How to Create a Successful DE&I Recruiting Strategy

How to Create a Successful DE&I Recruiting Strategy

Last updated on February 15, 2024

Diversity, Equity, and Inclusion (DE&I) recruiting has taken center stage in recent years, and for a good reason. It’s not just about checking off boxes – it’s about cultivating a dynamic workplace that thrives on different perspectives and experiences. So, if you’re ready to dive into the wonderful world of DE&I recruiting, let’s embark on this journey together!

What is diversity recruiting?

Diversity recruiting is a deliberate effort to attract, engage, and hire a workforce that reflects the rich tapestry of our society. At its core, it involves creating a workplace where every individual feels valued, heard, and celebrated, regardless of their background, ethnicity, gender, or any other defining factor.

Why diversity should be at the top of your sourcing channel?

You might be wondering, why you should place an emphasis on diversity. Firstly, a diverse workforce elevates your employer brand, increasing its attractiveness to a broader talent pool. Secondly, having diverse teams fosters creativity and innovation. People of differing backgrounds and genders offer complementary skills that equip a company to thrive in an ever-evolving landscape. In this synergy of skills and backgrounds, you can find the true essence of a dynamic and forward-thinking organization.

So, if you’re serious about staying competitive in today’s market, it’s time to make diversity a priority in your recruiting strategy.

How to recruit for a diverse workforce

Diversity recruiting requires a thoughtful and systematic approach. Let’s break it down!

1. Understand what diversity means for your company

Diversity doesn’t look the same for every organization. What might be considered diverse in one company could be the norm in another. Start by assessing your current workforce and understanding the gaps.

Self-Reflection

Observe your culture: What does diversity mean for your team? What are your specific goals and objectives of your company? For example, it could involve increasing gender diversity in leadership roles, fostering an inclusive culture for employees with disabilities, or ensuring representation of underrepresented ethnicities. 

Data driven insights

Numbers can reveal critical insights. Data driven analysis can help you set realistic, achievable targets for improvement, such as implementing mentorship programs and bias training to reach your diversity goals. However, make sure that you never hire or promote just for diversity’s sake – that would never benefit either your company or the individual. Selection should be based on merit and skill.

Listen to your team

Your employees are your best resource. Conduct surveys, hold focus groups, and create open channels for feedback. Learn from their experiences and perspectives. What can you do better?

Legal and compliance considerations

Make sure you’re up-to-date with legal requirements and compliance standards in your state. Compliance isn’t the only reason to promote diversity, but it sets a crucial foundation.

2. Build a diverse talent pipeline

Recruiting begins with a solid pipeline, and creating a diverse one is no exception. Cast a wide net and engage with candidates from all walks of life. Here’s how:

Inclusive job descriptions

Highlight your commitment to diversity right from the get-go —with job descriptions. Make sure they’re inclusive and free from biased language.

Expand sourcing to social media

Social media platforms have a vast and diverse user base. Leveraging these platforms increases the reach of your job postings and recruitment campaigns to a more varied audience than on job sites like Indeed. With social media advertising, you can target individuals with relevant skills and interest in the industry to reach underrepresented groups more effectively.

Leverage recruitment marketing

Recruitment marketing plays a pivotal role in championing diversity. Invest in compelling content that spotlights your multifaceted workforce, vibrant employee resource groups, and the inspiring success stories of individuals hailing from diverse backgrounds. When launching social media ad campaigns to reach diverse talent pools, ensure that your visuals prominently feature a spectrum of diverse team members.

Employee referral programs

Encourage your employees to refer candidates from diverse backgrounds. Sometimes, the best talent is just one connection away.

Partnerships and alliances

Forge partnerships with organizations and associations that support diversity initiatives. These partnerships can generate valuable leads.

3. Screen for skills and potential

The heart of your DE&I strategy lies in your hiring process. When it comes to interviews and assessments, remember that skills and potential should always be the primary focus. Here’s how you can ensure fairness:

Structured interviews

Implement structured interview processes to reduce bias. Ask each candidate the same set of questions to maintain consistency.

Assess soft skills

Although technical skills are crucial, remember to also evaluate soft skills such as teamwork, communication, and adaptability, as they play a vital role in fostering a collaborative work environment. Toggl Hire stands out as an excellent option for skill-based hiring, placing a strong emphasis on eliminating bias in talent assessment.

4. Use AI to reduce bias

Did you know that AI helps you make your recruitment process more inclusive? You can quickly identify the employees you need while removing inherent biases.

AI-powered recruitment tools can scan resumes for potential candidates without taking factors like gender, race, or age into account, opening the door to a candidate pool that you might have been missing out on using traditional recruitment methods only.

Plus, you can monitor the progress of diversity and inclusion initiatives. Analyzing a candidate’s past experiences, AI can help identify candidates who are a good fit for the company’s culture and have the skills and experiences to succeed.

5. Nurture an inclusive culture

Recruitment doesn’t end at the job offer. Your new hires need to feel valued and included from day one. Here’s how you can ensure their integration:

Onboarding

Tailor your onboarding process to emphasize inclusion and diversity. Welcome new employees with open arms and provide resources to connect with affinity groups if you have them.

Resource accessibility

Make sure that all resources, tools, and training materials are accessible to employees with diverse abilities and backgrounds.

Wrap-up

DE&I recruitment is your compass to navigating modern workplaces. It leads to enriched teams, innovative solutions, and a better future. Embrace it, and watch your organization thrive in a world that values and celebrates differences.

Adrienn Herendi

Adrienn is a Content Strategist at Boostpoint, leveraging her extensive experience in writing for the recruitment industry. With her passion for crafting unique, engaging and informative content, she is on a mission to build a community where Talent Acquisition teams thrive and succeed.

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