Diversity Recruiting: The 10 Things Every Company Should and Shouldn't Do

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Traditional recruiting methods can generate great homogeneity in the candidate pool. This lack of diversity goes much deeper than meets the eye: it can greatly impair your company's ability to keep up with the competition and negatively impact your bottom line. Index of contents What does diversity recruiting mean? 1. DO: Measure current diversity to set actionable goals 2. DON'T: Focus only on race and gender during diversity recruiting 3. DO: Use selection tests to eliminate unconscious biases about diversity 4. DON'T: Bypass Diversity Recruiting Websites 5. DO: Thoroughly review the shortlist to include diverse new employees 6. DON'T: Neglect diversity training on the recruiting team 7. DO: Talk openly about diversity policies with candidates 8. DON'T: Ignore diversity in your employer branding strategy 9. DO: Boost your diversity efforts with mentoring programs 10. DON'T: Limit diversity to hiring initiatives only Traditional recruiting methods can generate great homogeneity in the candidate pool. This lack of diversity goes much deeper than meets the eye: it can greatly impair your company's ability to keep up with the competition and negatively impact your bottom line.

Diversity recruiting is not just a “nice to have” for your company culture: It is the best way to maintain your company's innovation and profitability. A diverse team brings different ideas, skill sets, and backgrounds, resulting in richer conversations and more innovative, inclusive solutions for your target audience and customers. In fact, a study conducted by BCG in 2017 showed a positive correlation between a diverse workforce and revenue attributed to innovation: the more diverse the management team, the more innovative the company tends to be. The report also showed that 75% of 1,700 employees DM Databases interviewed in eight different countries perceived diversity to be dramatically increasing at their companies. More diverse leadership teams report higher innovation revenues Implementing a diversity recruiting strategy is the best way to systematically find and attract top talent from diverse populations to create a diverse workforce and drive innovation in your team. What does diversity recruiting mean? Diversity recruiting means you hire candidates solely based on their abilities to do their jobs efficiently, without regard to bias. In diversity recruiting, unconscious biases that get in the way of hiring the best candidate, such as race, gender, or educational background, are mitigated.



However, achieving greater diversity is not an easy task. In a study published by McKinsey , researchers noted that although diversity is increasing, 97% of U.S. companies do not reflect the demographic makeup of the country's workforce in their senior management teams. There is still a long way to go when it comes to diversity hiring. In this article, we review the 10 do's and don'ts of diversity recruiting that every company should take into account when developing a successful hiring strategy. Diversity: What Your Company Should Do 1. DO: Measure current diversity to set actionable goals Before planning your diversity recruiting strategy, you should measure the diversity of your team. In fact, you won't be able to achieve your goals if you don't know where to start. Once you know the current diversity of your team, you can set realistic goals based on your annual hiring forecasts. How to measure current diversity There are different ways to collect information about diversity. Your company may already have some of this information in the HR system. HH., and, if so, that would be a good place to start. However, not all employees feel comfortable sharing their personal and diversity data when they don't know how that information will be used. Therefore, the information in your HR system.