4 Best Practices For Diversity Sourcing

1. Embrace Diversity in Your Culture and Brand

  • Feature diversity-driven content on the Careers Page. Include a diversity mission statement, diversity images, and diversity awards.
  • Use social media to spread the word about your diversity efforts. Share pictures from events or diversity workshops.
  • Update print materials to embody a diversified company. This could include workforce demographic statistics, related images, and information about employee resource groups.
  • Diversity training and team-building exercises
  • Unconscious bias training to help identify and reduce potential biases
  • Reinforcement from upper management

2. Use Keywords to Source for Diverse Candidates

3. Collaborate with Colleges

4. Consider Your Hiring Practices

  • It can allow more diversity in your organization. Recruiters aren’t screening for people who look like them, since factors like ethnicity, age, locations, and economic background are removed from applications.
  • It promotes a more objective view of candidates. Blind hiring creates a process free from implicit bias since candidates are chosen for interviews based on their skills and experience.
  • It expands your talent pool. When recruiters use blind hiring techniques, they often find a wider and more diverse pool of talent from which to draw upon.
  • It can create roadblocks for diversity hiring. Without any personal information to base your recruiting decisions on, recruiters cannot focus on hiring for diversity.
  • Hiring for cultural fit can be difficult. While knowing a candidate’s experience and skills is undoubtedly important, it doesn’t provide the whole picture of what their personality and work ethic are like. Recruiters might face trouble with hiring a skilled employee that doesn’t mesh well with their existing workplace culture.
  • Recruiters miss out on referrals with blind hiring. Many organizations announce open positions within their company and encourage and rely on current employees to refer candidates for a role. However, when organizations utilize a blind hiring process, the referral process is eliminated since it creates a level of bias in hiring.
  • It doesn’t solve the problem completely. By just removing key information from the candidate’s profile, the issue your hiring team may have with biases is still there. To truly create a more diverse and equitable team, companies must invest in DE+I training and processes.



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