Your Over-Reliance on Headhunters is Blocking Diversity in Your Workforce

In my consulting work, I consistently hear clients stating they are wanting to drive more diversity in their workforce but are failing to compete for (or even see) top, diverse talent. When they pull me in, one of the first questions I ask is, “What percentage of your hiring is done through headhunters?” The answer? Nearly all of it.

Herein lies the problem:

If you want to drive diversity into your workforce, a high use of recruitment agencies to source for you is rarely the answer. Why is that?

1. Recruitment agencies prioritize time to fill as a major method for driving revenue.

This means doing the additional work of identifying diverse slates of candidates is not productive for their bottom line. Agencies are incentivized to fill roles quickly, which often leads to a reliance on existing networks that may not prioritize diverse talent pools.

2. Diversity recruiting requires relationship-building.

Top diverse talent often requires a deeper connection with the employer—one that builds trust, shows commitment to their professional journey, and values the unique perspectives and networks they bring. Leveraging someone from outside the firm to facilitate this experience will likely miss the mark.

So, What Should Firms Do Instead?

To drive diversity in your workforce, your organization must take ownership of the process and build a talent acquisition strategy that prioritizes inclusivity and long-term relationship-building. Here are five critical steps:

1. Build a Robust In-House Sourcing Team

• Why It Matters: An in-house team has the advantage of understanding your company's values, culture, and long-term goals. They can strategically focus on creating diverse talent pipelines that align with your firm’s mission.
• How to Do It: Invest in sourcing specialists with expertise in engaging underrepresented talent pools. Provide training on inclusive sourcing techniques, and ensure the team has the tools (e.g., LinkedIn Recruiter, diverse job boards) they need to succeed.

2. Prioritize Employer Branding for Diverse Audiences

• Why It Matters: Top diverse talent evaluates your commitment to inclusion through your online presence, employee testimonials, and social impact. A weak or non-existent employer brand will fail to attract candidates who value these aspects.
• How to Do It: Showcase diversity in your workforce through authentic storytelling, not just metrics. Highlight real employees’ journeys and contributions, and engage in partnerships with organizations that focus on diverse professional development.

3. Develop Strategic Diversity Partnerships

• Why It Matters: Partnering with organizations focused on historically underrepresented groups can provide access to talent pools you might not otherwise reach.
• How to Do It: Invest in long-term partnerships with organizations like SEO (Sponsors for Educational Opportunity) , Girls Who Invest , or HBCUs (Historically Black Colleges and Universities). Ensure your involvement goes beyond sponsorships—engage with mentorship programs, workshops, and career fairs.

4. Leverage Data to Drive Accountability

• Why It Matters: Without measurement, you can't improve. Tracking diversity metrics helps identify gaps and opportunities in your recruitment process.
• How to Do It: Implement technology like Applicant Tracking Systems (ATS) to capture data on candidate demographics, sourcing channels, and time-to-fill. Use this data to refine your approach continuously.

5. Shift the Narrative Around Hiring

• Why It Matters: Diversity recruiting isn't about filling quotas; it's about integrating new perspectives and creating an equitable hiring process.
• How to Do It: Align hiring managers and leadership on the benefits of diversity beyond compliance. Provide unconscious bias training and equip teams with tools to evaluate talent equitably.

Conclusion

Over-relying on recruitment agencies might seem like a quick solution, but it often hinders your ability to build a truly diverse workforce. By taking control of the hiring process, investing in the right infrastructure, and prioritizing authenticity, your firm can create a more inclusive workplace while setting the foundation for long-term success.

If you're ready to build an in-house talent acquisition function that drives diversity, I’d love to discuss how we can work together.