Key takeaways:
- Establish foundational elements key for inclusive recruitment: Clear goal-setting, broad outreach, and inclusive language in job postings are essential elements for fostering inclusive recruitment practices. Leadership commitment and understanding of the business benefits of diversity are also crucial for successful implementation.
- Aligning DEI and talent teams: Collaboration between DEI and talent acquisition teams is necessary to align strategies and metrics with larger organizational goals. Regular communication, alignment, and accountability are key to success, allowing for strategic planning and flexibility in adapting strategies.
- Creating Diverse Slate Requirements: A collaborative approach is needed among recruiters, hiring managers, DEI teams, and organizational leadership to establish diverse slate requirements. Expand your sourcing channels, set measurable targets, ensure diverse interview panels, and tailor recruitment strategies to resonate with diverse communities.
Fostering diversity, equity, and inclusion (DEI) within talent acquisition processes has become increasingly crucial for organizations looking to recruit top talent from underrepresented groups.
During a Board.org leadership panel on DEI and Talent Acquisition teams partnering for recruitment success, our Board Members gathered to discuss strategies for embedding inclusive recruiting practices across the enterprise.
Here are some key insights they shared on how to ensure your recruitment practices are inclusive of larger talent pools.
1. Establish Foundational Elements Necessary for Inclusive Recruiting
Paul Hamilton, Former Director of Talent Acquisition at LCBO and DEI Board alumnus, emphasized the importance of accountability and leadership commitment in fostering inclusive recruiting practices.
He highlighted what organizations must need in their processes for effective inclusive recruiting:
- Clearly define diversity objectives within your organization and communicate this information across your company.
- Engage with diverse communities and experts to expand the reach of job opportunities beyond traditional methods.
- Use inclusive language in job postings through tools like Textio to eliminate biases and attract a more diverse candidate pool.
Paul stressed that these foundational elements must be supported from the top down, with your C-suite understanding the business benefits of diversity beyond just fostering a positive culture.
“It’s imperative that your leadership team understands the importance of having an inclusive organization and what that means to the bottom line,” Paul said. “Not just in terms of good culture, good people, and community, but there’s a real element to improving your bottom line in terms of total productivity.”
“It’s imperative that your leadership team understands the importance of having an inclusive organization and what that means to the bottom line.”
— Paul Hamilton, Former Director of Talent Acquisition at LCBO and DEI Board alumnus
2. Align DEI and Talent Acquisition Teams to Achieve Larger Organizational Goals
Our members also discussed the importance of alignment between DEI and talent teams with larger organizational goals.
Carolyn Larson, Senior Program Manager of Recruitment Marketing and DEI at C.H. Robinson, emphasized the need for a shared vision and collaboration between DEI and talent acquisition teams in setting strategies and metrics.
“A team is only as strong as its individuals,” Carolyn said. “If we can bring stronger people on to assist, make recommendations, and provide feedback, we’re going to provide a better experience and have a more successful strategy.”
She highlighted how companies must ensure great ideas are successfully implemented and, if necessary, adjusted to align with larger business goals.
“If we can bring stronger people on to assist, make recommendations, and provide feedback, we’re going to provide a better experience and have a more successful strategy.”
— Carolyn Larson, Senior Program Manager of Recruitment Marketing and DEI at C.H. Robinson
Carolyn also emphasized the success her team at C.H. Robinson experienced with regular communication, alignment, and accountability. She added that they strategically plan roadmaps together and remain flexible to adapt as needed.
3. Create Diverse Slate Requirements to Elevate Your Inclusive Recruiting Initiatives
Kim Hawkins, Vice President and Diversity, Equity, and Inclusion Recruiting Program Manager at U.S. Bank, discussed the collaborative approach between recruiters, hiring managers, DEI teams, and organizational leadership in establishing diverse slate requirements.
She highlighted the importance of expanding sourcing channels, setting measurable targets, and ensuring diverse interview panels to mitigate bias.
“Having that strategy conversation before the position even opens up and knowing what your workforce demographics are is key,” Kim said. “You must know where your opportunities are and ensure that you’re collaborating with those internal stakeholders and setting measurable targets.”
“Having that strategy conversation before the position even opens up and knowing what your workforce demographics are is key.”
— Kim Hawkins, Vice President and Diversity, Equity, and Inclusion Recruiting Program Manager at U.S. Bank
Paul expanded on this and emphasized that accountability for diverse slate requirements falls on leadership, DEI teams, hiring managers, and the talent acquisition team.
“In terms of a DEI officer or director, they should be doing spot checks on interview slates or candidate slates to ensure that there’s compliance in terms of the overall goal,” Paul said.
He added how it’s crucial to reach out to non-traditional talent pools and tailor recruitment strategies to resonate with diverse communities.
“For example, if you’re trying to recruit indigenous talent, it’s important that you reach out to an indigenous community,” Paul added. “Sit down with them to understand what will work in terms of attracting that segment of the population. Do it for all the different groups that you’re trying to target as part of your sourcing strategy and make sure that they have visibility the way they want to see in the job postings.”
“If you’re trying to recruit indigenous talent, it’s important that you reach out to an indigenous community. Sit down with them to understand what will work in terms of attracting that segment of the population.”
— Paul Hamilton, Former Director of Talent Acquisition at LCBO and DEI Board alumnus
Carolyn added that hiring managers play a crucial role in showcasing their commitment to diversity early in the recruitment process and highlighted their unique opportunity to showcase their management style early in the hiring process.
She stressed the importance of involving hiring managers in sourcing efforts and their engagement with various organizations to demonstrate their commitment to candidates.
“They play such a unique part of the process that I think sometimes they can forget that they have the ability to play a big part in our sourcing and our ability to create that diverse slate and create that diverse pipeline long term,” Carolyn added.
Learn More Best Practices for Embedding Inclusive Recruiting with Your Peers
Embedding inclusive recruiting practices across your organization requires collaboration between all business leaders and executive engagement.
By aligning DEI and talent acquisition efforts with larger organizational goals and leveraging diverse sourcing strategies, our members noted that you can attract top talent from a variety of backgrounds.
If you’re looking for more actionable insights on how to effectively embed inclusive recruiting practices, you can join the Talent Marketing Board where our Board Members meet weekly to benchmark their strategies.
Learn how membership in our community can help you enhance your DEI-focused recruiting initiatives.
