Most leaders believe diversity is important and should be a priority. And most companies have plans to drive progress. So getting leadership buy-in for new diversity recruiting strategies should be easy, right? Well,
Should you consider changing job requirements to attract people with non-traditional backgrounds (for example, accepting candidates without a college degree)?
Should you consider adopting new approaches to eliminate unconscious bias in screening, such as using blind resumes or adopting technology to conduct initial screening?
Is your talent pipeline diverse enough?
Interview
Is your team diverse? Are they trained to number saudi arabia adequately interview a wide range of candidates?
Are interview questions standardized to eliminate bias?
Can interview scheduling technology help free up recruiting staff to focus on more strategic priorities, such as relationship building?
Assess
Standardize and automate candidate assessments, with an eye toward eliminating unconscious biases.
Use the preferred communication channels for each demographic.
Offer & Rental
Does your offer include employee benefits that appeal to diverse candidates? (Do you know which demographic says maternity/paternity benefits are almost as important as pay equity? Which group ranks pay equity as the most important by far? And which demographic identifies workplace accommodations for differently-abled people as the most important?
What special programs or opportunities will be available to help your new employee acclimate and succeed (e.g., mentoring and employee resource groups)?