Using Hiring Agencies in an Inclusive Way

Throughout my career working with and for agencies, I've experienced some of the least inclusive practices. The survival of an agency hinges on finding "the right candidate" for their clients, but this often leads to selecting candidates based on superficial criteria to please clients.

It's disheartening to admit, but I've coached candidates to mimic clients' mannerisms and dress codes to increase their chances of being selected. I've sent less qualified candidates to clients simply because they presented better, while highly qualified individuals were rejected for shallow reasons. When I asked what could be done to address this, I was told that nothing could be done—because the client is always right.

I've heard horror stories of a well-known local agency lowballing candidates, exploiting those desperate for their first experience in our country to increase the agency's profit margins.

While the landscape of agencies has evolved, with many now taking on a more advisory role, their primary goal remains placing people in jobs. Unfortunately, this often means they prioritize their own survival over promoting true inclusivity. Therefore, when using agencies, be aware of this pitfall if inclusivity and diversity are important to you. As a client, ensure your partners know this is a priority for you. I've also recently seen more and more agencies specializing in representing different underrepresented groups! And I think that's great (And again I don't want to overgeneralize: I've met some incredible people in agencies and some true D&I advocates also.)

Here are some tips for anyone who values diversity and needs/wants to work with agencies:

Diversify your agencies.

In French, there's an expression: don't put all your eggs in the same basket. By diversifying the agencies you work with, you increase the likelihood of having a larger and more diverse pool of candidates.

Look for agencies that emphasize diversity in their offerings.

If diversity is important to an agency, they may have a diversity and inclusion statement on their website, along with a social responsibility statement. While I've seen unethical practices, I've also seen agencies refuse to work with certain clients due to ethical concerns. Though less common, these efforts deserve applause.

Give agencies D&I objectives.

Ensure agencies prioritize diversity and inclusion by requiring them to provide diverse candidates. Set clear objectives similar to those you have internally.

Monitor D&I data.

When using an agency, monitor their pipelines from both a success and diversity perspective. This allows you to track progress, see their efforts toward D&I objectives, and improve over time.

As a candidate, ask about their D&I efforts.

If you're a candidate working with an agency and value diversity and inclusion, ask the agency about their efforts to promote these values. Policies on equity and D&I standards can be good indicators of agencies commitments.

In conclusion, achieving true inclusivity and diversity is a shared objective that requires dedication and time. By encouraging these practices, we can foster a more inclusive hiring process and contribute to a fairer, more equitable job market.