How To Develop A Diverse Recruitment Strategy For Your Small Business

A diverse recruitment strategy is when businesses actively recruit a wide range of candidates — and ultimately hire from that pool to create a diverse

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A diverse recruitment strategy is when businesses actively recruit a wide range of candidates — and ultimately hire from that pool to create a diverse workforce, which translates into a business that has more innovation, creativity, and a better understanding of customer needs. make possible.

Here we outlined steps to help you create a diverse recruitment strategy that affects every aspect of your recruitment process, from your employer brand to interviewing to new hiring.

1. Make sure your company’s brand reflects diversity

It is important that your company and employer brands reflect diversity. A statement on how diversity in the workforce is important to your business and makes your team successful should be accessible on your website.

Workplace diversity is the collective composition of your organization and includes the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical and mental abilities, cultural aspects, national heritage, religious beliefs, political beliefs, and (many) other ideologies and associations.

A well-written example of diversity statement provided by Aspen Leadership.

Example of a well-written diversity statement provided by Aspen Leadership

Meanwhile, diversity in your company’s mission statement and core values ​​should represent everyone who works for the company. This is important because it shows that the company values ​​everyone and wants to include them in its success. Including diversity in your mission statement and core values ​​can also help increase the number of people applying to work for your company, which will make it more likely that you will get the best employees.

2. Use inclusive language in the rental of communication

Employers can show that they are open to hiring a wider range of applicants and creating a more inclusive workplace through inclusive language. This means the use of words and phrases that avoid prejudice, local colloquial language (such as slang) and expressive language that discriminates against certain groups of people.

It’s more than just saying that your company avoids discrimination in the workplace — when communication is written in a way that includes everything, it sends a message that the company respects the individual experiences of existing and potential employees. Your recruitment, appointment, and initial boarding practices set the tone for the entire hiring team – create a strong defense against discrimination and emphasize inclusivity as essential to collective, organizational success.

Did you know?

Nearly one in three job seekers say they will not apply to a company with a lack of diversity.

Diverse language in a job description provides more opportunities for people of all walks of life. To make your job descriptions more diverse, you can use specific phrases such as:

  • Multilingual
  • Various backgrounds
  • Multicultural
  • Inclusive

By using non-stereotypical language, you can create more accessible and attractive job descriptions that are more likely to attract individuals from under-represented groups.

Mentioning diversity in your job ads, in a way that is meaningful to your organization, is essential to telling the story of your workplace, what it values ​​and how it works.

When preparing your job postings, make sure you include language that encourages people from all backgrounds to apply. Not only does this reflect well on the company, but it also attracts qualified candidates who can bring a variety of perspectives to the table.

For example, Fit Small Business uses the following language on all job ads:

We encourage DEI at Fit Small Business and are committed to providing an inclusive work environment for all. We are an equal opportunity employer seeking and recruiting the best talent, regardless of age, gender, ethnicity, disability, sexual orientation, gender identity, socioeconomic background, religion or belief.

3. Post to Miscellaneous Job Boards

Part of advertising your jobs involves where you place your recruiting ads. Traditional postcards like Indeed, LinkedIn and ZipRecruiter are all very good recruiting vehicles to use. However, if you are focused on building a diverse workplace, you need to include culture, gender and sometimes race specific resources to present your opportunities to the audience you are trying to court. Consider posting on diversity posters, such as:

  • HotJobs.vet – directly caters for military veterans in transition
  • Site Disability – will help you find talented workers among people with disabilities
  • DiversityJobs – has a talent pool of minorities, women, veterans and people with disabilities
  • HBCU Connect – specializes in job advertisements for students and alumni of Historical Black Colleges and Universities (HBCU)

According to Glassdoor, 76% of job seekers say that a company with a diverse workforce is a crucial factor when evaluating companies and job offers.

4. Practice the blind revision of CVs

Prejudices are not always explicit or intentional – many are subconscious. Therefore, we recommend the practice of blind resume screening. This involves limiting identifying factors about the candidate (including their name, college or university names, year of study or photos).

This practice can be easily accomplished by obscuring any identity-specific information on the resume, resume and cover letter. If the maintenance process by HR moves to your hiring supervisor, this stage can be managed by the HR team. Once blinded, the resume will be passed on to the supervisor who considers only skills, experience and overall suitability for the job.

Artificial intelligence (AI) technology used in Applicant Tracking Systems (ATS) can help you sort through resumes, which provide potential candidates based solely on skills, experience and education.

5. Standardize your interview questions

Standardization of interview questions for diversity is important to avoid potential discrimination. By having a set of questions that are common across different interviews, companies can ensure that they ask all candidates the same questions, while avoiding potentially discriminatory topics.

When interviewing candidates, it is important to ask questions that are only related to the job seeker’s skills and experience. In addition, there are questions you should avoid asking, especially illegal interview questions – those related to age, race and gender.

If you perform pre-employment assessments for candidates during the interview process, make sure you use the same test for all candidates applying for a specific position. All candidates for a job class must be tested using an appropriate tool for the job for which they are being considered (eg a maths or basic accounting principle test for finance-related jobs). Without any consideration of personal characteristics or background, candidates answer questions that either further qualify them or remove them completely from the process.

For more information on using diversity in your hiring process, visit our article on diversity leasing.

Inject diversity into your onboarding program

Once you have hired your new team member, your boarding process should begin with the full welcoming of your organization, which should include the mission or core beliefs of the organization. Immediately remind your new employees that your company is made up of diverse and dynamic team members, which is the key to the organization’s success.

One way to make this important impression successful is for HR and senior leadership to spend time with new employees. They need to address how diversity is cultivated within teams, departments, leadership and locations (if your company has multiple areas), specifically to balance the workforce and bring the best, most creative ideas and concepts to the table for consideration.

However, make sure your diversity is genuine. If your attempt to create a diverse work team and brand is only for superficial or unfair reasons, do not make an effort. Once employees and customers realize you are not sincere, they are likely to leave the company.

Why a diversity recruitment strategy is important

Businesses that employ a diverse workforce are more likely to be successful in the future. By implementing diversity recruitment, companies can benefit from the following:

  • To attract and appoint individuals with unique perspectives and experiences
  • To be better equipped to address different customer needs and challenges
  • To be able to utilize new markets and grow their customer base
  • Reduce workplace incidents and lawsuits
  • To encourage collaboration and productivity
  • Promoting an inclusive environment for employees

Bottom Line

A diverse recruitment strategy is important for organizations’ success because it can lead to innovation and a more accurate reflection of the customer base. By targeting a wider range of candidates, organizations can find the best talent for their specific needs. In addition, a diverse workforce can help create a more inclusive environment for employees.


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