Why Your Recruitment Team Should be Hiring for Diversity and Inclusivity

According to recruiting software start-up Gem, 50% of their surveyed talent leaders agree to one of the biggest hiring trends of 2020: workplace diversity and inclusivity. This reflects the overall movement of the times when acceptance and understanding go beyond race, gender, age, and so on. The world is a more welcoming place now, and so is the office. 

However, the same survey also states that 49% of recruiters admit having difficulties finding diverse candidates, making it their biggest hurdle towards workplace diversity. While shedding off biases in looking at potential employees is a good start, actually putting in the work to promote diversity and inclusivity in hiring becomes more of a chore than a challenge. 

But hiring managers or company leaders shouldn’t fret. Here are a few reasons why promoting diversity and inclusivity through your hiring process should be a priority moving forward and some suggestions on paving the way for workplace diversity. 

A strong diversity recruiting strategy casts a wider net. 

Nothing is wrong with looking for the perfect candidate. What makes this mindset detrimental to inclusivity is the preconceived profile of who this person is and where they are from — that’s where biases come in. In the end, the hiring pool becomes scarce because it limits the opportunity to candidates who “fit the mold.” 

To let go of so-called biases, recruitment teams can start with accepting that there is no perfect candidate. Even professional success has different definitions and pathways for many people. Be open to the idea that candidates have to be the best, but not necessarily perfect. Hence, it pays to broaden your search. 

Here are some tips on how to find diverse candidates: 

• Traditional degrees are still viable but look as well into vocational schools and other certifications, like seminars, workshops, and online courses.  
• Reach out to organizations representing minorities and start a dialogue about opening career options through them.  
• Make volunteer experience count. Pro-bono work, like with religious or spiritual groups, speaks about passion alongside qualifications.  
• One simple step: look within your circle. Ask around for referrals. Sometimes the best candidates are just within your reach. 

Diverse candidates bring possibilities into shaping your culture. 

“How will this candidate fit in the company’s culture?” Recruiters ask this, but it fails to promote inclusivity, as the applicant is viewed from the standpoint of fitting in the company’s current culture. An often-missed point of inclusivity is everyone can bring something to the table. Ask this question instead: “What can this candidate offer?” 

It’s high time recruitment teams opt for “culture-add” candidates rather than “culture-fit.” “Culture-add” describes professionals who not only uphold company standards and culture but enrich workplace diversity in transformative and uplifting ways. Culture-add employees could fill up what your current workplace culture lacks by bringing in a new point-of-view. 

Consider the following in looking for culture-add candidates:  

• Make sure your recruitment team has a solid understanding of company values. Once your team anchors their search on these values, they become the best lens to scrutinize candidates, also eliminating possible biases while sorting through applications. 
• Give employee referral incentives. Workers have a good idea of what the company stands for and what it needs. Involving them with recruitment is helpful as they experience workplace struggles more closely and live the company culture daily. Emphasize, however, that referrals should have the appropriate skill set and will not only adapt but be willing to improve company culture. 
• Ask culture-related interview questions. Since you aim to find someone who will add diversity and positivity to the existing culture, use questions that will show how they will act as a professional. What should they do with coworkers who slack off? How can they contribute to rapport-building? In what ways can fellow employees be motivated? Ditch the “Why should we hire you?” questions and include those that test their proactivity in upholding company culture. 

Workplace diversity promotes employee engagement and retention. 

A diverse group of workers instills in them that they are all accepted within the company despite their differing backgrounds. The very process of diversity hiring already emphasizes respect, which bubbles over to the workplace. Employees regarded for who they are and what they bring have higher chances of staying for a long time and contributing to the company in many ways possible. 

While cultural sensitivity training is in place in many workplaces, promoting dialogue is also viable to valuing diversity. Welfare checks also allow employees to speak up freely and without judgment. Take caution, though, as not everyone will be vocal about their backgrounds, and that’s okay. Just don’t forget that making them feel respected must be the very core of various efforts to promote inclusivity 

Diversity hiring boosts your reputation. 

Being mindful of promoting diversity and inclusivity has its benefits in the long run when it comes to reputation. The company gains an improved name for future employees, customers, and business partners. A word of caution, though: don’t do it just for mere reputation. Understand that promoting workplace diversity should come from a place of sincerity. People can see through companies that exploit this diversity because of the lack of good faith. 

Candidates hired with fairness in mind will translate into employee engagement, satisfied customers, and a positive company reputation. Availing of Great Recruiters’ Reputation Management Tool can help you achieve workplace diversity. Get hold of past candidates’ feedback, and use this data to catch the attention of top talents spanning different backgrounds. Knowing what recruitment could have done and then applying them next time with diversity and inclusivity in mind, workplace diversity is achievable, and soon, better company reputation. 

Start promoting diversity and inclusivity in your organization. 

Great Recruiters is here to help improve your recruitment strategy. In the long run, you can build a community that can provide a myriad of solutions to existing and future challenges while celebrating each other’s uniqueness. Book a demo with us, and get to know more about workplace diversity strategies that suits your company.