Research has found that companies that use a pre-hire personality assessment have workplaces that are more racially diverse. If your diversity hiring audit reveals that you have a leaking pipeline at your candidate screening, there are a couple great tools you can try. Many of the usual criteria for candidate screening such as their prior company, their school, or their personal connection, often decrease the diversity of the candidate pipeline. Step 4: Increase your diversity hiring in your candidate screening Minority employee referrals help increase your diversity hiring with the added benefits of hiring from referrals in the first place. You can leverage this network similarity effect by encouraging minority employees to make referrals since they are more likely to refer members of their community.
In general, people’s social and professional networks are made up of people who are demographically similar. Tip 4: Encourage referrals from minority employees Because distance from downtown office locations is often correlated with more diverse neighbourhoods, offering work from home options and flexible work hours not only attract more diverse candidates, it helps decrease expensive turnover. Research has found a strong predictor of employees’ quitting is a long commute. Pictures and videos of your employees should show their diversity. Take a look at the pictures and videos of your workplace on your website and social profiles. Glassdoor found that 67% of job seekers use diversity is an important factor when considering companies and job offers. One of the biggest barriers to increasing workplace diversity is that diversity attracts diversity.
Tip 2: Show your existing workplace diversity (or the diversity you aspire to) Check out if your job posting might be turning off female candidates using this nifty tool here. To attract more female candidates, avoid using too many “masculine-type” words (e.g., ambitious, dominate, challenging) in your job posting. Studies has found that the language you use in your job description helps to attract or turn off diverse candidates from applying to your open role. If your diversity hiring audit reveals that you’re failing to find and attract diverse candidates in the first place, there are several things you can do. Step 3: Increase your diversity hiring in your candidate sourcing Or increasing the percentage of qualified visible minorities on your sales team by 15% within 12 months. The simplest way to improve your diversity hiring is to pick one metric to improve upon.įor example, maybe it’s increasing the percentage of qualified female employees in tech-related roles by 10% within 6 months. Intel’s CEO has set an aggressive goal of diversity parity by 2020. Trying to overhaul your diversity hiring metrics can be overwhelming.
Step 2: Pick one metric to improve for your diversity hiring What are the challenges in my diversity hiring?.What are the strengths of my diversity hiring?.
Until you analyze your diversity hiring data, you can’t get an accurate picture of how to move the needle. Is it a top of the funnel issue? Or is is more of a leaking pipeline issue? Step 1: Conduct a diversity hiring audit on your current hiring processĪssess the diversity of your current hiring process and identify any potential bottlenecks and discrepancies. The goal of diversity hiring is to identify and reduce potential biases in sourcing, screening, and shortlisting candidates that may be ignoring, turning off, or accidentally discriminating against qualified, diverse candidates.
Equal Employment Opportunity Commission) guidelines.Ĭonfusion over diversity hiring sometimes lies in the mistaken perception that the goal of diversity recruitment is to increase workplace diversity for the sake of diversity. In the United States, many organizations follow the Federal EEOC (U.S. What is diversity hiring? A definitionĭiversity hiring is hiring based on merit with special care taken to ensure procedures have reduced biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance. That’s why I’ve created this 6 step how-to guide for attracting diverse candidates to help you achieve your diversity hiring goals.