When embarking on a diversity talent sourcing journey, several questions often arise. What exactly is diversity sourcing? How can it be effectively implemented? And, if diversity sourcing initiatives are already in place, how can they be optimized for maximum impact?
This guide delves into the essential aspects of diversity talent sourcing, providing actionable tips and highlighting the importance of conducting regular diversity sourcing audits.
What is Diversity Sourcing and Why Does it Matter?
Diversity sourcing is the proactive practice of seeking candidates from all backgrounds and identities during the recruitment process.
Specifically, it involves making a conscious effort to include candidates of color, LGBTQ+ individuals, people of all gender identities (or none), individuals with disabilities, and those from other marginalized groups in your candidate pool.
This practice is of paramount importance. Our world is inherently diverse, and incorporating a wider range of perspectives and voices within your organization fosters innovation and expands the pool of potential ideas.
Furthermore, by investing in diversity sourcing, you ensure access to the broadest possible candidate pool for every role, significantly increasing the likelihood of finding the ideal candidate for each position.
9 Effective Techniques for Recruiting Diverse Candidates
Whenever you aim to improve your hiring process, prioritizing the recruitment of diverse candidates is a worthwhile endeavor. Here are nine techniques to help you achieve genuine diversity in your hiring practices:
1. Broaden Recruitment Platforms
The answer to “where to find diverse candidates?” is simple: everywhere.
Different groups of people utilize different platforms, recruitment centers, and tools. Therefore, strive to recruit across as many avenues as possible.
This approach provides access to a wider candidate pool and facilitates the attraction of diverse talent.
Utilizing comprehensive reporting tools allows you to gain insights into the sources of your diverse candidates and hires. This enables your recruitment team to focus their efforts on advertising job openings in locations with a higher probability of attracting exceptional, diverse candidates.
2. Address Unconscious Biases
One of the most crucial diversity-sourcing best practices involves consciously addressing unconscious biases.
For instance, you might inadvertently favor candidates with “conventional” or “easy-to-pronounce” names. This inherently excludes large groups of candidates, particularly those from minority ethnic backgrounds.
This isn’t a reflection of character; rather, unconscious bias is a product of cultural and societal norms. Therefore, virtually anyone can benefit from unlearning these biases, making this practice essential for hiring diverse talent.
Anonymizing the screening process can significantly mitigate this issue. Tools like name-blind screening hide candidates’ personal information from recruiters, enabling them to focus on relevant information and make informed decisions. This can also be applied to CVs to further ensure anonymity and unbiased recruitment decisions.
3. Transform Your Company Culture
When considering how to source diverse candidates, it’s vital to assess whether your entire company embraces this goal. Is the hiring team the only group dedicated to attracting diverse talent, or is there widespread enthusiasm for the prospect?
This relates directly to company culture.
Cultivate an internal company culture where every team, group, and project welcomes diverse candidates. For example, ensure that HR policies regarding fertility support are inclusive of LGBTQ+ employees, rather than limiting benefits to couples diagnosed with infertility.
An inclusive policy sends a clear message to LGBTQ+ employees that they are valued and supported within your organization.
4. Integrate Diversity into Your Brand Identity
Similar to transforming your company culture, adjust your messaging and brand identity to reflect your commitment to diversity.
For example, a clothing brand can diversify its products and feature models from various backgrounds. These visible displays of your values will attract diverse candidates.
Maintain consistent brand messaging across your website, advertisements, social media accounts, and other platforms to construct a cohesive and authentic identity.
5. Partner with Relevant Programs and Organizations
Relying solely on a single diversity sourcer or a small team can be overwhelming. Partnering with organizations working towards similar goals can provide invaluable support.
Consider collaborating with universities that actively promote diverse candidates in your industry, providing access to a robust pool of talent.
Additionally, partner with organizations dedicated to specific types of diversity. For example, connect with groups focused on providing employment opportunities to individuals with autism.
6. Leverage Dedicated Software Solutions
Utilize diversity-sourcing solutions to track diversity statistics and implement measures to further your diversity sourcing objectives.
A candidate management system can help reduce churn and boost retention, demonstrating to diverse candidates that your company is genuinely committed to creating a permanent space for them, attracting candidates seeking long-term career opportunities.
Software solutions can also generate automatic insights into your current hiring statistics, allowing you to develop targeted plans and solutions to address gaps in your diversity sourcing strategy.
7. Offer Accessible Accommodations
A crucial aspect of truly diverse hiring practices is ensuring that candidates of all backgrounds feel safe, valued, and welcome. Demonstrate your commitment to accommodating their needs.
Candidates may feel excluded if you cannot demonstrate a willingness to cater to their needs. For example, a hard-of-hearing candidate might feel automatically excluded if your branded videos lack subtitles and closed captions.
Ensuring your candidate application portal meets WCAG accessibility standards, set by W3C, helps ensure that all candidates can confidently and easily navigate your application process and feel empowered to join your company.
Transparency regarding accommodations creates an environment that naturally attracts a more diverse candidate pool.
8. Look Beyond Traditional Qualifications
When recruiting diverse talent, recognize that many candidates may lack access to opportunities for gaining traditional experience.
For example, individuals from lower socio-economic backgrounds may be unable to afford unpaid internships or attend university.
Instead of automatically disqualifying candidates based on a lack of experience, focus on their soft skills, enthusiasm for the role, personality, and potential fit within the team. Tools exist to help recruiters view candidates’ achievements in the context of their background, allowing them to identify hidden talent.
9. Cultivate an Open Mindset
“Diversity” encompasses a wide range of subgroups, each offering unique perspectives that can benefit your company.
Diversity can manifest in unexpected ways.
While you may have experience working with individuals from various racial and cultural backgrounds and have increased LGBTQ+ representation, consider other dimensions of diversity, such as disability, socio-economic background, and education level.
Remember that there are countless ways to quantify diversity. By remaining open to new perspectives, you can enrich the experience for everyone and ensure your company hires from a broad selection of candidates.
The Importance of a Diversity Sourcing Audit
Finding diverse candidates is only part of the equation. Regularly conduct diversity sourcing audits to collect data and measure your company’s progress in boosting internal diversity.
Diversity sourcing audits are essential for quantifying and analyzing your progress.
This enables you to adjust your strategy, assess your strengths and weaknesses, and make room for future growth. By auditing your diversity sourcing process regularly, you can ensure you’re keeping up with industry changes and continuously improving.
Build a Robust Diversity Sourcing Strategy with Talent Acquisition Software
Diversity sourcing is a challenging yet rewarding process. Continuously monitor your progress and leverage the right tools to ensure success.
Talent acquisition software can help you secure both candidate quality and diversity, streamlining the process of sourcing diverse candidates.
By utilizing these platforms, you can ensure that your efforts are fruitful and that your company becomes a welcoming environment for diverse talent of all kinds.
Additionally, this type of software helps you stay ahead of the curve. It keeps your diversity sourcing practices up-to-date, ensuring you’re always prepared for the future.
