Right now, employers everywhere are emphasising the importance of diversity and inclusion. We’re all hungry for practical ways to find, hire, and retain diverse talent. To us, that means attracting and welcoming people from a variety of backgrounds, views, and experiences.
Building a vibrant, high-performing workforce takes guts – it means purposely seeking out people who may not always agree. It means challenging one another to do and think differently. It means finding people who may not look alike or share similar experiences.
We want to be open and welcoming, and not only because it’s the right thing to do. Diverse workforces are winning workforces, leading to more innovation and revenue than less diverse peers. Like a puzzle, your workforce is a collection of the right people placed in exactly the right role. Individually unique, they are far more than the sum of their parts.
Here’s a collection of some of our favorite stories, strategies, and tactics for building a diverse and inclusive workforce. Read through to the end for our downloadable infographic, Decode Diversity: How to Recruit High-Performing Teams.
Building a Culture of Diversity and Inclusion
The pressure is on. With everything going on in the world today, particularly in large cities, companies are on the line to say something; do something; change. That’s why corporate diversity and inclusion initiatives are popping up at your organisation (hopefully), in your social feeds, and topping your inboxes.
We sat down with Chantell Cooper, Director of Talent Acquisition at Arbonne International, a leader in the beauty and wellness industry. It’s an industry that’s been hard-hit by global lockdowns. But that doesn’t mean Chantell has time to rest on her laurels. Chantell’s job is to sell Arbonne’s employer brand, not its products – and that’s a job that doesn’t take breaks.
Seeking Diverse Skills, Experiences, and Voices
Serving active duty military and veterans has always been core to Enterprise Rent-A-Car’s DNA. In fact, Enterprise has branches on more than 70 U.S. military bases worldwide. While most companies weren’t named after aircraft carriers or founded by navy pilots, they do understand the value military veterans bring to the private sector.
Despite huge advances in recruiting technology, our recruiting processes are slowing down. In fact, time to hire has increased by 30% in 5 years. Most of the time, line managers still rely on gut instinct to make hiring decisions. Why is this happening?
As furloughs and redundancies continue, more Americans find themselves looking for work outside their industry. For the recruiter, the influx of candidates complicates the sourcing process – a wider, more diverse set of candidates requires thoughtfulness.
To help recruiters manage applicants with mixed skills and experience, we interviewed the Director and Associate Manager of Talent Acquisition at iCIMS. Together, they have 33 years of experience in TA and have seen the market flux in every direction.
Promoting Parity for Women in the Workforce
If a man and a woman apply to the same job, the woman is 16% more likely to be hired. Yet women make up just 26% of all tech applicants – and 25% of all tech hires. We won’t come anywhere near close to hiring parity until men and women are applying in roughly equal numbers.
The Woman Behind Recruiting’s Most Talked About AI Solution
Six years ago, Andreea Wade tweeted that she wanted to go on a hike. Three hours later, that tweet turned into an idea and into a branded event with 40 signups.
The group, StartUp Hiking, is a small line item on the list of Andreea’s many accomplishments – all of them greatly different from the next. The common thread in all those projects is Andreea’s hunger for solving problems.
Using Talent Tech to Build Diverse Workforces
Bias starts in the hiring process. Teams will always have some level of bias in the way they attract and engage talent. It’s human nature. But it doesn’t end at the perspectives of your people. If the way you hire today looks like it did a decade ago, there is likely bias inherent in your process.
For those still hiring during the pandemic, cancelling recruiting events may seem like your only choice. It’s not. In fact, pivoting to virtual career fairs creates the same level of interaction and engagement as an in-person event. There are even some benefits you may not have considered…
When the subconscious is involved, so is bias—it’s only natural. That’s why the selection process and supporting your applicant tracking system are key for diversity. Not only is unbiased hiring our path to a more inclusive future of work, it’s the best way organisations can eliminate risk of overlooking their best-fit candidates.
Interested in learning more? Check out our guide, Decode Diversity: How to Recruit High-Performing Teams. Get your copy here.