Diversity recruiting guide: Recruiting for diversity and inclusion

One of the hottest topics in the business world today is workplace diversity. Although some trends come and go, often overshadowed by the next big thing, investing in diversity is here to stay. A Workday survey found that 78% of global business executives say DEI initiatives are a priority for their organization.

Diversity recruiting efforts create equal opportunities for people from minority groups and foster balanced teams. This strategy enhances workplace success, employee satisfaction, and innovation. 

Keep reading to learn why diversity recruiting matters and how to build a more diverse workforce. We’ll share nine ways to implement diversity, equity, and inclusion (DEI) in recruiting and tips for spotting and reducing bias in hiring. 

Diversity recruiting is an organization's method for sourcing, hiring, and retaining employees from diverse backgrounds. It differs from standard recruitment because it seeks to eliminate biases and create equitable opportunities, even for disadvantaged groups.

HR teams employ diversity strategies to attract individuals of different ethnicities, races, ages, genders, and abilities. This approach seeks to create equal workplace opportunities for underrepresented groups and foster inclusive, innovative teams.

Diversity recruiting strategies often involve targeted outreach and inclusive job listings. 

CNBC/SurveyMonkey research shows that most workers (80%) want to work for companies that value DEI. Diversity recruiting is key to successful DEI programs and fosters an inclusive workplace culture.

Diversity recruiting ensures that professionals from all walks of life are treated fairly and celebrated for their individuality. It fosters a workplace where employees feel respected, valued, and important. Employees are more likely to remain at an organization committed to inclusivity and belonging. 

Corporate diversity also impacts innovation and creativity, which can be especially fruitful in industries that rely on fresh ideas and adaptability. Due to the increase in perspectives, diversity leads to enhanced problem-solving.

With diversity recruiting, HR teams can tap into broader talent pools to find the best talent available. Overall, a diverse workforce strengthens an organization and supports its success.  

Diversity in the workforce positively influences client relationships, innovation, employee engagement, and more. There are too many benefits to list, but here are a few reasons to consider diversity recruiting. 

HR teams might find it challenging to determine the most effective strategy for implementing diversity recruitment in their organizations. Fortunately, we will provide nine tips for attracting a diverse workforce. 

HR should evaluate their organization’s current diversity demographics before setting concrete goals. To do this, they should conduct an audit to identify areas needing attention. For example, an organization may find that its leadership team and board lack gender diversity 

Once you’ve reviewed the demographic data, your team can set goals for diversity recruiting and devise a plan. In diversity recruiting, teams must also set diversity metrics to monitor progress. Use demographic data and employee feedback surveys to measure the success of your DEI efforts. 

One simple tip for diversity recruiting is to pay close attention to the language in job postings. Inclusive language uses neutral terms, free from bias, encouraging diverse candidates to apply. 

For instance, avoid gendered terms like “salesman” or “waitress” and instead use “sales representative” and “server.” This will make job listings more appealing to job seekers of all identities. Focusing on skills and experience instead of education also widens your talent pool.  

Companies can create a more equitable hiring process by using inclusive language in recruiting materials. 

Unconscious bias refers to the implicit stereotypes people hold about certain groups. The types of bias include:

Reducing unconscious bias requires intentional effort. Training hiring teams and HR departments on unconscious bias and how to avoid it helps create an equitable hiring process. By identifying and managing their unconscious biases, teams can make better hiring decisions. 

HR teams should use technology during recruitment to promote more objective screening. AI-driven resume screening tools help eliminate unconscious bias, ensuring candidates are evaluated only based on skills and qualifications. 

Applicant tracking software (ATS) can be programmed to search resumes for relevant keywords related to qualifications and experience. This assists teams in mitigating the risk of unconscious bias and evaluations based on names or other personal characteristics.  

Additionally, technology helps teams conduct blind recruitment practices. In blind recruitment, recruiters hide identifying information, allowing them to focus on the candidate’s experience and abilities. Technology like ATS can lead to more data-driven and equitable hiring.

Gen Z is the most diverse generation in the US, with 48% identifying as non-white. It is projected to comprise 27% of the workforce in 2025. Diverse talent is out there—you just have to find it.

HR departments can create a diverse candidate pipeline by collaborating with educational institutions. For instance, they could consider partnering with colleges or universities to offer student internships.

You can also attend or host job fairs aimed at diverse hiring to foster relationships with potential candidates.

Cultivate connections with organizations that have diverse members to help find candidates from diverse backgrounds. Online communities like Women in Tech® Global or the National Society of Black Engineers are other great resources for HR teams. 

Employer branding significantly influences the attraction of qualified and diverse candidates. Emphasize your company's commitment to diversity and an inclusive culture to motivate applicants from different backgrounds.

To highlight your DEI initiatives, you might include employee testimonials on your careers page. You can also promote your DEI activities, such as Employee Resource Groups (ERGs) and training sessions, on social media.

