What strategies can you use to attract diverse talent at global job fairs and events?

Attending global job fairs might not be the best solution to attract diverse candidates. These events topically target candidates from a specific university, a certain geographical area, or people with a similar age or background. I’ve organised successful career events at the company premises, partnering with various diversity-focused organisations, targeted online communities, and schools of different types. This approach has resulted in attracting and effectively meeting the targets of candidates who were not fully represented in the standard candidate pool.

Before even stepping into the intricacies of global job fairs, let's lay down some basics! Figure out where the heck you want to hire from! Sounds simple, right? But I've seen plenty of US founders get blindsided because they lumped hiring an engineer from Mexico in the same category as Argentina. Trust me, they're not the same game. Without diving too deep, here's a quick cheat sheet to start off: 1) Time zone - How's the overlap with your HQ? 2) Compliance - Got the legal bits sorted? 3) Talent pool capacity - How's the supply for the roles you need? 4) English proficiency - Are you going to be lost in translation? Start there, and you're already ahead of the curve.

Firstly, creating mentorship programs. Secondly, building partnerships with multicultural professional institutions, accredited association who can help organizations recruit and retain a diverse talent force. Lastly, an angle which may nor overlooked at times, reassessing the employee referral programs, a number of employees have a network which can be utilized as one of the strategies.

To attract diverse talent at global job fairs and events, it is crucial to know your target audience and tailor your strategies accordingly. We have to research and identify the specific demographics you aim to attract, such as diverse nationalities, cultures, genders, or skill sets. Then, ensure your booth and materials are inclusive and reflect the diversity you seek. Display images or videos showcasing diverse employees and emphasize your organization's commitment to diversity and inclusion. Create an inviting and inclusive atmosphere by offering multilingual support, having diverse employees present, and providing information on resources for underrepresented groups.

Attract diverse talent is a very niche space where we need to assess our target audience in various aspects and from various parameters. Parameters can be related to socio economic and geographic. Relevant JD can be framed in accordance with our target audience. We can also simplifies assessment tests. Several modification can also be done in leave policies like maternity or paternity leaves. Relax or hybrid work mode can be introduced in the system. Employee friendly policy can be the base for attracting diverse talent.

Let's cut the chase: if you have to parade around how diverse and inclusive you are, you might be missing the mark. It's like trying to convince someone you’re not a unicorn. If they can’t see the horn, you don’t have to prove it ain’t there! Some companies are loud about their diversity but then specify in their job descriptions about only hiring onsite in a tiny radius—like, come on, really? Instead of putting on a show, just be genuinely inclusive and diverse. Anyone can hop onto LinkedIn, check the "People" tab, and see where a company's employees hail from. Six countries on that list? That's all the proof needed.

One way I've applied this professionally is by enlisting our diverse team members as ambassadors during events. This approach involves encouraging our current employees to share their unique experiences and insights, which has the dual benefit of making our company more relatable to event attendees while also showcasing our commitment to diversity and inclusion.

By having employees from various backgrounds and cultures engaging with candidates, it sends a strong message of inclusivity and diversity within the company. And also, showcasing the company's DEI initiatives can help attract diverse talent. This can be done through visual displays, brochures, or presentations highlighting the company's commitment to fostering an inclusive workplace. By demonstrating that diversity and inclusion are important values for the company, potential candidates from diverse backgrounds will be more likely to engage with the company and consider it as an employer of choice.

Highlighting DEI initiatives is a strong pull for diverse candidates as it directly addresses their concerns about inclusivity within potential workplaces. Sharing testimonials and real stories gives a genuine touch to the DEI efforts, making it more relatable and authentic. Participating in community projects can further solidify an organization's dedication to these principles.

I try to always be authentic in my posts and actively surround myself by diverse views and experiences. And to listen and learn vs trying to pitch an overly salesy corporate response. As many have shared below, its less about ticking the boxes when it comes to DEI; but rather consider using real life stories and experiences which tell a much better story about how serious you and your organisation are about these initiatives At my organisation we put the I in front of the D; which I love as I truly believe without inclusion we will always struggle to promote Diversity

Look, if you're still on the fence about tech in recruitment, you might've missed the last half-decade!!! Tech's not just an option—it's the heartbeat of modern business. Not a fan? Well, reality check: the market doesn't give two hoots about personal preferences. If you're not leveraging AI or other tools in your hiring game, brace yourself—you might find yourself in the recruitment Stone Age pretty soon.

Technology and tools can play a significant role in attracting diverse talent at job fairs and events. Utilizing virtual reality (VR) or augmented reality (AR) technology can provide an immersive experience, allowing candidates to engage with the company's diverse culture and work environment. This can help attract a diverse pool of talent by showcasing the organization's commitment to inclusivity. Furthermore, leveraging social media platforms, such as LinkedIn or Twitter, can help reach a broader audience and connect with diverse talent before, during, and after the event. Advanced applicant tracking systems (ATS) can also aid in identifying candidates who belong to diverse backgrounds and ensuring an unbiased screening process..

