4 Diversity Hiring Strategies to Make Your Business The Only Company People Want to Work for

Hiring diverse candidates is a business priority getting hotter by the day.

The seeds of Diversity, Equity, and Inclusion (DE&I) were planted in social consciousness – recognizing inequities and a desire to do the right thing. Today, companies realize diversity delivers results and is integral to their success.

Diverse businesses are more profitable. Diversity of thought and experiences drives innovation. Robust diversity programs help bolster company brands and ultimately arm organizations with a substantial competitive advantage. They are critical drivers for employee attraction, retention, and engagement.

To illustrate these points, look at the data:

At TRANSEARCH, along with having a female CEO, women make up most of our workforce, and about half of our team represent diverse groups. Diversity forms the very fabric of our company culture. We believe in it because it’s who we are.

I see first-hand that diverse teams are more dynamic, make better decisions and deliver a superior client experience. I am certified in diversity sourcing. I’m passionate about DEI, and I see that same passion in our clients, who are proactively looking to build robust talent pipelines by partnering with us to deliver comprehensive, diverse searches.

Therefore, I am pleased to provide four proven strategies to proactively attract and hire diverse candidates and showcase their unique beliefs, orientations, and perspectives.

1. Intentionally search for candidates from underrepresented groups

“Seek, and ye shall find,” is an adage that encapsulates diversity sourcing. To find more women, people of color, people with disabilities, veterans, and other underrepresented groups, you need to really look for and proactively reach out to them. Your sourcing must be laser-focused and skillfully targeted.

We apply research techniques that leverage specific keywords, diversity filters, and much more to help build an inclusive slate of candidates for our clients. For example, adding details to the Boolean criteria like “women in construction” or listing the names of the 100+ historically black colleges and universities (HBCUs) will increase the chances of finding more diverse candidates whose competencies and expertise align with the roles you’re seeking fill.

2. Be an active participant in professional groups with diverse members and mandates

I recently attended a leadership forum hosted by Women Renewable Industries and Sustainable Energy (WRISE). Several companies were actively engaged and looking for talent at the conference.

For companies looking to broaden talent pipelines, sponsoring and hosting these events and giving your team the opportunity to participate will help foster a progressive recruitment mantra. It also showcases to candidates that your organization genuinely supports inclusive initiatives, which is a key attraction and retention factor.

As a candidate, by getting involved with minority professional associations like this one or the litany of others that apply to your industry, you’re not only creating excellent networking opportunities; you’re boosting your chances of getting hired. I also strongly recommend highlighting diverse association memberships on your LinkedIn profile.

3. Train team members on unconscious bias

We often carry biased views of groups of people based on their race, age, gender, physical abilities, and other categories without being consciously aware of it. In essence, that’s what unconscious bias is. These biases can affect our hiring decisions and interactions with colleagues, clients, and candidates. You will be happy to learn biases can be overcome. That’s why companies must invest in unconscious bias training.

The training aims to make people self-aware of their biases, understand how they originated, provide opportunities for open dialogue, and give team members practical tools to eliminate these views and make your recruiting processes intentionally bias-free.

4. Set goals, measure results and share them

Just as you set revenue and profitability targets, you should set diversity goals, too, since you can’t manage what you don’t measure. It is essential to have a result in mind to help you develop systems that support DE&I efforts.

Here are some examples of objectives:

  • Set a standard. Source 50% of your candidates from underrepresented groups
  • Sponsor events hosted by minority professional associations events each quarter
  • Get 70% of the company to attend unconscious bias training this year
  • Create a DEI committee within your organization.

After you measure results, note your progress and set further targets. Be sure to communicate the findings company-wide. It is important employees see the breadth of your diversity endeavors. Sharing the real numbers demonstrates transparency and illustrates the company truly values inclusion and belonging.

Hiring diverse teams is essential for organizations and their people to be successful. By pursuing the strategies outlined here, you will build a vibrant and dynamic workforce and nurture a company culture that embraces employees, which will make your company “The One” when evaluating competing offers.

Establish Effective Communication Style Among Team Members

Communicating effectively within a team isn’t just about sharing information—it’s about fostering understanding, building trust, and enhancing collaboration to ensure your team functions at its highest potential. Establishing a communication style that propels your team toward success is imperative for any team leader looking to strengthen business dynamics and increase productivity within their team.

Is Burnout Cyclical? How Do We Manage It?

Burnout is an intense state of emotional, mental, and physical fatigue resulting from prolonged and excessive stress. It strikes when you are swamped, excessively drained, and unable to cope with continual demands. As this perpetual stress lingers, your initial interest and motivation—the very things that prompted you to accept your role—start to falter.

What’s the Role of a Private Equity CEO?

Private equity (PE) describes investment partnerships that buy and manage companies before selling them. The CEO of a private equity company is the primary business development executive and must balance short-term results and cash flow while creating long-term enterprise success. But what’s the actual role of a Private Equity CEO? Let’s break it down.

Create Meaningful Recruitment Materials That Capture The Attention of Potential Candidates

Before penning that job description or recruitment email, it’s essential to understand who your audience is.
What motivates them? What career aspirations do they harbor? An effective recruitment message talks about the role and resonates with the candidate’s career trajectory and personal values.

How Can I Engage My Team If I Suspect Their Burnout?

Workplace burnout is a serious problem that can affect anyone, regardless of their job. It’s a form of physical, mental, or emotional stress that can often go unnoticed until it’s too late. Some common signs of workplace burnout include…

Best Practices for a Life Sciences Executive Search: Hire Your Company’s Next Leader

The life sciences industries are dynamic and heavily reliant on strong leadership. Efficient C-level headhunting and selection evaluate candidates who align with the organization’s ethos and possess the skills to navigate sector complexities. How can you ensure your life sciences executive search finds a visionary leader who can successfully tackle these challenges?

Determining the Cultural Fit of Potential Candidates with the Company’s Values

In an age where a company’s ethos is as critical as its earnings, recognizing the importance of cultural fit in the hiring process is paramount. But what do we mean by “organization culture” or “company values”? Simply put, they guide corporate decisions and internal interactions.
As you scout for talent, gauging the cultural fit is as crucial as…

5 Key Benefits of Promoting Leaders from Within Your Organization

Recruiting, hiring, and training new employees are some of the biggest pain points of operating a business. When you need to fill an open position within your organization, promoting talent from within can offer significant advantages compared to external recruitment efforts. Internal promotions can benefit companies in several ways, including boosting morale, cutting costs, and…

How to Help High Achievers Overcome Burnout

As a business leader, you might relate to the struggle of maintaining high-performance levels while avoiding the pitfalls of stress and overwork. Recognizing burnout in your team and, more crucially, supporting high achievers to prevent it can be pivotal in sustaining long-term business success.

Strategies for Building Relationships with Team Members from Different Backgrounds

As a leader in today’s diverse workplace, fostering inclusion and understanding between team members from different backgrounds is critical for building a high-performing culture. However, with people coming together from various life experiences, beliefs, and communication styles, developing meaningful connections across those diverse perspectives can…