It’s 2020 and the “look” of the workforce has come a long way since 1929. People of color…and that includes women of color… are here, they are qualified, and they aren’t going anywhere. When a company has an inclusive hiring process it can help the team grow efficiently, build stronger teams, and create a happier work environment. Positioning your organization as one that accepts talent from all backgrounds is not only great for business but also company morale. Judging somebody’s merit, based on their skin tone, name, or background is very outdated and wrong. You’re missing out on some of the smartest and most clever minds in the world. Let their skills do the talking. Here are some recruitment best practices that can help your team.
- Widen The Search
Meet people where they are. Explore new job sites and organizations that cater to minorities like historically black colleges and universities, minority industry professional groups, or minority job board sites like https://noirefy.com/. Reaching out to new groups can expand your company’s opportunity to find top tier candidates. It also gives these candidates the opportunity to learn about a new role.
2. Involve Diverse People In The Hiring Process
Try adding new people from the team or company to the hiring process. When different individuals are part of the recruitment and hiring efforts you can get fresh perspectives and opinions from people with unique experiences and expectations. People from beyond the hiring team can help remove possible biases and create a more collaborative environment. The new team members should be part of the entire process from looking at the resume to making the final decision. The hiring team should reflect the company. If you are aiming to be more diverse, you can’t have the same 10 white guys hiring everyone. Switch it up. A diverse hiring team can help create a diverse company.
3. Explore Blind Resumes and Assessments
Consider looking at the resumes “blind”. This means removing all information that reveals the identity of the candidate, like their name, gender, or socioeconomic background. Removing these items can help remove unconscious bias. When this information is not included, the hiring manager can focus on the individual’s skills and achievements. After the blind resume is submitted a candidate can also take a blind assessment. An assessment could be a questionnaire to determine their technical skills or their cultural fit.
Diversity is the goal here. If you want a diverse pool of candidates you have to switch up where you are looking. There are brilliant minds all around you. It’s time to change it up and look where you haven’t looked before. Change up your hiring team to reflect the diversity you are striving for in your company. Stop judging people by their name, their skin tone, or their hair, let their skills do the talking. Looking for potential candidates? https://noirefy.com/ has you covered.
