Diversity in recruitment is one of the most significant challenges facing recruiters and hiring managers today. A diverse workforce fosters innovation, creative problem-solving, and drives business success. However, in reality, many organizations struggle to attract, hire, and retain underrepresented groups in their workforce. In this blog post, we shall explore some best practices for increasing diversity in recruitment to help you create a more diverse and inclusive workplace.

Pipeline Development:

The first step to increasing diversity in recruitment is by developing diverse talent pipelines. This could be achieved by partnering with community-based organizations that are committed to promoting diversity and inclusion. These organizations help identify diverse candidates who may not have access to job postings or may not know anyone in the organization. Another way to achiever a diverse pipeline is to use an automated talent sourcing tool such as EasySource to easily discover and engage with candidates. Participating in job fairs or hosting information sessions can also help attract a diverse pool of candidates.

Remove Bias in Recruitment:

One of the underlying reasons why many organizations struggle with diversity in recruitment is unconscious bias. Unconscious bias refers to the unconscious or unintentional preferences or prejudices we may develop towards others. For instance, a recruiter may favor candidates who went to the same school or have similar work experience. To eliminate bias in recruitment, it is essential to use unbiased recruitment methods, anonymized CVs, and structured interviews.

Diversify Hiring Panels:

Another effective way to increase diversity in recruitment is by diversifying your hiring panels. Having a diverse group of interviewers can help eliminate bias and create a more inclusive recruitment process. Encouraging employees from underrepresented groups to participate in the recruitment process sends a positive message to potential candidates. It also helps ensure hiring decisions reflect the organization's commitment to diversity and inclusion.

Offer Inclusion and Diversity Training:

Providing diversity and inclusion training to employees could help promote diversity in recruitment. It would help create a better understanding of differences and how to avoid unintentional bias in the recruitment process. Training your employees on how unconscious bias could affect the recruitment process empowers them to consider a candidate's qualifications and skills without prejudice.

Track Your Diversity Metrics:

Lastly, measuring the diversity of your workforce and the recruitment process is essential. Your organization in the recruitment process needs to track diversity metrics such as applicant resumes, demographics, and the length of the recruitment process. This helps identify where the organization might need improvement and how it could enhance its recruitment process's diversity and inclusivity.

Conclusion:

Diversity in recruitment is vital for an organization's long-term success. It creates a more innovative, creative, and inclusive workplace while boosting the company's bottom line. Although there is no one-size-fits-all solution to increase diversity in recruitment, the above methods could help improve recruitment outcomes. Implementing a diverse pipeline, removal of bias in recruitment, diversification of hiring panels, offering diversity training, and tracking diversity metrics are some of the best practices that can promote diversity and inclusion in the recruitment process. Organizations that embrace diversity and inclusive hiring practices are more likely to attract and retain top talent and establish themselves as leaders in their industries.

How to Increase Diversity in Recruitment?