10 Diversity Recruiting Best Practices [VIDEO INCLUDED]

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💥This is #IncreaseDiversity, a weekly newsletter + LIVE workshop series sharing best practices for employers who want to implement effective diversity recruitment programs. To see previous editions, visit www.JenniferTardy.com. 💥  

👉🏾 We have a brand new, FREE, downloadable CHECKLIST for leaders called The Platinum Checklist for Hiring Professionals: 10 Immediate Actions Leaders Must STOP Doing in Order to Increase Diversity. Click to download your free copy.  

👉🏾 UPCOMING | Increase Diversity 101 Workshop Series | February 11, 2021 | How to Create a Work Environment That Supports Retention of Underrepresented Populations | Click to register. __________________________________________________________

This week’s article is a little bit different...

Rather than ONLY sharing a list of best practices with you, I’ve also included a video where I unpack these practices. This video, previously recorded for our Diversity Recruiter Central YouTube channel, will help you understand the ingredients to creating a diverse workforce and will assist in creating a strategy to increase representation. Click play. I'll do the rest.

 
 

Need a cliff's notes version of the video? Check out the below list. 👇🏾👇🏾

Best Practice #1. Have a business case. Learn and understand how increased diversity can maximize your company’s bottom line. If you don’t understand it, it will be hard to build a business case to support it.    

Best Practice #2. Focus on passive AND active job seekers. This means that you will need to network. Don’t just wait for candidates to find you.   

Best Practice #3. Understand workforce supply. To increase representation, hone your recruiting efforts on positions where groups are underrepresented in your workplace AND where there are candidates available in the workforce.  

Best Practice #4. Have an elevator pitch. Be able to easily explain what your role is as a diversity recruiter and the value this role offers to the company.   

Best Practice #5. Have a budget for diversity recruitment. This is needed to advertise, develop events, purchase supplies, etc.  It takes a budget to create visibility.

Best Practice #6. Identify and remove barriers by analyzing (at least) the previous three years of hiring data. You cannot fix problems that you do not know exist.  

Best Practice #7. Confirm metrics to which you will be held accountable regarding the success of diversity recruiting.   

Best Practice #8. Get foundational, expert training in how to build an effective diversity recruitment program.  

Best Practice #9. Make sure your company is ready for increase diversity and has created solid onboarding and retention programs. Stay connected to this work as a diversity recruiter.  

Best Practice #10. Gain leadership buy-in. If your leaders aren’t helping to communicate the initiative and business case, then increasing diversity will be an uphill battle for you.

 Join us in the comments: What do you think are other diversity recruitment best practices?

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✅We will use the weekly #IncreaseDiversity newsletter platform to do five things: 

  1. Challenge organizations to dig more deeply when it comes to diversity recruiting and retention programs

  2. Clarify misconceptions or demystify complex topics related to diversity recruiting

  3. Share best practices in diversity recruiting and retention

  4. Answer frequently asked questions related to diversity recruiting and retention

  5. Build a safe learning community for hiring professionals

✅ Need support implementing an effective diversity recruiting program at your organization? Visit www.JenniferTardy.com to learn about consulting and training programs.

 
AJennifer Tardy