Diversity Recruiting – Strategies for Building a Diverse and Inclusive Workforce

As society becomes more diverse, companies must reflect this diversity to stay relevant and competitive through diversity recruiting. This involves actively seeking out and hiring candidates from underrepresented groups. In this article, we will explore the strategies for building a diverse and inclusive workforce through effective diversity recruiting.

The Importance of Diversity Recruiting

Diversity recruiting goes beyond simply fulfilling legal obligations. A diverse workforce brings a wide range of perspectives, experiences, and ideas that can lead to greater innovation, better decision-making, and improved customer service. Moreover, a diverse workplace fosters a culture of inclusion, where all employees feel valued and respected.

Understanding Unconscious Bias

Unconscious bias refers to the attitudes and stereotypes that affect our judgments and decision-making without our awareness. These biases can lead to unintentional discrimination against certain groups of people. Therefore, it is crucial to be aware of and address unconscious biases during the recruitment process.

Creating an Inclusive Job Posting

An inclusive job posting can help attract a diverse pool of candidates. To create an inclusive job posting, use gender-neutral language, avoid using terms that may deter certain groups of people, and include a diversity statement that emphasises the company’s commitment to diversity and inclusion.

Expanding Your Recruitment Channels

To reach a wider pool of candidates, companies should consider expanding their recruitment channels beyond traditional job boards. This can include partnering with diversity-focused organisations, attending job fairs and conferences, and leveraging social media platforms.

Building a Diverse Talent Pipeline

To ensure a steady flow of diverse candidates, companies should focus on building a diverse talent pipeline. This can involve partnering with schools and universities to establish relationships with diverse student groups, offering internships and mentorship programs, and promoting diversity within the company to encourage referrals.

Structured Interview Process

A structured interview process can help eliminate unconscious biases and ensure that all candidates are evaluated fairly. This can involve asking the same set of questions to all candidates, using objective criteria to evaluate responses, and involving diverse interviewers in the process.

Training Hiring Managers and Recruiters

Hiring managers and recruiters should receive training on diversity and inclusion to ensure they are equipped with the knowledge and skills to attract and hire a diverse pool of candidates. This can include training on unconscious bias, inclusive language, and cultural competency.

Establishing a Diversity Council

Establishing a diversity council can help ensure that diversity and inclusion remain a top priority for the company. The council can be made up of employees from diverse backgrounds and can provide input and guidance on recruitment strategies, training programs, and diversity initiatives.

Tracking and Measuring Diversity

Tracking and measuring diversity can help companies identify areas for improvement and ensure that diversity and inclusion remain a priority. This can involve tracking diversity metrics such as the percentage of underrepresented groups within the company, conducting employee surveys to gauge the company’s culture of inclusion, and establishing diversity goals and initiatives.

Summary

Diversity recruiting is an essential strategy for building a diverse and inclusive workforce. By understanding unconscious bias, creating inclusive job postings, expanding recruitment channels, building a diverse talent pipeline, using a structured interview process, training hiring managers and recruiters, establishing a diversity council, and tracking and measuring diversity, companies can attract and hire a diverse pool of candidates and foster a culture of inclusion.

FAQs

Q: What is diversity recruiting and why is it important?

A: Diversity recruiting is the practice of actively seeking out and hiring candidates from underrepresented groups to build a more diverse and inclusive workforce. It is important because a diverse workforce brings a wide range of perspectives, experiences, and ideas that can lead to greater innovation, better decision-making, and improved customer service. Moreover, a diverse workplace fosters a culture of inclusion, where all employees feel valued and respected.

Q: What are some strategies for creating an inclusive job posting?

A: To create an inclusive job posting, companies can use gender-neutral language, avoid using terms that may deter certain groups of people, and include a diversity statement that emphasises the company’s commitment to diversity and inclusion. Additionally, companies can highlight the benefits of diversity in their job postings, such as opportunities for professional development and a positive work culture.

Q: How can companies expand their recruitment channels to reach a more diverse pool of candidates?

A: Companies can expand their recruitment channels by partnering with diversity-focused organisations, attending job fairs and conferences, and leveraging social media platforms. By diversifying their recruitment channels, companies can tap into new talent pools and increase the likelihood of finding qualified candidates from underrepresented groups.

Q: What are some effective ways to build a diverse talent pipeline?

A: To build a diverse talent pipeline, companies can partner with schools and universities to establish relationships with diverse student groups, offer internships and mentorship programs, and promote diversity within the company to encourage referrals. By establishing a pipeline of diverse talent, companies can reduce their reliance on traditional recruitment channels and increase the likelihood of finding qualified candidates from underrepresented groups.

