Unlocking Diverse Talent Pools Through Creative Recruiting Strategies: 25 Tips
Imagine a world where your team could pull from a vast array of ideas, backgrounds, specialties, and viewpoints. Every time you create a project, you can pull certain levers to get better results. This is a world where talent wasn’t limited by a single source, but instead comes from a vibrant, diverse pool. That is the magic of building an inclusive workforce.
And it isn’t hard to do!
How do you unlock this magic? It starts by attracting candidates who aren’t just seat fillers, but room fillers. They fill the room with energy, ideas, positivity, and productivity. They also show skepticism, hesitation, and care.
But how can you attract these types of candidates? So many HR leaders and recruiters we talk to today get candidates who don’t really shine. It starts by ditching tired recruitment tactics and trying unconventional strategies.
So, ditch the old ways and embrace some new methodologies! Let’s dive in and build a team that’s as dynamic and innovative as the world we live in.
Why Do Diverse Talent Pools Matter?
Diversity within your workforce comes in many different ways! It may be in background, experience, type of workplace, culture, education, and so much more. Too often, we tend to build teams that look exactly like the leader, for instance.
However, that limits us.
There are two main reasons why diverse talent pools matter.
1. Diverse perspectives lead to better decisions and innovation:
- Wider range of information and ideas. Teams consisting of backgrounds and experiences bring different perspectives to the table. This leads to more creative solutions, stronger abilities to solve problems, and a reduced chance of being in an “echo chamber.” An echo chamber is: “an environment where a person only encounters information or opinions that reflect and reinforce their own.” See more in the video from GCF Global below.
- Reduced bias. Diverse teams are less likely to fall prey to unconscious bias. When a team has the same background, they may overlook qualified candidates. They are also less likely to come up with creative solutions.
Adaptability. The business world is changing. A diverse workforce with a variety of viewpoints is better equipped to adapt to new challenges and opportunities.
2. Diverse teams can better connect with a diverse customer base:
- Understanding customer needs. A workforce reflecting your customer base better understands their needs and preferences. This can lead to more effective marketing strategies, product development, and customer service.
- Brand reputation. Companies prioritizing diversity send a message that they are welcoming to all people. This can enhance brand reputation and attract a wider customer base. By having different backgrounds, you can also avoid making a misstep.
Overall, diverse talent pools are not just the right thing to do, they are good for business. By fostering a workplace that embraces diversity, companies can unlock a wealth of creativity, innovation, and talent that can lead to greater success.
How to Attract A Diverse Talent Pool
Attracting a diverse candidate pool requires stepping outside traditional methods. It doesn’t mean you have to rent an airplane and write your job opening in the sky. It means making small changes throughout the process that can yield better results. Some of it may stay only in your recruitment process, but others will go far beyond.
Crafting the Right Offer
Attracting high quality candidates starts with crafting the right job description and offer. Here are a few things you can try:
- Benefits for All. Design benefits packages that cater to diverse needs. This could include childcare help, parental leave for all, and cultural competency training.
- Flexible Work Options. Job openings for remote work and flexible hours get more candidates. Some workplaces are even starting to offer compresses workweeks!
- Skills-Based Hiring. Stop trying to find these magical “unicorns.” Focus on what’s actually required for the job. Is it experiences, credentials, degrees, or something else? This opens doors for non-traditional candidates.
- Unconscious Bias Training. Train hiring managers to identify and mitigate unconscious bias throughout the process. You have to do this in a way that is purposeful and meaningful. Often, group training or individual courses will work, it depends on your workforce.
- Inclusive Language. Use inclusive language in job postings and throughout the recruiting process. What does this mean? Think about how gendered your adjectives are. If you’re using images anywhere, what message do they send?
Broadening Your Search
Reaching bigger talent pools means going outside of your traditional job boards. This can be a challenge, especially if you’ve never tried to expand before. Here are a few ways you can broaden your search:
- Diversity-Focused Job Boards. Use job boards dedicated to diverse candidates. Find those targeting veterans, women in tech, or LGBTQ+ communities, for example.
- Employee Referral Programs. Involve current employees in referral programs, leveraging their networks to attract similar talent. You do have to be careful that they aren’t falling into Similar-To-Me bias.
- Partnerships with Diverse Organizations. Partner with universities with diverse student bodies for entry-level roles. For top talent, reach out to professional organizations or community outreach programs.
