- A diverse workplace is a key factor in business growth and internal innovation.
- A diverse team can easily outperform a team of high-ability performers.
- There is an automatic increase in the creativity department when having diverse teams.
- Companies with diverse workplaces achieve greater profits.
Now, we have looked into the benefits of a diverse workplace, let’s move on to how recruiters can improve workplace diversity for your organization. The article will share ways that a recruiter can include in his strategy.
1. Ensure that diversity is in your company’s culture
First and foremost making workplace diversity a key part of your organization. Bragging about workplace diversity won’t do any good to the organization, implementing it would.
Ensure that the diversity is followed at the senior level in your organization then only it can have an impact on employees. Include the workplace diversity culture on your social media, your official website, in job descriptions and during the communication done on the company’s behalf.
You need to make sure that the recruiter also shares the same vision and understand the importance of workplace diversity. So, creating a diversity strategy and following it is the ideal thing.
2. Hiring diverse candidates will be a priority
It’s among the steps to have a diverse workforce in your organization. If you are not putting complete effort into selecting the diverse candidates then automatically you will hire the same type of candidates. This way a recruiter will hire candidates which is convenient for them.
Also Read: Habits that help Top Recruiters Succeed in their Work
A recruiter will require ideal resources that help them to hire diverse candidates and also support from the senior management. Hiring diverse people can get a bit challenging while following traditional methods. Therefore, the recruiter must take their time before filling the positions quickly.
Instead, the attention of a recruiter should be on seeking diverse candidates, growing the network and finding people who are an ideal fit for the organization.
3. Write job descriptions around the diversity
The right job description while hiring a diverse team will do wonders. There are cases when candidates don’t apply to jobs because they know the organization won’t hire them. It is because the job description is written badly.
A well-written job description is necessary because it is the first interaction for an employee before they apply for a job. Your job description should make the candidate learn more about the company and if ain’t happening it means you need to tweak it accordingly.
You need to follow some rules while writing an ideal job description for workplace diversity that includes using neutral language, mention the number of job experience you require and mention diversity.
4. Try different sourcing methods to get diverse candidates
Most recruiters depend on employee referral to complete the hiring process. This way you won’t be able to hire diverse candidates because people’s networks have people from the same demography.
Don’t rely on the same places that you used to hire candidates from. Take advantage of third-party websites to post jobs. Research and look for websites where you have the highest possibility of finding diverse candidates.
Take more initiative to find out the sourcing channels and it will help to diversify your talent pool. Another way of doing it is by creating a company page in which you showcase leadership, culture and employees.
5. Take the help of AI for resume screening
A recruiter needs to take leverage of AI to help them to automate the time-consuming and also tedious process which is to screen the resumes. And automated resume screening is the right way to increase diversity by replacing manual shortlisting.
It allows having a system that helps to apply the shortlisting criteria for all the candidates that reduce the problem related to complications. As a recruiter, you can pre-program the AI for specific skills and experience and allow the AI to analyze the candidates on specific parameters.
6. Create an employer brand related to diversity
Companies tend to look at the social media accounts of the candidates to get a clear picture of them and to check whether they are a good fit. And candidates do the same thing, they research about the company, about their values, and diversity.
It increases the necessity of having an employer brand of the company to make the candidates have an interest in the organization. And having a good employer brand helps in certain things such as:
- 50% lowest cost per hire
- Up to 2 times faster recruitment process
- 50% more qualified candidates
The goal of the employer is to make the diversity focus of the employer branding and all the branding efforts. Diverse candidates also value the companies who are looking to build a diverse workplace.
7. Retain the diverse candidates
It’s not always about hiring candidates to diversify the workplace, it is necessary to retain the candidates who are at your workplace. Retention is critical and creates a comfortable environment at the workplace.
Diverse candidates are usually a minority in the workplace and it’s the job of the employer to make them comfortable and stand up for their opinions. They must have a voice and opinion in the office.
Your job as an employer is to value diversity and create an environment helping employees to thrive in their role.
8. Automate the shortlisting process with ATS
An ATS can help reduce down the list of candidates and it gets done with the help of a screening tool present in the ATS.
This technique helps to remove biases and any personal opinions about the candidates and you can focus only on the information that is relevant to the job description. Shortlisting candidates with the help of your ATS helps the organization to move in the right direction and hiring is done based on diversity. It’s an ideal thing to have a diverse candidate pool which can be achieved with the help of ATS
