Making a difference in diversity requires embracing biases in recruiting. These 5 steps will help.
August 9, 2021
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Recruiting is the place to start improving diversity in your DEIB strategy
"I don't have time for diversity recruiting." Last week, a talent leader lamented that there were so many hires to make, any changes would slow them down and cause them to miss targets.
And yet, if they hit their targets without taking steps towards a diverse workforce, it will be that much harder to fix at a greater scale.
Our team at Searchlight.ai, a recruiting software platform, spends a large amount of time learning from People and Talent leaders. It's clear that Diversity, Equity, Inclusion, and Belonging (DEIB) is a top priority for any company that hopes to be competitive.
Creating a Diversity, Equity, and Inclusion Strategy can feel daunting. For recruiting leaders, we recommend focusing on Diversity.
Recruiting is a uniquely good opportunity to shape your culture and hit diversity goals. In the words of Michael Kieran, Head of Talent of Tray.io, “Recruiting is the front lines. We can make the most impact on diversity, it’s our responsibility to put in place tactics to improve what hiring practices look like.”
Behind closed doors, recruiting leaders cite 2 main barriers to getting their teams on board with hiring for diversity:
- People think that hiring for diversity takes longer
- People think that hiring for diversity creates a forced quota and lowers the quality bar
Here at Searchlight, we believe neither of these objections hold water. We believe hiring for diversity will get you the best person for the job and it won't always take longer.
We're sharing the 5 steps of a recruiting process that operationalizes diversity goals without compromising time or quality.