Additionally, ensure your brand accurately reflects a diverse workforce through imagery and marketing materials. Create content that aligns with your organization’s values and diversity, equity, and inclusion goals. 

Employee referrals are an excellent way to build a diverse workforce. Leverage Employee Resource Groups to source diverse candidates from your existing workforce.

Ensure your referral program is accessible and easy to understand. Communicate the program's goals and how it will help improve diversity and inclusion. Additionally, provide employees with job listings and requirements.

Teams should stay up-to-date with diversity recruiting practices by regularly reviewing diversity metrics.

Analyze diversity within applicant pools and interview candidates and new hires to see progress toward DEI goals. These metrics can provide insight into how well your current practices serve your organization. 

HR teams should also utilize surveys to gather employee feedback on the hiring process. These surveys can also help collect candidate feedback.

Organizations should evaluate their hiring practices, sourcing channels, and job descriptions to ensure they align with the latest DEI practices. Stay updated on DEI news by attending workshops and training sessions and joining professional organizations. 

HR teams should also address workplace policies in diversity recruiting. Flexible workplace policies are important to building an inclusive culture.

Ensure employees from various backgrounds feel supported by workplace policies, including flexible work arrangements, religious observance accommodations, and support for people with disabilities. 

Remote or hybrid work options allow employees to balance work and personal commitments. Consider using floating holidays to accommodate diverse cultural celebrations.

Additionally, inclusive parental leave policies support parents regardless of family structure.

This approach considers diverse needs like caregiving, location restraints, and health concerns.

Even the most well-intentioned recruiters can be influenced by unconscious bias. Unconscious biases can negatively impact diversity, often without recruiters even realizing it. That’s the danger of not keeping it in check. 

Hiring teams should complete unconscious bias training that teaches them about common biases and how to evaluate candidates objectively. Spotting bias in the recruiting process isn’t as easy as it sounds. Implicit bias can blind recruiters from seeing unfair judgments.

HR professionals may encounter these common forms of bias when recruiting for an organization.

Affinity bias, or similarity bias, occurs when recruiters favor candidates who share commonalities. Recruiters may be naturally drawn to candidates from similar backgrounds with similar interests.

While this seems harmless, it can exclude qualified candidates from diverse backgrounds. To counteract affinity bias, focus on job-related skills and qualifications during the hiring process. 

The halo effect is when a single trait or achievement strongly influences a recruiter’s opinion of a candidate. For example, if a candidate graduated from an Ivy League school, a recruiter may overlook their lack of other qualifications.

Combat the halo effect by conducting structured skill assessments that evaluate candidates on necessary qualifications. 

Confirmation bias occurs when a recruiter looks for information about a candidate that supports their initial impression. This can be a positive or negative impression. Candidates who don’t align immediately with a recruiter’s first impression could be unfairly cut.

To mitigate confirmation bias, use standardized criteria when evaluating candidates. Also, avoid forming judgments until the interview process concludes.

Another common form of unconscious bias is gender bias. This occurs when recruiters assume certain skills or traits align better with a gender. For example, recruiters may unconsciously associate technology roles with men.

To address this, ensure that job postings use inclusive language and consider hiding identifying details like names or pronouns on resumes. 

These biases commonly stand in the way of success in diverse hiring. Be cognizant of the impact of unconscious bias and train your team to help promote equitable hiring. 

Teams should source talent from various networks and communities to build more diverse teams. Recruiters can do this by expanding beyond traditional recruitment channels. 

This approach helps bring people from underrepresented backgrounds to the talent pool. Sourcing candidates from multiple channels also ensures equal opportunities and promotes creativity and innovation. Candidates from various backgrounds bring unique perspectives and fresh ideas. 

What are the best ways to find diverse talent? Here are a few methods to try when recruiting for your organization’s next role. 

When recruiting, post open positions on various job boards to expand your reach. Organizations such as Diversity.com and the National Black MBA Association® are excellent places to list opportunities. These platforms and others are designed to connect employers with diverse talent pools.  

Recruiters may also consider partnering with local cultural associations or educational institutions. These resources can help establish pipelines of diverse candidates for future roles. Recruiters can build relationships with administration and identify promising diverse talent. 

Use different tools and practices to reduce bias in your applicant screening process. Try techniques like blind resume screening, an applicant tracking system, or other AI-powered tools.

Using these strategies, you can create a more inclusive and diverse workplace. 

Diversity recruiting practices are essential to building an inclusive and innovative workforce. Leadership can drive long-term company success by using the strategies and best practices outlined here. Boost employee satisfaction and foster an inclusive workplace culture with diversity recruitment practices. 

SurveyMonkey helps HR teams evaluate and enhance their recruiting strategies to create a more diverse workplace. Our library of survey templates can help you measure employee engagement and collect feedback on company culture. Sign up for free today.