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3 Things You Oughta Know When Recruiting For Diverse Talent

In today’s working world, more companies are striving to create a diverse workforce. After all, diverse candidates will have a range of cultural difference associated with them, and this includes different mindsets also. Recent studies have suggested that diversity pays off in the long-run. A Deloitte survey stated that diverse and inclusive workplaces generate 30% higher revenue per employee and are twice as likely to meet or exceed financial targets.

Ultimately, having a diverse workforce gives you a competitive edge and a few factors filter into this equation. The ‘war for talent’ is heating up, especially in recent times. Therefore, if you’re looking to attract the best talent, a diverse workforce is more attractive to candidates eyes. So what factors should you consider when going about creating a diverse workforce. Here, we uncover diversity and look at tactical solutions on how you can promote diversity within your workplace.

What Does Diversity Mean?

First and foremost, to create a diverse workforce, you need to understand what factors you need to take into account. Traditionally it means having amongst your group a representative balance of individuals that reflect society in general. Diversity could mean women, ethnicities, age groups, religions,  sexualities, and the list goes on. However, we shouldn’t hire based on traditional methods.

Today, what’s most important is diversity of thought. Having someone with a different mindset and ability to think outside the box. If everyone was the same person life would be pretty boring. You need that extra edge and personality to make your company successfully diverse. Ask yourself, what is it you really want when it comes to diversity? You want a collection of life experiences, viewpoints and ideas to establish a real sweet spot in the heart and soul of your company.

Removing Unconscious Bias From The Hiring Process

Removing unconscious bias from the hiring process is easier said than done. However, ultimately removing it will allow you to make better hiring decisions. What is unconscious bias some of you might ask? To put it in simple terms, unconscious bias is when the brain takes a few shortcuts and is quick to make a judgement without even realising. Your biases could be linked to multiple things, whether that be gender, cultural background or your experiences in general. For example, Gender Schemas are created as early as two years old and they are reinforced and become absolutely unconscious by the time the child is between five and seven years old.

So how do you go about removing unconscious bias?

  1. Blind Hiring: Blind hiring is when the candidates’ name, gender and age is removed from their resumé. Judging someone based other than their qualifications happens all too often. Blind hiring removes this option.
  2. Voice Changing Software: To disguise gender, voice changing software has been made readily available. The software distorts the voice of a candidate, making it next to impossible to decide whether it’s a man or woman that you’re talking to.
  3. Structured Interviews: Structured interviews are a great way to gauge how each individual answers each question put to them. This means asking questions in the exact same structure for each candidate interviewing. This way, each candidate is treated fairly by been given the exact same questions.

Once you understand the company culture and attitude around diversity you can begin to create a set of policies that help the organisation become more diverse. It’s impossible to assign a “one size fits all” policy to all organisations. Each company will have different requirements and metrics so it’s critical that any diversity policies address their unique needs.

To learn how you can introduce a more diverse hiring policy into an organisation check out our Diversity and Inclusion programme on the Social Talent learning platform.

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