Build diversity in your company’s pipeline
Candidates are very particular about the kind of organization they will work for.
Many businesses are not proactive when hiring. And it’s harder than ever to build a diverse tech business. One problem is because of the lack of diverse professionals in the pipeline. Its is their own version of the pipeline that is causing the issues in the tech industry.
A workforce that is diverse is more creative and innovative, research suggests. Competitors will have advantages as the same groups of people are hired. Also, inhibiting growth and progression. Finding out the cause of these problems can help organizations. It will be easier to overcome the issues that create a diverse workplace.
Source from different institutions
Many companies source talent from their local colleges and resources. While this could save time and money it will result in an old fashion group of candidates. Expand to different colleges and universities will increase the likelihood of finding candidates. Professional groups such as National Association of Asian American Professionals, LGBT Meeting Professionals Association and Women For Hire can help with recruiting. Having diverse employees also help to attract a wider customer base.
Employee referrals
Don’t be afraid to seek assistance from your diverse employees. A female engineer is most likely to know other female engineers. According to Harvard Business Review, referrals can increase engagement and lower recruitment costs. Sometimes employee referrals can lead to unconscious opinions and preferential treatment. Attention should be placed on recruiting individuals from underrepresented groups.
Your recruiters
Recruiters are human after all and may come with their own set of bias opinions. Adding more technology to the process can reduce this unconscious bias opinions. If this isn’t an option, then make sure your hiring board is diverse with a range of backgrounds. If going to a recruitment agency, make sure you agree with their hiring process.
Inclusion strategies
Candidates may feel like they could be excluded in the organization and may feel lack of support. This will be a factor for many when applying and accepting job offers. Make sure to communicate the step your company put in place to become more diverse. Be sure to emphasize your diversity in your leadership within the company. Do you have a competitive maternity and paternity leave policy? Employee resource groups? LGBTQ+ and gender transition support? These are some points people will think about before deciding to work with your company. These are great things to mention in an interview. Candidates will know what policies and support you have. Even if a candidate isn’t a part of the specific group the policy applies for, it can increase positive perceptions. Employers should be transparent with their diversity goals and accomplishments. As well as areas they need to grow and improve in.
