During a sansdemic, there simply aren’t enough candidates to go around. As a result, companies need to expand their recruitment efforts into new territories, allowing them to connect with top talent they may otherwise overlook.
Often, diversity initiatives aim to support those broader recruitment strategies. However, even if you have a diversity, equity, inclusion, and belonging (DEIB) program in place, there’s a chance your organization is viewing diversity in a limited capacity. As a result, while you may be casting a wider net, it might not be as ideal as it seems.
Instead, it’s wise to rethink how your company defines diversity, allowing it to tap into new populations that could be brimming with top talent.
Here’s a look at a broader definition of diversity, as well as steps you can take to recruit beyond traditional demographics.
Broadening the Definition of Diversity
When most company leaders envision diversity, the focus is typically on race, ethnicity, national origin, sexual orientation, gender, and gender identity. While those are certainly components of diversity, the concept can include far more groups than outlined in that list.
For example, a diverse workforce can include individuals with disabilities or neurodivergent professionals. Candidates with previous incarceration or rehabilitation also qualify, as many are eager to work and are loyal to companies that help them achieve stability.
Don’t Overlook Veterans
Additionally, veterans are an often-overlooked segment that can add diversity. Plus, these professionals are typically highly skilled, incredibly diligent, and very loyal. Often, their willingness to learn and leadership capabilities are heightened, too, which is highly beneficial to employers.
Consider Those Making a Career Change
Similarly, professionals considering a career change are a valuable resource. Typically, they have well-developed transferable skills, as well as experience in professional environments, that can increase their odds of success, even after a transition into a new field.
Ultimately, diversity can mean far more than what many people view as the traditional definition.
By applying the concept broadly, it’s easier to identify unique population segments that can bring a lot to the table as professionals. Then, it’s possible to find opportunities to speak to them directly and entice them to apply, potentially making hiring simpler, even during a sansdemic.
Recruiting Beyond Traditional Demographics
In many cases, the techniques to recruit diverse candidates based on the more limited definition of diversity apply to those that fit the broader one, as well. The goal is to meet these candidates where they are, finding ways to connect with them through programs and platforms they turn to regularly currently.
One prime starting part is career-oriented organizations or professional groups that assist these individuals. By forging connections to them, it’s far easier to access talent within that population segment. Plus, you get the benefit of supporting that mission and an often disadvantaged community.
Working with a recruitment agency is another excellent choice. Recruiters know how to connect with and engage a diverse talent pool, allowing client companies to benefit from those relationships to meet their hiring needs and achieve their DEIB goals.
Ready to Get Started? Contact Our Team Today
If you’re ready to recruit beyond traditional demographics, PrideStaff Bend wants to hear from you. Contact us to learn more about our services today.
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