The Challenges of Hiring for Diversity in the Tech Industry
Diversity is a major topic in the workplace these days, with a great deal of importance placed on it. In LinkedIn’s Global Recruiting Trends 2018 report, almost half of respondents felt that diversity helped them to better represent their customers. But it represents a real hiring challenge. So, what can you do to improve and beat the competition to those high quality and diverse hires?
What is diversity?
If you walk through the streets you will see a whole range of different types of people. Diversity is what makes us unique and combining all the distinctive qualities we offer together in the workplace, can help a business thrive.
Different genders, ages, cultures and backgrounds bring fresh ideas, greater creativity and in many cases, higher productivity. In the tech industry, creativity is key and with a diverse group of people in your workforce, you can use it to greatly improve your products. It can also help businesses grow by using a variety of languages and skillsets to reach a global market. Diversity is important, but what if you don’t have the time or resources to make it happen? If you are in a hurry to recruit, diversity is often the last thing on your mind. These are some ways to encourage and improve diversity in the workplace.
Make it part of your culture
The culture of your business is formed very early on, so if you only recruit white males, white females, white British people etc. from the offset, you will have the culture set and it will be extremely challenging to change it. For example, a man may be find it incredibly uncomfortable if he walks into an office with only women, and vice versa. If you focus on diversity from the very start of the hiring process, you are more likely to continue to employ a diverse group of people. Have you ever walked into a room with a group of very different people? I bet you felt much more comfortable than walking into a room full of carbon copies!
Use a range of sources
If you stick to the same sources for every recruitment campaign, you will most likely get the same results. There are many different methods you can use to recruit, including job boards, headhunting and recruitment agencies. It is a good idea to mix these up, so you are engaging a wide range of people from all different backgrounds.
Talent pipeline automation technology ensures all best-fit candidates are identified and engaged which results in better quality hires and a higher performing organisation. Most medium and large employers have diversity & inclusion objectives whether that relates to gender, race or other diverse segments. Want to serve a special experience to certain groups? Well, talent pipeline automation allows you to do that.
The good thing about using social media platforms such as Facebook is that you can tailor ads to a reach a specific demographic. If you want to increase diversity by recruiting an older workforce, for example, or you would like to hire more females into the workplace, you can use targeted recruitment ads to do this.
Automated nurture campaigns provide a continuous flow of high-quality content to talent within the pipeline. These campaigns should be highly personalised and recipients highly segmented so only content that is guaranteed to be of interest to the candidate is sent.
Create a talent pipeline
Here at Candidate.ID, we like to define a talent pipeline as: “A pool of candidates that have been properly assessed as potentially suitable for roles that you need to hire for current or future roles, who are constantly engaged and show a desire to work for your organisation.”
To ensure you create and maintain a diverse workforce, you should focus on building a talent pipeline for your business. A pipeline of quality interview-ready candidates requires time, skills and capability and above all the right approach to be effective. Candidate.ID’s talent pipeline automation software enables employers to automate pipeline tasks, workflows and candidate engagement so they can increase recruiter productivity, accelerate time-to-hire, reduce cost-per-hire and improve the overall talent profile of their organisation.
It is important to remember that diversity is not just about gender, age or race, it is also about experience, qualifications, views and beliefs. All the different aspects which make everyone unique and if you can explore these with your talent pipeline, you will build a strong and diverse group for the future.