How to Create an Inclusive and Effective Tech Hiring Strategy to Attract Diverse Candidates?

As an industry leader, you know that tech teams flourish when they're diverse and inclusive. In a BCG study , it was found that companies with diverse management teams generate 19% more revenue from innovation than their less diverse counterparts. The message is clear: fostering diversity leads to better performance. So, how can you create a tech hiring strategy that attracts a diverse pool of candidates? This article will guide you through data-driven insights and action points to help you build a tech hiring process that is both inclusive and effective.

1. Rethink job descriptions and requirements

The language used in job descriptions has a significant impact on who applies. Research by Textio found that gender-neutral language in job descriptions attracts a more diverse applicant pool. For instance, using words like "collaborative" and "supportive" instead of "competitive" and "dominant" can make a difference.

Action points:

• Review your job descriptions for gendered language and replace it with neutral terms.
• Avoid a long list of requirements. Studies have shown that women are less likely to apply if they don't meet 100% of the criteria, while men apply if they meet just 60%.
• Focus on essential skills and offer training for the rest to attract a wider pool of candidates.

2. Expand your sourcing channels

By diversifying your candidate sourcing channels, you can reach a broader audience.

Action points:

• Partner with organizations that support underrepresented groups in tech, such as Black Girls Code, Code2040, or Women Who Code.
• Use social media platforms like LinkedIn, Twitter, and Facebook to target diverse groups.
• Attend job fairs and conferences focused on diversity and inclusion.

3. Implement blind hiring practices

Unconscious bias can influence hiring decisions, leading to a homogenous workforce. Blind hiring practices help remove biases from the recruitment process.

Action points:

• Use software that anonymizes resumes and applications, removing names, photos, and other identifying information.
• Conduct standardized, structured interviews to ensure all candidates are assessed fairly.

4. Offer flexible working options

Remote and flexible work arrangements can help you attract diverse candidates, including those with caregiving responsibilities, disabilities, or limited access to transportation.

Action points:

• Include flexible working options in your job descriptions.
• Offer remote work, flexible hours, or part-time roles to accommodate various life situations.

5. Create an inclusive company culture

Creating an inclusive company culture is vital for retaining diverse talent. According to a recent report study, the tech industry loses billions annually due to employee turnover caused by unfair treatment and lack of diversity.

Action points:

• Provide diversity and inclusion training for all employees.
• Develop Employee Resource Groups (ERGs) to support and empower underrepresented groups.
• Establish a Diversity and Inclusion (D&I) committee to oversee initiatives and measure progress.

6. Set diversity goals and measure progress

To create a truly inclusive tech hiring strategy, it's essential to set measurable goals and track your progress.

Action points:

• Establish clear diversity goals based on your company's current situation and industry benchmarks.
• Collect data on your workforce demographics, applicant pool, and hiring rates.
• Regularly review your progress and adjust your strategy as needed.

In conclusion, building an inclusive and effective tech hiring strategy is crucial for attracting and retaining diverse talent. By rethinking job descriptions, expanding sourcing channels, implementing blind hiring practices, offering flexible work options, fostering inclusive company culture, and setting clear diversity goals, you can create a workforce that drives innovation and success. Embrace these action points and watch your tech team thrive in ways you never thought possible.