The role of technology and tools continues to evolve which can be both liberating but also scary. With all things its so important to make sure the quality of the data / quality of what you are putting into these tools reflects an accuracy or true reflection of your organisation otherwise you run the risk of the outputs being impacted by this.

Of course it's not possible not to consider technology on this kind of initiatives/job events. a lot of games and/or challenges can be promoted and we can use it using technology. Also it's always a good idea to complete the stand for example with some screens where a lot of information/presentation/videos can be shown.

The emphasis on using technology resonates with the current digital transformation trends in HR and recruitment. The inclusion of AI, ML, and NLP is particularly notable, as these technologies can drastically improve candidate experience. However, it's essential to ensure that such tools do not inadvertently introduce biases in the recruitment process, so careful selection and periodic review of these tools are crucial.

Here's the truth: job fairs are just the opening act. The real gig? Everything that happens after. Just like you wouldn’t ditch a friend after a cool meetup, you can’t drop the ball with potential hires post-fair. A simple "Thanks for chatting" or "Stay in touch" can make a world of difference. But let’s level here, staying connected isn't just about sending a generic email. Encourage them to jump aboard your community, share some genuine career nuggets, or even just shoot the breeze about industry trends. Remember, it's not about checking off a to-do list. It's about genuine connection. The goal? Making sure that when they think about their next big move, you're top of their mind.

After the job fair or event, actively follow up with the diverse candidates who have expressed interest in your organization. Offer support, answer queries, and provide information on next steps. Stay connected through personalized emails and invite them to join your talent community or company events, fostering a sense of inclusion and belonging.

The follow-up process is often where many organizations falter. By emphasizing its importance, this section serves as a reminder that the recruitment process doesn't end when the job fair does. Continuous engagement can make a difference in a candidate's perception of an organization, and the emphasis on nurturing relationships can lead to long-term retention and loyalty.

I believe that following up with the connections you made during a conference is one of the most important steps of the process! It’s so easy to say “Hello” to multiple people on a day and even, possibly, add them to your network..But if you never follow up, never keep in touch - these connections will make no difference. I believe, not only it’s critical to follow up on the day of the meeting (or next day) but also continue to check in, like the posts made by your new connections or actively engage otherwise… And with time such approach will help build a meaningful professional relationship. :)

I've found follow up and nurturing activities play a pivotal role. Its how meaningful connections are made. Making sure both the stand and the team are welcoming and inclusive, incorporate collateral that represents D&I initiatives. Afterwards follow up can be sending messages to those you connected with. Referencing specific details of the discussion goes along way to making people feel seen and appreciated. Connecting on social media and share relevant content, keeps the relationship alive. Personalised messaging helps to build a long term connection. Finally sharing information they might find helpful, perhaps industry information, webinars and other networking helps build a sense of belonging and showcase our investment in them.

Prioritize diversity and inclusion in your marketing materials and brand messaging. Advertise your organization's commitment to diversity, emphasize the benefits of working in a diverse and inclusive environment, and showcase success stories of employees from different backgrounds.

The most important aspect is to add the human touch to any form of interaction, be it face-to-face or virtual. We have to ensure that we understand what the talent needs and interests are, accordingly, we can share the relevant solutions to them.

--> Networking: Build relationships with diverse talent acquisition partners, community organizations, and educational institutions. Collaborate with them to access a broader candidate pool. --> Feedback Loop: Continuously collect feedback from candidates about their experience at job fairs. Use this input to refine your strategies and improve future interactions. By understanding your audience, showcasing your DEI initiatives, leveraging technology, nurturing connections, and considering networking and feedback, you can successfully attract diverse talent at global job fairs and events. Remember that diversity and inclusion are ongoing commitments that require constant effort and adaptation in a changing world.

Highlight Employee Resource Groups: Showcase your employee resource groups (ERGs) at job fairs. These groups can provide insights into your organization's commitment to diversity and offer a support network for underrepresented employees. Participate in Diversity-Centric Events: Attend and sponsor events and conferences that specifically focus on diversity and inclusion. This demonstrates your commitment to these principles. Networking and Relationship Building:Take the time to build relationships with diverse communities and organizations in advance of job fairs. This can help create a sense of trust and interest in your company.

Remember, if you're looking to be genuinely DEI-aligned, you have to look in the "unusual" places. These "unusual" places are different for every company and industry. It just means the usual places you hunt. If you hunt from competitors, they are likely not going to have diverse talent because they are also not traditionally DEI-Aligned. Search through different colleges or associations. Get creative with it and realize that you cannot use your old frame of reference.