4 Easy Ways to Hire More Diverse Candidates
Building a diverse workforce has numerous benefits for the organisation. It is essential to ensure that your organisation does everything it can to attract diverse candidates to join the recruitment pipeline to build this workforce.
The benefits of a diverse workplace include more creative employees, increased employee engagement, and improved employer branding. The organisation must meet certain criteria from the employer’s perspective to reap these benefits.
Including diverse employees in your organisation can help you reach the global market. A company that represents diverse culture can find it easier to improve its branding than organisations that do not involve diversity hiring.
Having a few employees represent various cultures does not make an organisation more diverse. It is essential to nurture an environment where diverse candidates can apply for a job role and become a part of the organisation without issues.
To hire more diverse candidates for your organisation, the following are some steps that can help you and your recruitment team in your hiring process.
1. Expand Your Candidate Search
Every organisation has its style of recruitment that works well for them. As long as needed candidates fill the open roles, it is a normal tendency not to look past it. This is where diverse hiring is needed. Recruiters and hiring managers must look past the open roles and targets, and give more importance to the diversity aspect of hiring.
You must understand that the usual recruitment strategies will only lead to typical results. To include a more diverse pool of candidates, you need to work on modifying your candidate search process.
Look for candidates by expanding your search. Use various means for sourcing new candidates. Looking for referrals is a good way to find new candidates if you have a few candidates representing a different culture.
If you seek help from recruiters and hiring managers, look for people who focus on diversity and rely on them to get more diverse candidates for your job posting.
2. Tweak Your Job Postings
Job postings initiate the first contact with new candidates who join your recruitment funnel. This is where you attract candidates and pull them to your organisation. You must capture the candidate’s attention with this.
You must be clear and concise in your job posting. The candidate will likely not spend a lot of time going through the job description and analysing the role. They will more likely glance at the job posting before deciding to apply for the position or drop it off.
Always use inclusive language in your job descriptions. Candidates may have gone through various job postings, so to make them remember yours and help your job description stand apart, you need to be inclusive and make the language sound natural. It is okay to add a bit of a comical element to the job posting, but going overboard may negatively impact your post.
Divide the skills section into necessary and optional skills. This will help the candidate choose the job that is best suited for them. Also, it is good to encourage diverse candidates to apply for your job by adding a special note that addresses them directly.
3. Diversify Your Recruitment Team
It is essential to understand diverse candidates and provide everything they look for in an organisation to attract them. It is better to first focus on hiring diverse candidates for your recruitment team if you don’t already have diverse employees on the team.
Having a diverse recruitment team will help you focus more on the recruitment process, which caters to the very diverse candidates you are trying to attract for your job openings.
The traditional approach to your recruitment strategy might be outdated and may not appeal to the candidates you are trying to attract. To bring more diverse candidates to your organisation, focus on building a more diverse recruitment team. This will be the best move to attract more diverse candidates.
4. Build a Diverse Company Culture
An essential part to building a diverse workforce is your company’s ability to accommodate it. Your organisation should welcome people of various diverse backgrounds and help them thrive in your work environment.
If you are confident about accommodating diverse candidates in your organisation, showcase the company culture on various channels. These channels might reach your ideal candidate and encourage them to apply for the job.
While this might be a tricky method to employ, it is best to build your company culture so that it encourages employees not to discriminate against anyone. So they can have a healthy relationship with their co-workers.
Be sure that the company values and ideas are consistent and that every vital step the organisation takes has these core values. This can improve employer branding and enhance brand visibility, attracting more diverse candidates.
There is a possibility of unconscious bias that can creep into the hiring process in a workplace. Employers should consider this by checking for the percentage of employees in different classes. Improving the recruitment process and including more diverse candidates is the only way to build a diverse workforce and enhance the standing of your organisation on a global scale.
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Recruiters can attract the best candidates by conducting a comprehensive job market analysis to ensure competitiveness.
The objective of candidate assessment is to make an informed decision about whether the candidate is the right fit for the particular role.