How can you increase diversity in your internet recruiting strategies?

Diversity. Look beyond the usual job boards! Try out platforms that celebrate diversity, like those tailored for specific communities or industries. It's like finding hidden gems in a treasure hunt! When writing job postings, think about how your words might resonate with different people. Use inclusive language that makes everyone feel welcome, like inviting friends to a party where everyone's invited. Reach out to groups and organizations that champion diversity. Show up at events, join discussions, and get to know folks from all walks of life. It's like making new friends who bring fresh ideas to the table!

Inclusive Job Descriptions: Review and revise job descriptions to ensure they are inclusive and free of biased language. Use gender-neutral terminology and focus on the qualifications and skills required for the role. Diverse Job Boards and Platforms: Expand your recruitment reach by posting job openings on diverse job boards and platforms that cater to underrepresented groups. Look for niche job boards targeting specific demographics, industries, or diversity initiatives. Social Media and Professional Networks: Use social media platforms and professional networks to connect with diverse talent communities. Share job postings, company culture highlights, and employee testimonials to attract a diverse audience and encourage engagement.

1. Utilize diverse job boards and online platforms that cater to underrepresented groups. 2. Incorporate inclusive language and imagery in job postings to attract a diverse candidate pool. 3. Leverage targeted advertising on social media platforms to reach diverse audiences. 4. Actively engage with diverse online communities and networks to expand your reach and connect with candidates from various backgrounds.

Begin with a thorough analysis of your current workforce composition and identify diversity gaps. Establish clear, measurable goals for what you aim to achieve in terms of diversity and understand how it will benefit your organization, from innovation to market representation. Expand your sourcing strategies to target diverse candidate pools. This can involve advertising on job boards dedicated to underrepresented groups, participating in virtual career fairs hosted by diversity-focused organizations, and leveraging social media platforms to reach a wider audience.

-Broaden the range of channels used for sourcing candidates to encompass a wider spectrum of platforms and networks. -Cultivate Inclusive Job Descriptions -Adopt methods of recruitment that anonymize candidate information during initial screening stages, promoting fairness and reducing unconscious bias. -Provide Diversity Training for Recruiters

Ensure your employer brand is inclusive to everyone of all backgrounds, walks of life, socioeconomic statuses, zip codes, religions, ages, identities, and ethnicities. If the zoom squares all look the same, that's a problem! If that's the case for your organization, consider expanding your recruiting pool and recruiting strategies to develop a more inclusive, diverse employer brand.

Ensuring that our language is accessible to a diverse audience is crucial in fostering an inclusive recruitment environment. Let's steer clear of technical terms and jargon that might be unfamiliar to individuals from various backgrounds, and encourage our recruiters to use clear, understandable language to attract a diverse pool of candidates. It's also important to offer a glimpse into the company culture and benefits, as this helps candidates better understand what we stand for and what we can offer.

Use inclusive language in job postings to attract a diverse pool of candidates. Avoid gendered language and biased terminology, and emphasise your commitment to diversity and inclusion within your organisation.

Japan as an example, only 3% of the workforce is on LinkedIn, other job seekers tend to use other job boards. Globally I think candidate are becoming more mobile and able to relocate, to work remotely - therefore exploring certain specialized community is critical. For example, you can meet potential candidates via in person events, or Github for software engineers, or some local tech meetup events. Recruiters have to be creative to keep updated on market movements & connections.

Expand your talent sourcing efforts to include online platforms and communities that cater to specific demographic groups, such as professional associations, online forums, and social networking groups.

Engage in targeted networking and outreach efforts to connect with diverse talent pools. Attend diversity job fairs, conferences, and networking events to establish relationships with potential candidates and organisations serving diverse communities.

Hiring a diverse workforce is only the first half of the process. Companies must go above and beyond to maintain those hires and make sure they feel heard & included, as well as ensure they have a sense of belonging. Many companies create and promote dedicated ERGs (Employee Resource Groups), host and sponsor events focused on the diverse work culture (not just their own), and encourage communication amongst employees to better learn and connect. There needs to be a concerted effort throughout the entire organization to create a culture of inclusion, and leadership needs to be vocal and present on the matter.

Increasing the diversity of your applicants and hires can be a challenge for many organization's as they tip-toe through the process in fear of making a blunder! I've discussed technology solutions with clients and at events we've run sessions at. Tools that can increase your exposure across various socio-economic backgrounds and write inclusive job adverts. Try applying for Diversity awards, you'll see what your peers are doing and if you win an award, having that attached to your adverts and website will increase applications from diverse groups as well and enhance your social proof

Include diverse interview panelists in the selection process to provide different perspectives and ensure fair and inclusive evaluations of candidates. Consider involving employees from underrepresented groups in the interview process to enhance diversity representation.