Q: How can a structured interview process help eliminate unconscious bias during the recruitment process?

A: A structured interview process can help eliminate unconscious bias by asking the same set of questions to all candidates, using objective criteria to evaluate responses, and involving diverse interviewers in the process. By standardising the interview process, companies can ensure that all candidates are evaluated fairly and objectively.

Q: Why is it important for hiring managers and recruiters to receive training on diversity and inclusion?

A: Hiring managers and recruiters should receive training on diversity and inclusion to ensure they are equipped with the knowledge and skills to attract and hire a diverse pool of candidates. This can include training on unconscious bias, inclusive language, and cultural competency. By providing training to their hiring managers and recruiters, companies can ensure that their recruitment practices are aligned with their diversity and inclusion goals.

Q: How can a diversity council help ensure that diversity and inclusion remain a top priority for the company?

A: Establishing a diversity council can help ensure that diversity and inclusion remain a top priority for the company. The council can be made up of employees from diverse backgrounds and can provide input and guidance on recruitment strategies, training programs, and diversity initiatives. By involving employees from diverse backgrounds in the decision-making process, companies can ensure that their diversity and inclusion efforts are authentic and reflective of the needs of their workforce.

Q: What are some metrics that companies can use to track and measure their diversity and inclusion efforts?

A: Companies can track diversity metrics such as the percentage of underrepresented groups within the company, conduct employee surveys to gauge the company’s culture of inclusion, and establish diversity goals and initiatives. By setting measurable goals and regularly tracking their progress, companies can hold themselves accountable for their diversity and inclusion efforts and make data-driven decisions to improve their practices.

The Benefits of Working with a Recruitment Agency

Working with a recruitment agency can provide many benefits when it comes to hiring for diversity. Recruitment agencies specialise in finding qualified candidates and have access to a wide pool of talent, which can be particularly valuable when it comes to diversity hires. They also have expertise in identifying candidates from underrepresented groups and can provide guidance on how to make the recruitment process more inclusive.

One of the key benefits of working with a recruitment agency for diversity hires is their ability to source and identify candidates from a wide range of backgrounds. Recruitment agencies have established networks and partnerships with diversity-focused organisations and can leverage these connections to identify qualified candidates from underrepresented groups. This can save companies time and resources that would otherwise be spent on finding and reaching out to candidates on their own.

Recruitment agencies can also provide valuable guidance on how to make the recruitment process more inclusive. They have expertise in identifying and addressing unconscious biases and can help companies create inclusive job postings and interview questions. This can help companies attract and evaluate candidates based on their qualifications, rather than their background or personal characteristics.

Working with a recruitment agency can also help companies ensure that they are complying with legal and ethical standards for diversity and inclusion. Recruitment agencies are well-versed in local and national laws regarding discrimination and can provide guidance on how to ensure that the recruitment process is fair and equitable for all candidates.

Finally, recruitment agencies can provide valuable support throughout the hiring process, from initial screening to negotiating job offers. This can help companies save time and resources and ensure that they are hiring the most qualified and diverse candidates for their open positions.

Why Choose PEEQ HR Recruitment Agency?

The average fill rate amongst HR Recruitment Agencies is 46%, but at PEEQ our average fill rate sits above 90%, So you are twice as likely to get hired if you choose PEEQ.

This is due to two reasons:

Firstly, we only partner with employers on an exclusive basis, so we ‘own the responsibility’

Secondly, we don’t employ recruiters. Instead, we work with trusted and proven freelance HR recruiters, to find the best candidates for the jobs available.

We prepare candidates for the interview process, providing valuable insights in the company’s culture, vision and attributes they see as making the ideal candidate. 

PEEQ has  proven track record of finding the RIGHT candidate for the job, who goes on to become a valued asset who stays long term and helps their company achieve their shirt, medium and ling terms goals.

In fact, we are so confident the hires we recommend will be a success, our ELEVATE package provides a 100% refund on our fees, should our permanent HR hire leave within 6 months.

More reasons to work with PEEQ

Psychometric insight reports

Obtain a unique insight into your candidates’ Cultural Fit, Strengths, Decision Making and Resilience through our accredited assessments.

Post-hire executive coaching

Set your hire up for success with a tailored coaching programme that helps them achieve their full potential personally and professionally.

BeTalent Accredited Approach

We are proud to offer the BeTalent Accredited approach that enables us to deliver scientific candidate assessment, in accordance with the British Psychological Society standards.

This solution is for you if you want:

• An objective way to determine who is the best fit for your role
• A comprehensive understanding into your new hire before they start
• Peace of mind that you’ve made the right hiring decision.