Expansion does not only involve taking a business across different geographical locations but also the employment of a diverse workforce. The diversity could be sociocultural background, gender, religion, sexual orientation, etc. The diversity in the recruited workforce often breeds biases, although the reservation might be unintended. But whether or not it is intentional, biases in the workforce would adversely affect a company’s progress.
These biases will not only work against the purpose of expansion to ensure a company’s progress but hinder employment opportunities and exposure to expertise around the world. That is why it is necessary to apply a diversity recruiting strategy to regulate the biases. Companies with successful diversity recruiting strategies will record a great level of innovation and newer experience with diverse ideas.
What Is Diversity Recruiting?
Diversity recruiting in short means the intentional employment of people of different socio-cultural backgrounds and orientations. The recruiters are fully aware of the differences in the talents they seek, but they are willing to embrace the differences in the hope of taking the company to the next level.
Having discussed diversity recruiting, to be clear, diversity recruiting strategy is the form with which diversity recruiting can be addressed. It determines how a company can achieve its diversity recruitment plan.
Importance of Diversity Recruiting
- Exposes a company to a different talent range
- Eliminates unfounded sociocultural biases
- Provides wider talent option
- Inclusiveness
While recruiting strategy generally encourages diverse innovation and productivity. It is also important to ask yourself some questions before proceeding with diverse recruiting. The following are the questions to ask;
- What skills do you seek?
- Do you have the resources to manage diversity?
- How do you measure progress?
If you can find answers to these questions, you can go ahead with the recruitment plan.
How To Integrate Diversity Recruiting Strategy Into Your Business
1. Create An Enabling Platform
If you seek to employ the services of diverse talents, then it is important to create company policies that appeal to the talents. A company can not lay claims of diversity inclusiveness while, in contrast, the company’s policies say otherwise. Ensure to consider flexible scheduling policies, especially when employees will have to work from different time zones. Also, there should be the inclusion of public, religious, and cultural holidays bearing in mind the discrepancies that diversity could bring. All these will give employees a sense of belonging.
2. Include Demographics In Recruitment Ads
Do not be afraid to show the specific demographic of prospective candidates you seek in your recruitment adverts. This will ensure that unsuitable candidates do not apply. Also, it will show prospective candidates that your company is determined, which will, in turn, boost your company’s reputation.
3. Utilize Referrals
Referrals can either be from present employees or in the form of an opinion from an organization that has had the experience of diversity recruiting. These two forms can serve as a good lightning rod for getting a specific demographic of diverse talents. The opinion of these people can also guarantee that unsuitable candidates won’t be referred.
4. Professional Agencies
When you need to integrate a diversity recruitment strategy into your business, you realize that the concept is not an easy feat. A professional organization can be an excellent choice to handle the situation. They know where to find the skills that you desire. More so, they are aware of the diversity as well as ways of handling it. One of such professional agencies is the global PEO (professional employment organization). It has been recorded that the derived advantages of using global PEO are enormous. Global PEO helps companies manage global payroll services by complying with local payroll regulations.
Also, they assist in cutting costs by hiring local employees without necessarily setting up a local physical entity. Another provision they render is insurance, as well as other retirement plans for employees.
Conclusion
Diversity recruiting strategy is basically for companies that seek recruitment from various world locations. Diversity recruitment is, however, not devoid of challenges. That is why it is necessary to apply strategic planning before implementing diverse recruitment.
The recruitment challenges that involve biases and discrimination can be better avoided when recruitment is outsourced to a global PEO. Global PEO performs HR duties without nepotism or favoritism.
