Jumpstart Diversity Recruiting with These 13 Tips

October 23, 2013

diversity-recruiting

Ready for a bit of time travel? In 2020, women will make up almost half of the workforce in the United States. In 2050, Caucasians won't be the predominant ethnicity in the country. And if that sounds too far off, just last year, people of color made up nearly a third of the labor force. That’s almost 50 million people.*

If recruiting a diverse workforce is a competitive advantage today, it’s increasingly going to be an imperative for talent acquisition professionals looking to stay current with the country’s changing demographics. Recruiting diverse talent is more than the right thing to do. It is simply good business.

So it’s no surprise we’re hearing that diversity is a big priority—and that the bulk of you are undertaking diversity recruiting initiatives today.  But what do you need to do to ensure you’re best-in-class?

Our Diversity Hiring Playbook outlines 13 key tips on how to find, hire, and retain to diverse talent. Here’s a sneak peek on how to get started:

1. Get commitment from the right people:

As with any initiative, it’s crucial to have the right support internally, from your colleagues both inside and out of the recruiting team. Make sure to get buy in from people who touch and influence the candidate experience (as well as from those who set the agenda for your company as a whole).

2. Make a compelling business case:

Diversity can help you better compete for and retain top talent, and if you’re client facing, having a team that reflects your client base will help win deals. Take a look at diverse talent you’ve lost, and consider what impact improved retention could have on your bottom line. Or think about deals that were brought in by diverse teams, and project out how much larger that would be if you could go after more business in the same way. A strong business case will help ensure that diversity is not consciously or subconsciously deprioritized.

3. Have a strategy:

Set clear objectives with hard metrics and establish a path to achieve them. Did you get the right people on board in Step 1? Because you’ll need them to hold their teams accountable to those metrics—for example, by requiring that a certain number of candidates on recruiters’ slates come from diverse backgrounds.

Find out more by downloading the free eBook.

 

* Sources: Bureau of Labor Statistics, “Employment outlook: 2010–2020 – Labor force projections to 2020: A More Slowly Growing Workforce” Monthly Labor Review (January 2012)
Center for American Progress, “Progress 2050: New Ideas for a Diverse America” (October 2011)
Center for American Progress, “The State of Diversity in Today’s Workforce”

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