Companies worldwide are committed to putting more emphasis on inclusion, diversity and equality. Some sectors, like IT-Sales in Germany, struggle to attract people from different backgrounds.
As requested by the hiring managers I work with, I have put some tips together on how to improve your hiring process to attract more diverse talent.
Track, communicate, and use crucial data like retention and representation.
It’s incredibly important to look at your data to understand what your representation looks like right now and where you might have potential for development.
Businesses frequently examine the seniority breakdown of their teams to identify areas where efforts and possibilities for development can result in significant change.
Spend the time needed to find a varied range of applicants.
There is often pressure on recruiters to fill positions fast. However, it may take some time to find applicants from underrepresented groups. When creating hiring plans, make sure it’s acceptable for some job openings to take a little longer to fill.
Hold executives accountable for promoting diversity.
Even if it may be in your interest to say that you wish to promote diversity, you will only make that happen with the backing of senior executives. Some companies, like Salesforce and Nike, linked their executives’ compensation to diversity goals.
Watch your language when posting jobs.
Candidates will probably pass if your workplace doesn’t sound welcoming. Women could be discouraged from applying if the job description uses words like “dominate” or “rock star.” A job description with too many requirements may deter candidates from underrepresented groups. According to a LinkedIn survey, women submit 20% fewer applications than men do, and frequently think that applicants must satisfy all hiring requirements.
Also, it’s a good idea to include an encouraging statement at the end of the job description such as: “We are promoting our inclusive culture. So, if this is a position that you like, please apply. It doesn’t matter how you identify or what history you have.”
Create inclusive interview panels.
By including interviewers from diverse backgrounds, you demonstrate to prospective candidates your commitment to a culture of diversity and inclusion. You simultaneously provide a variety of viewpoints to the hiring process.
Reduce the salary gap.
No employer can be considered fully inclusive unless it compensates everyone equally for similar work, regardless of their background. A good starting point is to check and compare the pay across your teams to make sure it’s fair and equal across the same positions.
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