Struggling with Hard-to-Fill Roles? Use These 3 Winning Diversity and Inclusion Recruitment Strategies
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Every once in a while, you hear recruiters complaining about positions that are hard to fill. Have you ever been in this situation? Hard-to-fill positions often require specialized skills, experience, or qualifications that are scarce in the job market.
These roles not only test the resourcefulness of recruiters but also significantly extend the hiring process, impacting both time and financial resources. Let’s explore how to effectively tackle this challenge within your organization.
The Challenge
“I’m running out of sourcing ideas to increase diversity in my candidate pool, especially for hard-to-fill positions.”
This is a challenge many struggle to address. The frustration is often encapsulated in this sentiment, “I’ve tried everything to increase representation for this req, but I’m tapped. No one is out there.”
Are we truly staring into an empty talent void, or could it be that our toolbox for scouting talent is a bit too light? Is there a way to reframe this challenge as an opportunity? Let’s explore.
Rethinking Sourcing Strategies
Recruiters often believe posting job descriptions on niche job boards is the golden ticket to improving diversity. This approach, much like a mirage, leads them to a disappointing dead end, causing them to feel like they’ve exhausted all options and nothing works.
Instead of reflecting on how the strategy may be inadequate, blame is often placed on the so-called “unqualified” or “non-existent” job seekers from marginalized communities. As a result, the deficit model continues to thrive, perpetuating the outcome of limited candidate pool diversity.
How do we deal with this? Here are 3 actionable strategies to help you revamp your approach:
Strategy #1: Enter With a Diversity Recruiting Strategy
The first strategy is, well, to have a solid strategy rather than rely on performative sourcing. That is, always enter with a strategy when it comes to sourcing, especially while working to develop a diverse talent pool.
This is the difference between asking, “I need to fill a software developer role, so where do software developers congregate online (or in person)?” and shifting the approach to, “I recognize that we are underrepresented among the LGBTQ+ community. If I am working to increase the representation of this group within our candidate pool, where do software developers who identify as LGBTQ+ congregate online (or in person)?”
To achieve this state, begin by analyzing the demographics of your current employees. Identify areas where certain groups are underrepresented. Use this data to guide your sourcing strategy, directing your efforts toward platforms, forums, and communities where these groups are likely to be more active.
Strategy #2: Explore Beyond Conventional Platforms
As recruiters, it is easy to fall into this trap of sourcing candidates from places most familiar to us, like, for example, LinkedIn. The challenge with many national job boards we’ve been conditioned to leverage for sourcing is that many times their population is overrepresented (demographically) in areas where you are already overrepresented in your workplace.
To gain traction on increasing diversity among your candidate pool, begin sourcing in spaces that are overrepresented in areas where you are underrepresented.
Strategy #3: Acknowledge the Importance of Safety
Remember this word: safety.
Going back to the earlier example of software developers—yes, developers who identify as LGBTQ+ may have a profile on LinkedIn. However, this may not be the same space where they engage the most or best. People engage the most and best in places where they feel the safest—safest to bring their whole selves to that community and not be judged—and spaces where they can feel a sense of belonging.
By sourcing and engaging on national platforms and finding these niche spaces, you’ll have an easier time sourcing candidates for your open roles.
Responding to the Challenge
Engage with your recruitment team and hiring managers to delve into the current strategies and hiring practices for reaching out to historically underrepresented communities. Share the importance of thinking through the lens of the demographics you’re aiming to attract to your candidate pool. Highlight the critical role of safety in this process.
Encourage them to formulate an overall strategy based on this perspective and ensure they understand the benefits of truly engaging with potential candidates, rather than just posting open positions and hoping people apply.
By adopting and integrating these strategies, your team can more effectively tackle the challenges of diversifying your candidate pool while avoiding spending time and resources on mere performance. This approach not only fills those hard-to-fill positions but also diversifies the entire organization with various perspectives and lived experiences.
JOIN THE DISCUSSION: How do you navigate the complexities of filling those tough-to-fill roles? Have you tried any unconventional sourcing strategies? Share your experiences and insights in the comments below.
