How do you attract diverse applicants?

Defining diversity goals involves implementing best practices that foster inclusivity and create a more equitable workplace. Setting specific and measurable goals is crucial to track progress and hold the organization accountable. These goals should go beyond numerical targets and encompass creating an inclusive culture that embraces diversity in all aspects of the workplace. Additionally, involving employees and stakeholders in the goal-setting process promotes transparency, ownership, and collective responsibility. Regularly evaluating and adjusting diversity goals ensures ongoing improvement and addresses emerging challenges.

Define diversity and have a policy towards that. It’s important for a recruiter/ hiring manager to be deliberate about diversity and go extra mile like posting inclusive JDs in diverse groups to attract candidates. Also a deliberate effort should be made for interviews to be bias free and encompassing to attract diverse candidates

Refining job descriptions to highlight culture, inclusivity, and programs offered at the company is a vital step in attracting diverse and qualified candidates.Describing specific programs, such as mentorship initiatives, diversity training, or affinity groups, demonstrates the company's dedication to supporting diverse employees and creating opportunities for professional growth. Emphasizing an inclusive culture, where diverse perspectives are valued and respected, helps prospective candidates envision themselves as integral members of the team. Refining job descriptions to highlight these aspects, companies can attract a wider range of talent and foster an environment where individuals from various backgrounds feel compelled to apply.

As a recruitment specialist, I strongly emphasize the importance of expanding sourcing channels to effectively find and attract top talent. Relying solely on traditional sourcing methods limits the potential pool of candidates and can hinder diversity and inclusivity efforts. By exploring and leveraging a wide range of sourcing channels, such as online job boards, social media platforms, professional networks, industry events, and employee referrals, organizations can tap into diverse talent pools and reach candidates who may not be actively searching for opportunities.

Leveraging your customers as recruiters is a great way to diversify your candidate pool. I’ve seen restaurant GMs hand customer’s business cards with hiring adverts on the back and shops putting hiring QR codes on bags or receipts. This easily allows folks in their customer’s networks to become aware of their roles instead of simply slapping a hiring sign in the window.

Having a structured interview process is a game-changer, y'all. Our recruiters don't just wing it; they sit down with the hiring managers to hammer out those interview questions in advance. But here's the kicker – we also loop in the candidates by giving them a sneak-peek of the questions they might be asked. This way, they can bring their A-game to the table. It's all about leveling the playing field and letting everyone shine.