A Strategic Approach to Diversity Recruiting
In the past, research as shown that 65% to 80% of jobs are filled (versus “finding” job leads) through referrals and networking. With a shifting labor market and internet job sites becoming the norm, I did some research to see if these percentages have changed. I found that research shows up to 70% of all jobs are not published on publicly available job search sites and that still 50% to 80% of jobs are filled through networking. Also, one authors suggest that now, the old adage “it’s not what you know, it’s who you know” has perhaps never been more true.
What does this mean for employers today who are competing for the best talent, especially now post COVID19? Organizations everywhere are trying to diversify their workforce to reflect the rapidly diversifying population they serve. This is a struggle for many, since they continue to go to the same talent pools time and time again, instead of expanding their recruiting efforts.
When seeking to recruit and hire a more diverse workforce, many organizations are left spinning their wheels, not really sure where to begin. A successful diversity recruiting program can be achieved with strategy and persistence. Following are some suggestions for a strategic approach to network in diverse communities.
Brand Your Organization in Diverse Communities
First, plan ways to build a positive image of your organization within diverse communities. Word travels fast. If people think that an organization is unwelcoming or unfair to diverse applicants and employees, they will simply avoid it. The CEO of one organization I consulted with said that he wanted to be known so well in diverse communities that if anyone even thought of looking for a job, they would think of his organization. To build your organization’s image, it is important to establish a presence within diverse communities. Community outreach can take a number of different forms, including:
- Offer free training programs through local libraries or community centers
- Connect with career centers and job fairs at schools and colleges with diverse student populations
- Offer summer internships or scholarships to economically disadvantaged students
- Support local communities by donating items such as playground equipment and new computers
- Conduct business with minority vendors
By participating in community outreach, your organization is demonstrating that it has a vested interest in the community and not simply trying to fill a diversity quota.
Network Outside of Your Comfort Zone
To diversify their talent pool, organizations need to network outside of their comfort zone by reaching out to diverse individuals and communities. Since a high percentage of jobs are found through networking, it is critical to network within diverse communities. Work with community centers, local businesses and schools to spread the word about job openings.
Select recruiting resources that provide opportunities to post job openings and internships. For example, by working with the U.S. Hispanic Chamber of Commerce and its regional branches, an organization is able to directly network within a diverse community. There are many such organizations that will act as a resource for listing jobs as well as a resource to help build cultural competencies of an organization’s employees. This can help with retention of diverse employees also.
Have HR Recruiting Systems that Work for All Applicants
One mistake that some organizations make is assuming that all applicants have equal access to the internet. With the application process mostly online now, it is easy to forget that not everyone has access to high-speed internet in their home. To cast a wider net and reach a more diverse audience, organizations need to utilize both online and offline recruiting tactics. See my article on The Hidden Face of Discrimination for Diverse Internet Applicants, where I address some specific barriers for diverse applicants.
Being understanding and respectful of all applicants’ experiences, and making a few changes to your recruiting system and practices, will help avoid unintentional discrimination and provide equal access to jobs for everyone. Many suggestions for doing this are included in the book Integrate Diversity into Recruiting, Interviewing and Hiring.
Reach out to Current and Past Employees
Current and past employees with diverse networks can be an excellent resource for finding diverse applicants. Every employee from an intern to an upper-level manager is a potential referral source. Utilizing the diverse talent that organizations already have can assist them in seeking more diverse candidates. Communicating current job openings through an email or having a formal employee referral program can be effective in recruiting new talent.
Be Persistent
Always be networking and recruiting. Which, if you think about it, can be the same thing. Only networking is more fun. Even if there are no current job openings, it is wise to continually work to build a diverse talent pool for your organization. Stay in constant contact with new recruits, from the recruitment throughout the hiring process. There is no such thing as “too many qualified applicants” in the database. When organizations stop recruiting, they likely will lack qualified diverse candidates to choose from when the time comes to hire someone new. As we all know, a job opening can happen with little notice. Sometimes this tactic is used by management to hire or promote who they want instead of a perhaps a more qualified diverse candidate. This systemically can keep diversity out of higher-level positions.
Taking a strategic approach will help achieve your long-term goals to recruit and hire a diverse workforce. A facilitated discussion or blended learning workshop on strategic diversity recruiting strategies is a great place to start. The most important thing is to be persistent. If a new diversity recruiting initiative does not work at first, do not give up. It takes time to establish an organization’s brand within a community. Integrating diversity into a system does not happen overnight. Keep trying.
Copyright © 20203 Lila Kelly Associates, LLC. Not to be reprinted without written permission from Lila Kelly. Integrating Diversity into Recruiting, Interviewing, Hiring and Retention – Since 1992. This article includes excerpts from Lila Kelly’s online training courses and books at diversityintegration.com. To stay up to date on all the latest from Lila Kelly Associates and DiversityIntegration.com, subscribe to our newsletter.
