4 Common Misconceptions About Diversity Recruitment [VIDEO INCLUDED]
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One of the reasons recruiters love our diversity recruiting training bootcamp is because they are able to clear up many of the misconceptions that have been spread overtime about recruitment and in particular, diversity recruitment.
In the recruitment industry, there are common misunderstandings about diversity recruitment policies and practices. Myths are sometimes difficult to shoot down, especially if they have been around for years, preserved, and passed down from respective parties. With the information I share with you in this week’s video, you will be a myth buster pro, speaking nothing but facts when approached with such inaccuracies on diversity recruiting.
Check out our video from our Diversity Recruiter Central YouTube Channel. Pssst....it's a classic from 2018 - when I began this YouTube Channel. 😉
Are you short on time and need a cliff’s notes version of the video?
Misconception #1: A great recruiter is measured by the number of underrepresented hires they make. This, of course, is false. A diversity recruiter’s main responsibility is to create a diverse candidate pool. Then it’s the hiring team’s responsibility to make the decision of who is hired from that representative pool.
Misconception #2: The lack of diversity in the workplace is because recruitment is not hiring enough individuals from historically underrepresented backgrounds. When someone brings this to you, don’t ever walk away feeling like this is your fault. Instead, suggest also reviewing retention data. What is the demographic make-up of individuals who are exiting the company?
Misconception #3: Diversity recruiting will automatically fix challenges with inclusion. No matter what area of recruiting you participate in, inclusion should always be the main focus. Always make sure to create a welcoming environment where people can be themselves. When people are able to be themselves, they open up more and want to work harder to help the company that is taking care of their needs and protecting them. The more inclusive a company is, the more comfortable everyone from all walks of life will be.
Misconception #4: Diversity recruitment means that you must hire the person of color or the underrepresented individual every time. Yes, underrepresented individuals should be included in the candidate pool, however, if they do not fit the required skills needed to successfully carry out the job, then it’s okay if they are not chosen. Never choose someone based on their color, beliefs, faith, interests, etc. The hiring managers are in charge of making the best decision on who to hire, no matter if they are of color or underrepresented.
When learning how to respond to these sometimes ridiculous misconceptions, don’t be afraid to go with what you know to be the truth. If you continue to follow the old pattern, you will fall right in line with the mistakes of the individuals you are trying to steer in the right direction.
In order for you to be a high performing recruiter and to increase diversity in the workplace, you must understand these misconceptions so that you can disrupt bias and build a more inclusive and equitable hiring system. Finally, the clearer you get, the better your organization will be now and in the future.
Join us in the comments section: What other diversity recruitment myths exist?
✅We will use the weekly #IncreaseDiversity newsletter platform to do five things:
Challenge organizations to dig more deeply when it comes to diversity recruiting and retention programs
Clarify misconceptions or demystify complex topics related to diversity recruiting
Share best practices in diversity recruiting and retention
Answer frequently asked questions related to diversity recruiting and retention
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.