Diversified talent pools

- Have you ever experienced a hiring manager or recruiter who said, "We want to hire diverse candidates, but we don't know where to find them?" (laughs) I've heard that more times than I can count, but before you can address a request like that from a recruiter or hiring manager, there are a couple points to consider. First, you need to understand what diverse means to the recruiter or hiring manager. This will tell you who you're looking for before you start the recruiting and interviewing process. perhaps by diverse they mean more women or underrepresented groups or LGBTQ+ candidates. Understanding what diverse means will differ across organizations. But this is the foundation for creating a diverse talent pool. Once you've made this distinction, you should be certain to have diverse groups of internal managers review your job descriptions. By doing this, you can reduce the possibility of having language that may be biased towards gender or ethnicity, which can reduce the likelihood of diverse candidates applying for your jobs. Using qualifier words like native, ninja, guru, competitive, tend to be biased towards men. And using words like supportive or patient tends to be biased towards women. Using words like these may cause diverse candidates whether consciously or subconsciously to avoid applying for your jobs. You will also need to take a look at where you've normally been recruiting qualified candidates from. It's important to recognize if you continue to search for candidates or post job openings on the same job boards, you will most likely get the same types of candidates applying for those job openings. Or in other ways words, if you continue to fish in the same pond, you will catch the same types of fish. So, it's important to research new places to recruit diverse candidates or post your job openings to target diverse groups of candidates your recruiters and hiring managers have expressed interest in hiring. This means looking at job boards, colleges and universities, professionals organizations specifically targeting diverse members, referrals from current employees or through your own diverse network. Basically take a creative approach, be intentional and develop a defined strategic plan for your diversity recruiting initiatives. Let's say you're looking to hire more female engineers. You should look for professional organizations or female-oriented networking job boards in the technology industry. They have a membership group targeted for this female members or you can research colleges and universities with STEM programs. They have a female alumni group. Professional organizations whose members are ethnically diverse, LGBTQ-focused, or other underrepresented groups you may be targeting are also great resources to help diversify your talent pool. With this type of recruitment, take more time to focus. Yeah, perhaps. But if you really want to ensure you increase the diversity of your talent pool and ultimately your workplace, then you must make the effort in the job descriptions and the recruiting process. Developing a diverse talent pool takes time, intention and effort. Simply stating you cannot find diverse candidates is no excuse these days. There are several resources and options available if you take the time and do the research for your specific industry. And I promise you, diverse, qualified candidates are there waiting for the right opportunity.