Today, we’re sharing three important ideas on diversity recruiting. If you didn’t catch LinkedIn’s October 2022 Global Talent Trends then have a look. It’s packed with interesting, forward-looking insights. Based on interviews with industry experts the discussion covers how recruiting is changing in the context of the overall world events and it highlights the biggest initiatives in talent acquisition right now. Some of these trends are: remote work, diversity hiring, and candidate expectations.
There’s a lot to unpack. Diversity and inclusion is still one of the most popular initiatives amongst companies we talk with; we’re betting it’s at or near the top of your list for 2023 as well.
So with that said, here are three things to remember.
1. Creating a sense of belonging should be the top priority
As an industry, we’re certainly making progress on diversity recruiting goals and there are many diversity hiring platforms that can help — but we’re still falling short. That’s because our measures of success have, for the most part, been inadequate: While perhaps we’ve been able to bring diverse employees into the organization at a higher rate, we can’t necessarily call that a win. We have to ask ourselves, are these employees engaged? Are they happy? Are they staying?
In a prior study, LinkedIn made an important point that part of achieving “diversity” means creating a work environment in which diverse employees feel welcome, safe, and encouraged to express their unique selves and points of view. It means building a workplace where they feel they truly belong.
A barrier to improving diversity over the long-term was reportedly the problem of the retention of diverse employees. A shared sense of belonging among all workers will go a long way in motivating folks to stick around.
2. It’s not a scarcity problem. It’s a sourcing problem.
Also, in a prior report, LinkedIn challenged the notion that building a diverse workforce is hamstrung by a lack of diverse candidates, which was the biggest hurdle cited by the respondent of the study.
Instead, research insists the diverse candidates companies are seeking are out there and asks us to consider the possibility that we’re just not looking in the right places. Are we posting our opportunities on diversity job boards? How often are we recruiting in historically diverse schools? Do we use AI Sourcing tools that can assist in finding diverse talent? If we want to broaden our talent pool, we must broaden our diverse sourcing strategy.
3. Improving diversity recruiting starts with improving culture
You will neither attract nor retain diverse candidates without a culture that wholeheartedly embraces differences. Sounds obvious, yet how many of us are guilty of immediately looking to our own pipelines when we think of increasing the diversity of our workforce?
Our very first step in diversity hiring should be ensuring our company culture is sending the right signals. Are differing opinions welcomed? Do people feel like they can be themselves? Do leaders in the organization — including at the very top — communicate and demonstrate that diversity is a priority? Only when these pieces are in place can we make real progress toward diversity recruiting goals.