It’s no secret that companies are making the hiring of women and other underrepresented minorities a priority. According to research from Indeed, the amount of diversity and inclusion postings, as a segment of all postings, rose by 18% in February from last year and are 35% higher than in the previous two years.
In fact, organizations that house a wide range of backgrounds and personalities generally enjoy a wide range of creative and innovative ideas that yield positive results in their revenue. It’s important to hire based on merit, carefully freeing the decision-making process from biases related to age, gender, religion, sexual orientation, and other characteristics that are unrelated to their job performance. Here are five steps to ensure diversity in your hiring process.
Evaluate Your Current Hiring Process
Check out your more recent hires and examine their degree of diversity. If you don’t see a lot of diversity, you need to figure out why. Is it because diverse candidates aren’t applying? Or are they applying but they’re not getting hired for some reason?
Choose One Group to Diversify
It’s too vague to set a goal like “increase diversity,” so pick one specific group to target. For example, set very specific goal, like to hire 10% more qualified females within six months. Or increase the number of minorities in your customer service department by a reasonable percentage within a year. This way, you can measure your progress and easily, objectively determine whether or not you met the goal.
Attract Diverse Candidates
If you’re not even getting resumes from diverse candidates, then you might be doing something to repel them. Re-word your job postings so you’re not using words that seem exclusively masculine. Diversity attracts diversity, so make pictures that you post on your website or on social media reflect your diverse employees and encourage your current minority employees to make referrals from their networks. Flex schedules are one of the most appealing perks in today’s job market, so if you can find a way to offer them, not only will you attract diverse candidates, but the most talented as well.
Create a Diverse Shortlist
Make diversity a priority as you enumerate your criteria. Yes, of course, work history, education, and appropriate certifications are important, but if you make sure you include a few qualified candidates who are also minorities then you increase your chances to hire a minority as you narrow down your list. In fact, if you have at least two minority candidates on your short list, the chances that you hire one of them skyrocket. Whereas, if you have only one minority candidate, there’s virtually no chance he’ll be hired.
Assess Your Hiring Metrics
Go back to the goal you set in the second step and figure out whether or not you met it and which of your strategies worked. Were you able to attract more diverse and qualified candidates? Did your short list include more diverse candidates than it has in the past? Use that data to build on your process. If it didn’t work, use different strategies. If it did, do it again.
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