Diversity Recruiting – Definition and Why is it Important?

What is Diversity Recruiting?

Diversity is the act of taking special care of recruiting free from the bias of race, gender, sexual orientation, and religion that is unrelated to performance. An example is to remove the barrier of anything that is not related to the skill set.

Everyone has biases. It is a good thing to address and be aware of it. If you already have a picture of what type of people you want to hire, it is difficult to get rid of it. For example, you want to hire a truck driver, and you already have a picture in your mind that the driver is an experienced male driver in his 40-50, who has over 20 years of driving experience. Would that affect you if a young girl in her 30s shows up at the interview?

For you to remove your bias during the recruiting process, you may need tools to help you to do so. That’s why diversity recruiting is required in today’s workplace. There are many benefits of diversity and inclusion in the workplace.

Sample Diversity Recruiting Job Postings

What Diversity Recruiting is not

Diversity recruiting is not about meeting a quota to be a “diverse employer, and it is not a reason to hire less qualified. There is a misconception that you can’t hire the most qualified candidate if you hire for diversity. Diversity is a factor and a consideration in your hiring decision, and not the sole factor that determines your hiring decisions.

Benefits of Diversity Recruiting

Here are the reasons for diversity recruiting.

• A diverse workforce outperforms an average workforce by an average of 25%.
• Diversity increases employee engagement by 40%
• Reduce cost because turn over is lower
• Reduce onboarding cost because turn over is lower

Why? because diversity improves the communication and awareness between employees and employees are happier if they are engaged.

Diversity also increases innovation, and literally increase the range of knowledge, skills, background, and perception of your employees. The dimensions of Diversity types are very board and you can tell the range of experience each can bring.

Another good reason to increase diversity is to match the employee population to the demographics of your customers.

An example, a clothing store wants to expand its offering to Latino customers, so they engage the Latino employee to understand their culture and perception of style that appeal to their demographics.

If you are not sure how to execute a good diversity recruitment strategy, you can consider to get help from a diversity recruitment specialist or consulting firm.

• (AAPI) Asian Americans & Pacific Islanders Recruiter
• Aboriginal Recruiting
• Asian Recruiter
• BAME Recruiter
• BIPOC Recruiter
• Black Recruiting
• Campus Recruiting
• Disability Recruiting
• Early Career Recruiter
• Hispanic & latinx Recruiter
• Immigrant Recruiting
• Indigenous Recruiting
• LGBTQ Recruiter
• Senior Recruiting
• Veteran Recruiting
• Women / Female Recruiting

Diversity Recruiting best practices

Here are some tips you can leverage in your diversity recruiting journeys.

• Best Practice 1: Educate your hiring managers in Diversity and Inclusivity
• Best Practice 2: Plan diverse role models for everyone in the company
• Best Practice 3: Rewrite all your Job postings to reflect your Diversity values.
• Best Practice 4: Post your job on leading Diversity Job Posting Sites and Boards
• Best Practice 5: Make your job application and recruiting process accessible
• Best Practice 6: A diverse panel hire a diverse workforce
• Best Practice 7: Diversity and inclusion Measurements

Best Diversity Recruiting Resources

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