While there has always been a strong desire for companies to build a diverse workforce, the focus on diversity recruiting has intensified over the past 2 years and the competitive job market has only made diversity recruiting efforts more challenging. That’s why we truly appreciated the statistics and comprehensive ideas found in @Jacalyn Beales blog post last month.
Her article brings forward some great ways to create and/or evaluate your DEI tech stack, and encourages readers to utilize media outlets and job boards that have demonstrated reach among a vast range of talent. But while outreach Is important, it also puts your recruitment advertising in and around all your competition for diverse talent.
Image source: lever.co
That’s why, what we really appreciated were her suggestions around building relevant, unbiased content, not just within the job postings themselves, but at every phase of the candidate consideration process, starting with your employer value proposition and career site.
The best way to begin is through starting with your internal population. Conversations, employee listening sessions, focus groups or Zoom calls can tease out stories about the benefits of being part of diverse teams. From these calls, find the champions who can spearhead networking efforts, be part of your recruiting process and make sure that your recruitment marketing content is reflective of everyone’s unique point of view. Build this into your orientation and onboarding materials and encourage new hires to reach out through their network to spread the word.
And finally, as the article points out, there is often a great disparity between the company’s perspective and the employee experience. In addition to our suggestions on employee listening sessions listed above, you might also look for an unbiased 3d party like Brandemix to conduct additional research and make sure that there is no gap between the perspectives shared by those two groups.
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ABOUT THE AUTHOR
Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.
