Workplace Diversity: How To Attract and Retain Amazing Talent

For any company, holding on to its top talent is of top priority. In today’s working world, competition for top talent is fiercer than ever. Employers are continuously changing how they approach diverse candidates. After all, it’s a fact that diverse companies perform better. Having a diverse workforce creates innovation and adds creativity. Furthermore, it’s important that you showcase your diverse workforce any way possible. Here we look at diversity initiatives and how you can shape your hiring process around diverse candidates so you can hire amazing talent!

What Is Diversity?

First and foremost, to create a diverse workforce, 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.

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.

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Change How You Conduct Your Interviews

To attract diverse talent, you need to think outside the box. Firstly, study your hiring process and see what’s working and what’s not. There could be a road bump in your hiring process that is deterring diverse talent from applying for a role at your company. If you haven’t already tried these interview techniques, you might give these 3 a shot when interviewing your next candidate to ensure that you’re removing unconscious bias from the hiring process;

  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 being given the exact same questions.

 

Walk The Talk

One thing I’ve always believed in is doing the small things right. It could be as simple as asking a member of your team where they are from, what their hobbies are or even asking them how they’re getting on with their tasks. Managers or employers who look to learn more about their workers will quickly learn who their top performers are. That way, they can assign the right people to the right tasks. In addition, they will know what drives each individual in their team and where they seek their inspiration. Someone on your team could have particular skills that could be useful in certain areas of your business.

Identifying skills and interests is especially important when it comes to retaining diverse talent. The last thing you want as a manager is a sense of disconnect between you and your team members. If this is the case, ultimately, employees will become disengaged and will look at packing up their bags and moving elsewhere. Act on this immediately – Walk the talk!

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