How to Promote Diversity in the Talent Search

Feb 16

Companies today recognize the value of having a diverse workforce. Diversity brings different perspectives, experiences, and ideas that can lead to innovation and better problem solving. As you search for talent to join your organization, it's important to focus on recruiting individuals from all backgrounds. In this blog, we will highlight some of the ways that employers can adjust their recruiting practices in a way that promotes diversity.

By recognizing the value that diverse perspectives, experiences, and ideas bring to the table, you can shift your focus towards actively seeking out individuals from all backgrounds. It’s difficult to ignore the importance of diversity showing up in the workplace. For example, Generation Z is the most racially-diverse U.S. generation, with approximately 48 percent* identifying as non-white, and 3 in 4 job seekers and workers prefer diverse companies and coworkers. These statistics seem hopeful, until we look at US unemployment rates at the time of this blog being written, where Black men have an unemployment rate of 12.1% and Hispanic men have an unemployment rate of 9.7% vs White male unemployment rate of 6%. Women’s unemployment rates show a similar pattern, with Black women at 10.9% and Hispanic Women at 11.4% vs White women at 7.6%. ** It is clear that while there are a multitude of diverse candidates, and employees who prefer a diverse workplace, something is holding organizations back from hiring diverse candidates.

Identifying Areas of Opportunity

Changing perspectives and the approach to talent recruiting can play a crucial role in promoting diversity within an organization. The first step is to review current practices. Here are a few common recruiting practices that could limit or exclude diverse employees from qualifying, or even applying in the first place:

Relying too heavily on employee referrals - This can perpetuate a homogeneous workforce if your current employees lack diversity.
Limiting outreach to the same few colleges/universities - Broaden your campus recruiting to include historically black colleges and universities (HBCUs) and other diverse institutions.
Using biased language in job postings - Avoid gendered wording or terms that relate only to particular demographics. Stick to skills and duties.
Not having a structured interview process - Standardized interviews help remove unconscious bias that can occur in free-flowing conversations.
Asking prohibited interview questions - It's illegal to ask candidates about protected class information like race, religion, age, etc.
Not considering candidates with unconventional backgrounds - Don't automatically discount self-taught, freelance or other non-traditional candidates.
Letting "culture fit" be a deciding factor - This can lead to only hiring people similar to your current workforce. Focus on skills fit.
Discounting diverse work experience - Consider transferable skills from other industries, non-profits, public sector, etc.
Not offering flexibility - Rigid work schedules or locations may discourage candidates like working parents or people with disabilities.
Rushing the hiring process - Taking time ensures you don't overlook qualified diverse candidates in your haste to fill roles.

Restructuring Your Approach to Talent Search

Now that we’ve identified some of the factors that may be hindering diverse candidates from applying for positions, here are some ways to adjust your talent search practices in a way that promotes diversity.

Review your job postings and descriptions - Make sure the language is inclusive and does not discourage certain groups from applying.
Widen your outreach - Don't just post openings on the same old job boards. Seek out publications, associations, conferences and networks that can help you connect with underrepresented groups.
Focus on skills, not just credentials - Consider transferable skills and evaluate candidates on their competencies rather than just degrees or previous job titles. This can surface untapped talent.
Seek referrals from diverse sources - Ask your current diverse employees, community organizations and professional associations to recommend candidates.
Train your hiring team - Provide unconscious bias training so your team recognizes their own blindspots during the hiring process.
Track and analyze outcomes - Look at diversity metrics at every stage of the process. Are diverse candidates dropping out at certain points? Address any areas of fallout.
Partner with diversity firms - Specialized recruiters can help you develop a diverse pipeline of qualified talent.
Showcase your diversity - Make sure your website and promotional materials reflect your diverse employees. This signals your commitment.

Conclusion

Making diversity a priority in your talent search requires an intentional strategy. But the effort pays dividends in building a stronger, more innovative workforce. By following these tips, you can demonstrate to candidates that your workplace welcomes people from all backgrounds. Focus on diversity now and you'll widen your access to top talent.

Thank you once again for joining HENSLEE as we explored How to Promote Diversity in the Talent Search. We so enjoy having this platform to learn and grow with our community. We hope this blog has inspired you to review and restructure your hiring practices with a focus on diversity, and remember to Lead with Heart.