A survey carried out by Glassdoor found that 67% of job seekers say diversity is an important factor when considering job offers. So start refining your recruitment processes today to get your business on the right track.
What is workplace diversity?
Workplace diversity is all about having a mixture of people from a variety of different backgrounds in your workplace. It isn’t just about demographic groups, such as race or gender, but falls into two main categories:
- Inherent diversity – demographic characteristics, such as race, gender and age.
- Acquired diversity – broader characteristics, such as personality, education, skills and knowledge.
Recruiting for a more diverse workforce can be a daunting process without the help of a skilled recruitment agency, but we’ve put together some ideas to aid you with improving your recruitment strategy.
Strategies to improve your workplace diversity recruitment
Developing a recruitment strategy that attracts diverse candidates is essential, as the more your company appeals to everyone, the stronger your team will become as a result. A tweet from Gather Social Ltd highlights this very well: ‘A diverse workforce allows for more well-rounded and better thought out decisions’. Here’s how you can start building a company that is filled with innovation and growth.
- Consider writing your job advert differently, in a way that it will appeal to diverse applicants
This isn’t just about the wording of your job advert, but also the things that you include within it. Writing it in a style that reflects your business values will give the candidate an idea of how you operate and the culture that you provide. Try to make it friendlier, and more engaging, particularly if you are trying to attract Millennials.
- Be sure to include workplace policies that are attractive to the type of people you want to recruit
If you’re looking to recruit a more experienced, older generation member to your team, showing that you have regular social events and a pool table in the office may not give out the right message. If you’re looking to recruit women in particular, a study by McKinsey found that they are more attracted to flexible working schedules. This is also a cost-effective method for your business, as offering flexible working hours is likely to reduce employee turnover as they will be more committed to your business.
- Use a personality assessment as part of your recruitment process
As well as knowing your potential candidates have the right skillset, it’s also important to know what they are like as an individual. Using a personality assessment gives you a measurement of the traits, motivations and skills of the candidate, letting you determine whether they will fit into the culture of your business.
- Use blind hiring methods
Of course, traditional hiring methods have their place, but if you’re looking to attract diverse talent, you need to start thinking outside the box a little more. Even a simple change like using anonymized results will have a large impact on your hiring technique. This will allow you to evaluate the skills and knowledge of your selection, without unconscious bias creeping in. You may not even realise you’re being biased, and rejecting potential candidates based on their name or education.
- Consider technology within your recruitment process
Even the boring subject of tax is becoming more digital now, so why not apply some new digital techniques to your recruitment strategy? There are many intelligent shortlisting technologies and algorithms (such as AI) out there now that can replace, or aid with, manual CV screening. This again removes the implication of human bias. Whilst screening like this is in its infancy, we would always recommend hiring an experienced recruitment agency as we remove this bias for you.
- Employ a diverse interviewing panel
Use your diverse team to your advantage. Using the ‘similarity attracts principle’, by having diversity within your interviewers, you’re more likely to attract those with similar interests to the interviewers, resulting in a well aligned, close-knit, but diverse team. Women in general are more likely to join a company where they can easily interact with current employees, so carefully consider who you choose to interview prospective candidates.
Final take away
The main thing to consider when you’re looking to make your workplace more diverse is the company and reputation that you’re trying to build. Think about the long-term game, not just filling a gap in your team immediately. Consider how the candidate you require needs to add to the overall company diversity, and the experiences they may have been through that can help guide your business forward.
Don’t try and change everything at once, as it can be far too overwhelming. The most effective way of including diversity in your recruitment strategy is to change one metric at a time. Remember to measure the effectiveness of this change too, and if it didn’t work, try another technique. Every business is different, and what works for hiring more diverse employees in one industry may not work for another. Take the time to find the right process for your business.
We hope you found this article insightful, and if you would like any further help on how to improve the diversity of your recruitment process, please contact the team at Atkinson Moss today. Our expert team are here to help guide you through the recruitment process, supplying our clients with the right people.