Recruiting

Finding the right talent means recruiting strategically. Recruiting is hard, period, and companies spend tons of time and resources optimizing their processes. A Forbes Corporate HR Specialist estimates that companies spend on average $4,000 per candidate, and that the amount of money spent on recruiting annually is over $200 billion worldwide [Forbes]


Facts and data

  • Recruiting reflects the priorities and cultures of organizations whether intentional or not – this includes where recruiting happens (physically or digitally), who does it, who is targeted, what recruiting materials look like, and many more factors. How these different aspects are executed plays a significant role in shaping the demographics of a company's workforce
  • Hiring decision makers report lack of D&I investment is a major barrier to recruiting. Three in five hiring decision makers say that a lack of investment in D&I is a challenge to attracting and hiring quality candidates [Glassdoor]
  • D&I are a highly important measure of recruiting success. In fact, only two other measures are rated more important than hiring decision makers: "the costs a company incurs for generating applicants" and "securing a hire" [Glassdoor]
  • Companies are spending more and more on diversity and inclusion (D&I) recruiting efforts. Glassdoor released a report indicating that one in three hiring decision makers expect to increase investment in D&I efforts while only 3% expect it to decrease (the remainder are continuing to invest at the same levels) [Glassdoor]

Diversity and Inclusion sourcing strategies have real benefits [Lyft-Greenhouse]


Champions

We also need to diversify where we’re posting jobs listings. We saw a huge impact on our pipeline once we began listing jobs on diversity recruiting sites such as NAACP and Ebony ~ Ariana Moon, Senior Recruiter, Greenhouse (source)


Take Action

  • Assemble recruiting teams that will attract the diverse talent you're looking for. Who somebody sees at a recruiting table, the names people see on websites, and the speakers who they hear as representatives of your company will all form impressions in the minds of potential candidates. If your recruiting team's demographics are homogenous, you will likely be losing out on candidates who either (1) see that you don't understand or prioritize D&I enough to make this effort, and/or (2) cannot see themselves succeeding at your company
  • Proactively reach out to underrepresented candidates. Look for professional groups, traditionally Black and female schools, Black and Jewish fraternities, sororities, veteran groups, disability support groups, and LGBTQIA groups. Many of these groups distribute open job opportunities to their members via email, social media, or a job board. For example, iHispano is targeted toward Hispanic and Latinx professionals, while lnHerSight is targeted toward women. Schools have career centers and job boards for current students and alumni that can help you reach out to different kinds of people [Lyft-Greenhouse]
  • Don't solely recruit at elite schools and companies. Sourcing candidates only from top tier (and often non-diverse) schools and a limited number of (equally non-diverse) companies severely constrains the candidate pool. There are many smart and capable people whose life circumstances didn't put them in an ivy league school [Paradigm
  • Use your existing employees to reach out to underrepresented people and groups  Your employees are already involved with the communities you hope to build stronger ties to: think of meaningful way to partner with them: (1) Learn about the issues they care about, look for areas of overlap with your company, and plan events together; (2) Team up with community groups to sponsor a table at their events; (3) Participate as a speaker at their events and invite them to do the same at your company; (4) Connect community members with internal mentors at your company [Lyft-Greenhouse]
  • Create a diversity sourcing strategy for every role. Individual hiring managers can focus less on organization-wide numbers and instead on the makeup of the team you’re recruiting for. Ask what diversity looks like on that team and go after specific underrepresented profiles [Greenhouse]
  • Create Diversity & Inclusion recruiting Key Performance Indicators (KPIs). KPIs measure success. Look at your diversity sourcing strategies and assess whether you are getting applicants through your recruiting and hiring process with those strategies [Greenhouse]

Champions

Do not stop diversity recruiting efforts for a reason such as, “We already have too many qualified applicants in our database, and do not plan to have any open positions." Because then when a position does open up, there are  predominantly white applicants in your database, many of which have been referred by current employees. ~ Zip Recruiter (source)


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