3 Tips to Quickly Create a Well Represented Candidate Pool

This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to….well, increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity 

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Over the last few years, DEI strategy has become a top priority for many organizations, but many companies still struggle with taking their initiative from strategy to tactical action. The area where we see the most struggle is in increasing diversity in the candidate pool. In other words, workplaces struggle to gain a diverse, well-represented candidate pool. 

If this topic resonates with you and you are seeking additional resources to support your sourcing and recruiting efforts, watch this YouTube video in which I discuss the best practices that you should consider when creating a Diversity Recruitment Plan. You can also find the video directly on our Increase Diversity by Jenn Tardy YouTube channel. Be sure to subscribe when you visit! 

Don’t have time to watch the entire video? Here are the key takeaways: 

Tip #1: Create a Boomerang Program

Think of the Boomerang Program as a boomerang - it goes out and it comes back to you. Start by thinking about previous employees, ideally those from historically underrepresented populations, who were stellar in their jobs, but voluntarily left your organization. You would love to hire back these individuals but because they’ve left, you might be thinking that they would not want to come back to the same company. Maybe they are thinking that they would not be welcome back because they left voluntarily.  But guess what? Sometimes, all it takes is asking them. Anyone can start a new job and realize that it’s not for them or that the grass is not greener on the other side. They might end up wishing they could go back to their previous employer but the only thing stopping them is the right opportunity–and official outreach from you. So, reach out to such individuals and invite them for one of your open positions. It can also be a promotional position because odds are, they likely have gained a higher level of work experience.

Tip #2: Create a Referral Program (that focuses on representation)

Be very transparent in your organization about underrepresentation. Share with your employees why increasing diversity matters and then share with them where data has shown that there is underrepresentation. Encourage employees to share referrals if they know someone that they think could be a great fit for the organization. You can also make this rewarding by challenging your employees and if the referral gets hired, the referee gets a referral bonus. This incentivization will motivate your employees to connect to their networks and recommend competitive candidates! These individuals can be invited to apply to open opportunities where they can be invited into the interviewing process. 

By the way, if you are interested in increasing diversity in your personal or professional network, be sure to check out this previous article called, How Can I Help My Organization Increase Representation Among Black Women?

Tip #3: Create an “Introduce Me” Program

As a recruiter, you hire people into the organization all the time. Think about setting up a meet and greet after a new hire has been working at the company for 15 or 30 days. Find out how they are doing and how they are enjoying the work. Reiterate the importance of workplace diversity. This will be your opportunity to talk about some of the open positions that you have within your organization and ask these newly hired employees if they know anyone that they think would be a good person to talk to. This approach allows your new employees to feel welcomed and trusted, and they will also feel like their opinions and recommendations are valued at the organization. 

Increasing diversity in the workplace does not only mean cold calling on candidates who do not know you (i.e., sourcing) or even posting a position and praying that people will apply. You can take simple action using the tools you already have available to you. These are three quick tips that can easily help you to get started. Good luck to you! 

Join me in the comments: Have you tried any of these best practices? What were the results? As a recruiter, do you have any other recommendations on how to create a well-represented applicant pool?