Before you start looking for individuals, you need have a clear understanding of what diversity means to your candidates and why it is important. What gaps and possibilities do you see in your current workforce? What are the advantages and disadvantages of having a more varied team? How do you assess your success and impact? A well-defined diversity statement and plan can help you convey your beliefs and expectations to internal and external stakeholders, as well as match your recruiting efforts with your business goals.
Expand your sourcing channels
One of the most successful strategies to attract people with various life experiences is to broaden your sourcing channels. This entails going beyond typical employment boards and referrals to reach out to communities and networks that represent various groups and interests. For example, you may collaborate with local or national organisations that support women, people of colour, LGBTQ+ individuals, veterans, people with disabilities, or other underrepresented groups in your business. You can also utilise social media, podcasts, blogs, and events to promote your brand and culture, as well as connect with possible candidates who share your values and vision.
Review your job descriptions
Another critical step towards attracting people with various life experiences is to review your job descriptions and ensure they are inclusive and engaging. This includes avoiding jargon, acronyms, and technical terminology that may reject or frighten certain applicants. It also entails emphasising the abilities and competencies required for the post while avoiding needless or unrealistic requirements that may repel qualified candidates. You can also use positive and inspiring language, emphasise your dedication to diversity and inclusion, and ask candidates to share their unique stories and viewpoints.
Optimise your screening procedure
Once you’ve assembled a pool of candidates with various life experiences, you’ll need to optimise your screening process to ensure a fair and consistent assessment. This includes applying objective and appropriate criteria to assess candidates’ suitability for the post and organisation, as well as eliminating prejudices or stereotypes that may impact your decisions. Structured interviews, blind resumes, and skills tests are all examples of tools and procedures that can help reduce subjectivity and promote transparency. You can also incorporate various team members and stakeholders in the hiring process, soliciting their comments and suggestions.
Create a friendly experience
Finally, to attract individuals with various life experiences, you must provide a friendly and respectful environment throughout the hiring process. This includes being responsive and communicative, providing clear and constructive comments, and answering any questions or concerns that the candidates may have. It also entails promoting your company’s culture and principles, as well as highlighting the perks and possibilities available to your staff. You may also ask prospects for feedback and suggestions on how to enhance your recruiting process, and then use their insights to make positive changes.
Read More: How Can You Create A Global Employer Brand That Attracts Top Talent?