Part II: Behaviors that Sabotage Diversity Initiatives: The Role the Recruiter Plays
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In our previous newsletter, we discussed the common hiring manager behaviors that can sabotage diversity initiatives in the workplace. But what about the role of recruiters in all of this? How have they been responding to these behaviors?
In this second part, I’ll unpack how recruiters have been responding, their impacts on diversity initiatives, and the solutions to this problem. Let’s explore this together!
How Have Recruiters Been Responding
As recruiters play an essential role in the hiring process, they should form a solid partnership with hiring managers to ensure bias is removed so that top candidates are selected each time for a job.
However, when faced with working with hiring managers who continue to reject candidates from historically underrepresented groups, recruiters have often resorted to three common responses:
Response #1: Recruiters may overcompensate by sending more resumes/applications to increase the odds of being able to increase diversity.
Response #2: Recruiters may ignore negative feedback from candidates about a hiring manager's behavior and avoid bringing it up to the hiring manager for discussion.
Response #3: Recruits may dodge working with the hiring manager or quit the company if their efforts to increase diversity are continuously obstructed.
Why Recruiters Respond This Way
Recruiters have been stuck in the “easy-to-do-business-with” trap for too long, causing them to treat hiring managers as customers instead of partners.
When recruiters approach their role with a customer-is-always-right mentality, they disempower themselves and make no real change in the hiring process. This disempowered approach becomes a recipe for stagnancy. Companies continue to ignore and perpetuate biases, creating a slippery slope for candidates from marginalized groups.
In fact, doing nothing and changing nothing not only impacts diversity recruiting, but it also stifles progress in the organization. The result? Subpar hiring, limited diversity initiatives, and a bias-laden obstacle course for candidates. It’s time for recruiters to break free from this limiting mindset and take charge.
Recruiters Need Support
While there are many solutions to this problem, recruiters cannot solve it alone. They need the support and collaboration of other departments, such as HR and management, to ensure progress. Of various solutions available to help tackle the unforeseen behaviors from hiring managers, these three solutions particularly stand out:
Solution #1: Elevate Recruiters as Hiring Advisors and Partners
Transform recruiters into trusted advisors to hiring managers instead of just order takers. By changing their title to “Advisor” and aligning their job description with these expectations, both recruiters and hiring managers will see them in a new light.
Solution #2: Empower Recruiters to Speak Up
Encourage recruiters to raise their voices when they witness or hear concerning practices, and provide them with the platform to address these issues directly with hiring managers.
Solution #3: Reward Courage
Prioritize recruiters to engage in courageous conversations with hiring managers and measure their performance based on these interactions. Eliminate the fear of consequences, and create a safe space for recruiters to speak their truth.
The Art of Calling In a Hiring Manager
At Team JTC, we believe in the power of “calling in” instead of “calling out.” When it comes to diversity recruiting, we understand that calling people out - at times- can be disruptive and distracting.
Instead, we look at the challenge through the lens of a hiring manager and work as partners and advisors to course-correct and align with their mission to increase diversity. And that is where the “ABCD Calling-In Method” comes into play.
The ABCD Call-In Method is a five-step process used to position recruiters as an advisor while simultaneously addressing the hiring managers’ ineffective behaviors that may hinder the ability to increase diversity in the hiring process. Here’s what
By using the ABCD Calling In Method, you can have courageous conversations and work with hiring managers to make positive changes in the hiring process. This approach builds trust and partnership, leading to more effective and diverse hiring practices.
Want to dig in further and learn exactly what the ABCD stands for? Interested in learning more common responses from recruiters or solutions to empower recruiters? Want to see an example of the ABCD Calling In Method? Our eBook, The Art of Calling In Hiring Managers, is here to help. Packed with expert advice and actionable strategies, this comprehensive guide will teach you how to communicate effectively with hiring managers and build strong partnerships that drive real change. Get your copy today, and join us in the quest for a more diverse and inclusive future!
