5 Essential Steps to Ensure Diversity in Your Talent Pipeline
According to hiring professionals, candidate demographics are comparatively important in Staffing & Recruiting success, then the number of job seekers converting to applicants. How long does it take to fill a position? Or, how long does it take to deliver a job offer, and what is the ratio of applicants to hires. Top staffing professionals ensure they have diversity in their team, and that their team is able to perceive diversity in gender, age, ethnicity, experience, in every candidate. Failing to identify these skillsets could result in highly skilled talent applying with other companies where diversity is visible. Hiring professionals at Apidel share best practices on how to avoid losing the best candidates due to a lack of diversity knowledge being present in your workforce.
Identifying Lack of Diversity
How do you know if diversity is missing within the workforce? Begin by examining your employee and candidate demographics. Include personality types, age, gender, race, and personal & professional experiences. Make a list of the data you uncover. These are your company’s strength areas. Use this learning to create a list of demographics you want to see in your talent pipeline. Concentrate on these areas when deciding which candidates to interview.
Attract the Right Talent
Drawing the right talent for your business is vital. Many organizations rely on a push strategy for staffing & recruitment by listing roles on job boards or actively contacting talent on LinkedIn and other platforms. However, interesting the best candidates through a pull strategy reduces the time your team needs to spend actively in finding the best talent to fill your pipeline. Brand development is the Key here. Your brand describes your company’s values, culture, and experience. It should speak to the type of talent you’re looking for and encourage those candidates to self-select you as a target employer for their next career step. You can also apply for employer awards to help build your brand.
Track Targeted Hiring Metrics
Analyze how best candidates learned about your company and why they decided to apply. It’s possible candidates discovered your company through an employee referral, client referral, job board, or an online search. Other possibilities may include an open position, your company mission, or how an employee or client talked about your company made candidates want to work for you. This analysis shows how diverse candidates find potential employers and what draws them to a role. Use this data to target your candidate search through sources that are proven successful. Concentrate on aspects of your business that are most attractive to bring another top talent to your team.
Modify Your Sourcing Methods
Recreate/ improve your sourcing methods to create a more diverse talent pool. Rewrite your job specifications to ensure clarity. Most candidates apply for a job only if they fit every skillset given in the requirement. Skills and competencies can reflect through life experiences, not just be limited to work experience. For candidates who want to work for your company but may not be interested in a current opening, provide an opportunity to remain in contact. Request them to tell you what they are interested in so you can have a recruiter reach out, learn more about them, and add them to your talent network.
Monitor Talent & Outcomes and Adjust Accordingly
Here’s where your talent pipeline metrics come into place, to evaluate the effectiveness of your talent pipeline model and identify future areas of development.
For more details, connect with us.