Diversity management is fairly straightforward
once people are employees. Diversity reports show how successful (or
unsuccessful) companies are. Most are only moderately successful at best, not
because they do not want diversity, but simply because they use tools that
prevent them to recruit for diversity. The current talent acquisition process is
a transactional playing field designed to process resumes and not to hire
people. And diversity hiring is all about people!
Building up a consistent diversity initiative requires the ability to create live talent pools that enables you to:
- Decouple candidate attraction and engagement from specific jobs.
- Design diversity circles that provide candidates with the ability to declare themselves as members of a given group (or multiple groups).
- Dialogue with your talent community.
Decouple candidate attraction and engagement from specific jobs
This is what proactive recruiting is about. Do
not wait to have job openings to look for candidates! We all know how
ineffective reactive recruiting can be... It's a catastrophe as far as
diversity is concerned. Build your talent pool through your branding efforts
and invite candidates to join your talent network. You will deal with human
beings and not simply with resumes. This is the starting point to get any
insight on the populations you attract versus the groups you would like to
attract. Once you have attracted candidates, you can search your talent pool to
identify the best matches for your needs.
Design circles of interest enabling self-declaration
You cannot ask personal questions, but you can
offer people the ability to tell you who they are! Using TalentCircles you can segment your community into branded groups of
interest like "Veterans", "Students," "Flex-time,"
"LGBT," "Women in STEM," etc... Then, it's up to the
candidates to subscribe to one or several of these groups. Each time you will
post an event, any information, a blog post or a job in these groups, your
candidates will be automatically notified and thus, continuously be engaged. It
is the opportunity for your company to also showcase what it is like for your
diverse employees to work in your organization, associate them effectively to
your diversity efforts — and give a new breadth and depth to your initiative.
Employees are your best spokespeople. Diverse employees who are happy with your
diversity management efforts will be your most amazing evangelists.
Dialogue with your talent community
So you decouple candidate attraction from any
specific job, you offer candidates to declare themselves and now you are in the
perfect situation to interact with people: via live video conversations with
one or several members of your talent community, invite them to webinars,
invite them to write blog posts for you, invite them to in-person events,
etc... Building up diversity is all about getting to know people, conversing
with them... and proactive recruiting is all about the artistry of looking at
people for both aptitude and attitude.
So, just stop saying you care about
hiring diversily while show unconvincing results year after year, just do it.
It's truly only a matter of selecting a technology that makes it possible and
easy!
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