This is part 2 of the series “Amateurs talk strategy. Professionals talk logistics.” Logistics are instrumental in actualizing diversity talent acquisition. Simply formulating strategies to attract a diverse workforce won’t suffice. Organizations require a robust operational structure that encapsulates advanced applicant tracking systems, hiring teams educated in unconscious bias, strong connections with diverse hiring agencies, an efficient and fair interview process, and an employer brand that reflects inclusivity. Below are detailed recommendations and examples:
Applicant Tracking Systems
What: An Applicant Tracking System (ATS) is a software application designed to streamline the recruitment process. An advanced ATS can help identify a diverse pool of talent while minimizing bias.
How: Invest in an ATS that incorporates features such as blind screening, which anonymizes applicant data to prevent unconscious bias during the initial screening process.
Example: Companies like Atlassian and Starbucks use ATS platforms with blind hiring features to promote an unbiased review of candidates, focusing on skills and experience rather than personal identifiers.
Unconscious Bias Training
What: Unconscious bias training aims to make individuals aware of their unconscious biases, so they don’t influence the hiring process.
How: Conduct regular unconscious bias training sessions for hiring teams. Ensure that these sessions are interactive and that they provide practical strategies to minimize bias.
Example: Google has implemented comprehensive unconscious bias training programs for its employees. This training has been extended to cover not just recruitment, but also performance evaluations, promotions, and team collaboration.
Relationships with Diverse Hiring Agencies
What: Collaborations with hiring agencies specializing in diverse talent acquisition can help companies tap into diverse talent pools.
How: Establish partnerships with specialized recruitment agencies, community organizations, and educational institutions serving underrepresented communities.
Example: Intel collaborates with diverse hiring agencies and attends diversity-focused job fairs to access talent from underrepresented groups.
Unbiased Interview Process
What: An unbiased interview process ensures that every candidate is evaluated fairly based on their skills and experience rather than their personal attributes.
How: Use structured interviews, where each candidate is asked the same set of questions, to minimize bias. Also, ensure interview panels are diverse to bring different perspectives to the hiring process.
Example: Pinterest uses structured interviews to minimize bias. The interview process is the same for all candidates, ensuring everyone is assessed on the same criteria.
Employer Branding that Promotes Inclusivity
What: Employer branding involves creating a company’s image as an employer. An inclusive employer brand attracts a diverse pool of talent.
How: Communicate the company’s commitment to diversity and inclusion on all platforms where potential candidates interact with the brand, including the company website, job ads, and social media channels.
Example: Accenture highlights their commitment to diversity and inclusion prominently on their website and across their social media platforms. Their branding messaging emphasizes a culture of equality where everyone feels a sense of belonging.
Implementing logistics in diversity talent acquisition is not a peripheral task, but a core requirement that transforms diversity strategies from being aspirational to actionable. By understanding and applying these tactics, organizations can create a comprehensive and successful diversity talent acquisition strategy.
