5 Ways to Diversify Your Talent Pools
Steve Lowisz
Whether you’re looking to build a highly innovative team or better serve a broad customer base, there are countless benefits to DEI initiatives. The problem is that recruiting for DEI is notoriously difficult.
To better your chances with your next hiring project, here are five tips to diversify your talent pool.
Anonymize Candidates
Did you know that women’s applications were twice as likely to be accepted when resumes are fully anonymized?
Removing names and pictures from any applications is an easy but effective way to address bias.
In fact, LinkedIn even has a feature that allows you to hide names and photos while searching for candidates on the platform.
While it may seem like overkill, if you’re committed to DEI, this can help you reduce bias in your hiring process.
Removing names and pictures from any applications is an easy but effective way to address bias.
In fact, LinkedIn even has a feature that allows you to hide names and photos while searching for candidates on the platform.
While it may seem like overkill, if you’re committed to DEI, this can help you reduce bias in your hiring process.
Write Inclusive Job Descriptions
At first glance, you might not think of job descriptions as having any impact on DEI. But the reality is that the way you write a job description has a subtle yet important impact on who will apply.
For example, women are less likely to apply to a job unless they meet 100% of the job requirements. In comparison, men will apply even if they only meet 60% of the qualifications!
That means if you have a long list of qualifications in your job description, you’re likely to end up with a male-dominated talent pool.
Other qualifications like unnecessary degree requirements, certifications of experience levels can also limit the diversity of your talent pool.
Bottom line? Make sure you’re only listing the essentials when it comes to qualifications. Rethink what’s absolutely necessary.
For example, women are less likely to apply to a job unless they meet 100% of the job requirements. In comparison, men will apply even if they only meet 60% of the qualifications!
That means if you have a long list of qualifications in your job description, you’re likely to end up with a male-dominated talent pool.
Other qualifications like unnecessary degree requirements, certifications of experience levels can also limit the diversity of your talent pool.
Bottom line? Make sure you’re only listing the essentials when it comes to qualifications. Rethink what’s absolutely necessary.
Think Outside the Box When Sourcing
One of the best opportunities for diversifying your talent pool is simply looking for candidates in new places.
Search for educational and professional development organizations dedicated to different demographics in your industry. You could also consider starting an internship program or partnering with a local university.
In today’s day and age, there are also a lot of networking events and conferences for underrepresented groups in various industries. These events can be a great place to make connections and start building a broader talent pool.
Search for educational and professional development organizations dedicated to different demographics in your industry. You could also consider starting an internship program or partnering with a local university.
In today’s day and age, there are also a lot of networking events and conferences for underrepresented groups in various industries. These events can be a great place to make connections and start building a broader talent pool.
Look Internally, Not Just Externally
One of the biggest mistakes recruiters make for all searches (DEI and otherwise) is overlooking their existing talent!
You may have a great candidate for your open role at your organization without even knowing it.
Oftentimes, the key to hiring internally is looking for candidates who are excelling in their current role – and ready to advance to a new role with a little support.
That’s why professional development and upskilling can make a huge difference for DEI efforts. As an added bonus, internal mobility also helps you retain more talent, saving you greatly on recruiting costs in the long run.
You may have a great candidate for your open role at your organization without even knowing it.
Oftentimes, the key to hiring internally is looking for candidates who are excelling in their current role – and ready to advance to a new role with a little support.
That’s why professional development and upskilling can make a huge difference for DEI efforts. As an added bonus, internal mobility also helps you retain more talent, saving you greatly on recruiting costs in the long run.
Don't Be Afraid to Go Back to the Drawing Board
At the end of the day, successful DEI recruiting is about doing things differently.
If you want to achieve different results, you need to adopt a different approach! That’s why you have to be willing to rethink your entire hiring process from top to bottom.
Consider ditching resumes for “video resumes” or rethink your benefits package. Think big and bold and remember that the most dangerous words in the English language are “we’ve always done it this way.”
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