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Searchlight's Playbook for DEI-Driven Recruiting

Recruiting is the place to start improving diversity in your DEI 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, and Inclusion (DEI) 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.

Countless research shows that diverse teams perform better. HBR reports that what’s good for diversity is good for organizational performance. The Bersin by Deloitte 2015 High Impact Talent Management study found that companies that are inclusive have 2.3 times higher cash flow per employee over a three-year period, are 1.8 times more likely to be change-ready and are 1.7 times more likely to be innovation leaders in their market. Allegis Group, a global talent solutions firm, shares that a diverse workforce and inclusive culture is one of the most in-demand asks from candidates. And we all know how competitive it is to attract talent right now.

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:

  1. People think that hiring for diversity takes longer
  2. 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.

  1. Be Data-Driven and Set Targets
  2. Define success criteria based on competencies and capabilities
  3. Evaluate your candidates fairly and consistently
  4. Active source from diverse communities, don’t rely on inbound
  5. Treat Quality of Hire as the North Star to continually improve your recruiting process


Is your team ready to transform your recruiting process? Schedule a call today with our product specialists

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Searchlight's Playbook for DEI-Driven Recruiting

Making a difference in diversity requires embracing biases in recruiting. These 5 steps will help.

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Written by

Anna Wang

CTO, Co-Founder

Published

August 17, 2021 12:46 PM

Categories

Best Practices

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Recruiting is the place to start improving diversity in your DEI 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, and Inclusion (DEI) 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.

Countless research shows that diverse teams perform better. HBR reports that what’s good for diversity is good for organizational performance. The Bersin by Deloitte 2015 High Impact Talent Management study found that companies that are inclusive have 2.3 times higher cash flow per employee over a three-year period, are 1.8 times more likely to be change-ready and are 1.7 times more likely to be innovation leaders in their market. Allegis Group, a global talent solutions firm, shares that a diverse workforce and inclusive culture is one of the most in-demand asks from candidates. And we all know how competitive it is to attract talent right now.

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:

  1. People think that hiring for diversity takes longer
  2. 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.

  1. Be Data-Driven and Set Targets
  2. Define success criteria based on competencies and capabilities
  3. Evaluate your candidates fairly and consistently
  4. Active source from diverse communities, don’t rely on inbound
  5. Treat Quality of Hire as the North Star to continually improve your recruiting process


Is your team ready to transform your recruiting process? Schedule a call today with our product specialists

A snapshot of Searchlight's customer outcomes
Further Reading

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DEI Recruiting Strategy: Fair and Consistent Evaluation

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