How to Source for Diversity from Your Talent Search
Explore Historically Black Universities for Recruiting
If you want to get specific, you can include historically black universities in your search criteria. This allows you to search exclusively in universities that have a plethora of talent from underrepresented groups. Another option to consider is attending recruiting events held at these universities.
Engaging with candidates in person leads to a more streamlined hiring process from start to finish.
Don’t Limit Your Search to Referrals
Referrals are a tried-and-true method of discovering top talent from people you already know and trust. However, if you’re looking to expand the diversity of your company, referrals can limit the demographics of your candidate pool. Most people’s social networks are composed of people from similar backgrounds.
The important thing is to be mindful of who you’re asking for referrals. If you already have underrepresented employees on board, they can be a fantastic referral resource.
Remove Identifiers from Search Results
Blind recruitment is a common hiring practice that removes any personally identifiable information from candidates during a talent search. This information includes name, gender, age, education, years of experience, and more. It’s one of the simplest ways to effectively remove unconscious bias from your talent search.
Sifting through candidates without identifiers allows you to make strategic hiring decisions that are based solely on merit and skill sets, rather than biased reasoning.
Invest in Bias Training for Recruiters
When building a talent search for diversity, you want to be sure that the candidates you hire were selected purely based on their work experience and the skills they have to offer your company. Building on the last point, it’s important for everyone on the hiring team to be aware of their own unconscious bias and know how to avoid letting it impact their hiring decisions.
Bias training helps recruiting teams build awareness of their own biases and judgments. Beyond that, good bias training should help people manage their biases and ultimately, change their behavior for the better.
Keep in mind that it takes time to unwind biases and remove them from the decision-making process completely. Be sure to invest in this as early as possible so your hiring team is prepared to fill your open roles when the need arises.
Use Niche Job Boards
There are a whole host of job boards tailored to showcase a wider range of candidates from diverse backgrounds. For example, you can find job boards specific to candidates who are black, LGBTQ, women, from specific generations, and many more.
This is a great way to access different pools of candidates and improve your company’s diversity hiring.
Why Source for Diversity
The push for more diverse teams has never been stronger. By taking steps to build a talent search that’s optimized for diversity, you can make your candidate search more efficient, get more diverse people into your talent pipeline, and ultimately, build dynamic, diverse teams that propel your company forward.