Diversity recruiting can create a more welcoming workplace culture, fuel innovation, and fatten the bottom line. Sounds good, right? If you’ve answered that with a resounding “yes,” then here are five steps you can take to get your own diversity recruiting program off the ground:
1. Develop a business case. To get executive buy-in for your diversity recruiting program, focus on how the program will align with business goals. There’s quite a bit of research focused on how hiring for diversity—both diversity of thought and demographics (which often go hand in hand)—improves workplace performance.
2. Pick the right tools. Once you get the okay from leadership, it’s time to figure out how exactly you’ll hire for diversity. The trick? Seek out a recruiting software solution that allows you to get granular with who you recruit and understand what engagement methods work best for your candidates. With the help of analytics and artificial intelligence, today’s sophisticated software can make sure you’re getting in front of the right candidates. This will help you spend your diversity recruiting budget wisely by allowing you to channel spending to the social media platforms your best candidates frequent. Remember: For diversity recruiting to be effective, you can’t treat all diverse candidates the same. You must tailor your talent acquisition approach to each diverse segment—which is why using software fueled by analytics and attuned to candidate behavior is so important, since it can provide a tailored marketing experience to candidates.
Hiring for diversity—both diversity of thought and demographics—improves workplace performance.
3. Invest in your data. Picking the right tools to execute your diversity recruiting initiative also means investing in software that revolves around data—you must be able to target the right audience and deliver brand relevance. To do that, you must leverage programmatic media technology that takes the inefficiencies and guesswork out of your recruitment advertising and spends your dollars on the channels that perform best for your brand. When it comes to diversity recruitment, calibrating media spend to sites that provide you with the top candidates will lend to smarter hiring. To turbo-charge your diversity recruitment efforts, seek out data-fueled software that allows you to make real-time changes to your recruitment efforts based on the data being reported. Investing in your data will also help you show leadership the impact of your diversity recruiting efforts.
4. Fuel referrals. Your current employees can and should play a huge role in your diversity recruiting efforts. How? With a formal referral program that rewards employees financially when they refer diverse recruits (ah, money—the universal language!). Offering a referral bonus for diverse hires has another benefit, too: It shows your employees that you’re willing to put your money where your mouth is when it comes to diversity.
As John Sullivan and Kimberly Do explain in ERE Media, “The diversity referral bonus has such a significant impact because it sends an unambiguous message about the importance of diversity recruiting.”
5. Activate employees into advocates. There’s another huge way you can leverage your current employees when it comes to diversity recruiting: employee advocacy. Employee advocacy expands your recruiting reach by turning your employees into your best recruiters who share brand messaging with their own social followings. Make sure you get your employees from diverse backgrounds involved with your employee advocacy program. Our social networks, both online and offline, tend to reflect our own demographic backgrounds. That means that your diverse employees can disseminate your employer brand message even further, by getting your messaging in front of a wider range of diverse candidates.