Recruiting a diverse group of candidates is essential to having a well-rounded organization where ideas, experiences and backgrounds help organizations and teams reach their productivity and sales goals. Diversity, in my mind isn’t just about race. It’s about the diversity of life. Here are four ways to amplify your diversity recruiting efforts.
Diversity job boards and forums Niche job boards are in and global job boards are out. Take a look at the type of skills you want to hire for whether it be a technology engineer or someone who can brand you perfectly. When the recruiter steps away from the global job boards they’re able to attract candidates who are specific to the skills they’re looking for and hire more effectively.
Hackathons Hackathons provide a space where high energy and the best possible output are made. High technology companies like Google and Facebook have used hackathons on a regular basis to find the best and the brightest candidates. Small businesses are using hackathons as cost-effective tools to tackle problems, recruit talent and unleash innovation. This is one of the best routes to take if you want to solve high-leveled problems in the most effective way.
Targeted Keywords & Content Use the tools available to you from Google and other search partners to find keywords that are targeted towards a certain demographic you’re trying to reach. In doing so you’ll be able to not only spend money wiser, but also target your efforts to hire certain subsets of people whom you want to work for your company. Whether you’re hiring these individuals to fit within affirmative action policies or you’re hiring those you know who have a history of higher scores in areas where you want to focus.
Talent Networks Talent Networks are great ways to develop a funnel of specific candidates. When recruiting certain events, whether it is at an all women’s college, or an event geared towards lower income minorities, talent networks will allow you to funnel and sort these candidates to a better degree. Diversity within your organization does not have to be related to the pigment of one’s skin or even their gender, but could be their income level or geographical region.
Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs.
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