You’ve probably been using LinkedIn to source candidates, but have you been using it to its full potential?
There are many professional groups on LinkedIn that promote diversity and having a place for diverse professionals to congregate. For example, The Society of Woman Engineers group is a great avenue for sourcing female engineers.
It doesn’t stop there—there are plenty of groups for African Americans, Latinos, Veterans, and more.
Facebook also offers groups for professionals of similar backgrounds. It also gives you an avenue of showing off your company’s Facebook page, which should be filled with pictures detailing the positive aspects of your company’s culture.
Attend more diverse networking events and career fairs. Networking is always best done in person, so do some research on events happening in your area that are likely to attract diverse talent to meetings. Along with being able to find a promising candidate, attending these events shows everyone in the area that your employer brand is all-inclusive and that you all are putting real effort into sourcing these candidates.
This message goes a long way and leaves a lasting impression on those that may be able to help you in the future.
Have an attractive company culture. To attract diverse candidates, you first need to have a company that people want to work for. This means going into detail describing all of the perks that the position provides its employees, which includes but is not limited to: work outings, vacation time, work-from-home days, insurance plans, free coffee, gym memberships, etc.
You should also have plenty of pictures on your company website and your social media pages of your employees having a good time as well as what the office looks like.
Before you’re able to attract more diverse candidates, you first need to build a company culture that people want to be a part of.
Specify in job description that you all are all-inclusive and promote diversity in the workplace. This doesn’t mean that you put “all-inclusive” in your title. It just means that you should stray from using terminology that could alienate entire groups of candidates.
For example, many women may deem a sales job as unappealing due to masculine terminology being used throughout the job description.
Make yourself aware of these terms that could scare qualified candidates away.
Show off a diverse client base. When a candidate visits your company site with the intent of researching your brand, they’ll be clicking on your “companies we’ve worked with” button and judging your company by your clientele.
Provide a varied representation of the companies you work with so potential employees know diversity isn’t only practiced to strengthen their employer brand but is also woven into your business practices.
Use software tools to help in recruiting. Software helps facilitate diversity in the workplace by using AI to replace manual resume screening with a system that objectively applies screening criteria to all candidates. Taking human biases out of the recruitment process goes a long way when you’re trying to increase diversity—do some research on software that you think will come in handy, then give it a shot!
Be more open with your interview avenues. You should consider using strategies other than the typical in-person interview where some candidates may not be able to accurately share their strengths. For example, video interviews help make candidates more comfortable by giving them the ability to record the interview anywhere and at any time.
Don’t look at names. It’s pretty easy to guess someone’s gender and oftentimes their race just by looking at their names, which means that the second you see a name on a resume, you already made a mental image of what you think the candidate looks like.
By blanking out the names, you are going completely by what matters most—the candidate’s credentials.