- Targeted Social Media Ads. Have a really special job opening? Use social media ads to target people aligned with the role. This will help you connect with those who aren’t actively looking, but may be a good fit.
- Attend Industry Events with a Diversity Focus. Participate in conferences or career fairs that cater to underrepresented groups.
Showcasing Your Company Culture
Gen Z and Millennials don’t want to work at places with bad culture. They want to know they’ll be accepted, celebrated, and respected. These generations are the most educated and creative currently in the workforce – and there’s a ton of competition for them. So how can you stand out?
- Employee Spotlight Series. People don’t want to be the only person like them at their company. Often, this gives the impression that they will be the ones breaking barriers – which is a lot of extra work. Feature current employees on your company website or social media, showcasing their experiences and contributions.
- Create an “About Us” Video. Craft a company culture video reflecting the entirety of your team. This will showcase the company’s commitment to inclusion.
- Active Social Media Presence. Social media is supposed to be fun! Don’t use it only to showcase upcoming webinars or whitepaper downloads. Instead, showcase your culture and employee engagement on platforms like Instagram or TikTok.
- Employee Resource Groups (ERGs). Highlight the existence of ERGs for diverse groups within your company. If you don’t have ERGs, look into creating them.
- Diversity and Inclusion Statements. Where does your company stand on inclusion? Develop a statement outlining your company’s commitment to diversity and inclusion. Then, display it on your career page.
Making the Application Process Inclusive
There is no “one place” where companies lose applicants or diverse talent pools. It’s everywhere! You need to ensure that your application process is inclusive to all. Here’s a few tips to get there:
- Anonymous Resume Reviews. Consider anonymizing resumes during the initial screening phase. This can reduce bias based on names or backgrounds.
- Standardized Interview Questions. Develop a standardized set of interview questions for all candidates. This ensures a fair and objective evaluation process. Too often, we’ll try to throw softball questions at those interviews we like.
- Offer Alternative Interview Formats. Sometimes you can miss out on top talent because you don’t cater to differing communication styles. Provide options for video interviews or written assessments for applicants. The video highlights how people with autism sometimes struggle during interviews.
- Highlight Accessibility Features. Often, interviews may not be as accessible as we think they are. Clearly mention any accessibility features available during the application and interview process. Sometimes, people will even look for these roles using specific keywords.
- Provide Interview Training. Train interviewers on effective communication and asking unbiased questions to create a comfortable environment. Have your DEI team or HR leaders craft questions that the interview team can use.
Building Relationships and Community
If you have more time and you want to get creative with your recruiting, there are larger-scale things you can do to build diverse talent pools. These often require money, time, and effort, but for the most important hires, they matter.
- Host Candidate Experience Events. Organize informational sessions or networking events to showcase your company culture. This can help you get to know your candidates in a casual setting.
- Volunteer Opportunities. Need to recruit only from your immediate community? Partner with local organizations to build positive brand recognition.
- Mentorship Programs. You can’t stop with recruitment! Develop a mentorship program where diverse employees can mentor new hires. Pair up people from similar backgrounds, fostering support and community. Or, you can pair together two people who polar opposites so they both learn from each other.
- Engage with Diverse Influencers. When you bring in speakers, do they always look the same? Do they have the same talking points? Make sure you bring in different kinds of people.
- Track Your Progress. This isn’t something you’ll master overnight. Track your recruiting metrics to identify areas for improvement and measure the effectiveness of your initiatives.
By implementing these creative strategies, you’ll build a strong employer brand. Instead of going after employees, you’ll be a place that attracts top talent from diverse backgrounds. You’ll have a better workforce because of it – and you’ll reach goals even faster.
The Adventure Continues: Unleashing Your Diverse Dream Team
Building a diverse team isn’t a one-time quest; it’s an ongoing adventure. But you don’t have to be afraid. It’s a step-by-step journey that you can start today. By implementing these creative strategies and leveraging the right tools, you can attract a bigger talent pool.
Here at Mitratech, we believe your recruiting software shouldn’t be a roadblock on your journey to diversity. That’s why we’ve built features specifically designed to help you source, attract, and manage diverse talent.
Ready to unlock the magic of a truly inclusive workforce? Request demo today and discover how our ATS can take your diverse hiring strategy to the next level. Let’s build a team that’s as brilliant and dynamic as the ideas it will generate!
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