Companies looking to prioritize their diversity, equity, and inclusion (DEI) efforts now have a compelling reason to do so: the widespread talent shortage. With an abundance of open positions and a scarcity of interested candidates, organizations are recognizing the value of implementing more inclusive recruiting strategies.

ManpowerGroup recently conducted a survey on the 2023 labor market, revealing daunting statistics for leaders striving to fill vacant roles swiftly. According to their research, the global talent shortage has reached a 17-year peak at 77%, with IT, engineering, and sales positions being particularly challenging to fill.

However, this doesn't mean that suitable applicants don't exist. It underscores the need for inclusivity and thoughtfulness in the hiring process. By expanding their sourcing and hiring methods, company leaders and entrepreneurs can increase their chances of finding the right fit. Otherwise, they risk continuing on an undesirable path that growth-oriented organizations aim to avoid.

To adopt more inclusive measures in the hiring process, consider the following steps:

1.      Define what diversity and inclusion mean for your organization: Diversity encompasses various types of people, including gender, race, generation, neurodiversity, ability, veteran status, and more. Recognize the intersectionality within these types and acknowledge that experiences can differ even within similar roles. For example, the experiences of a Black woman and a White woman may vary, despite sharing the same gender and similar positions.

2.      Write inclusive job descriptions: Use inclusive language that avoids gender-based terms and industry jargon. Opt for job titles that are gender-neutral and focus on the job itself. Eliminate masculine and feminine words from the job postings, as this can discourage certain candidates. Studies have shown that gender-neutral language attracts a more diverse pool of applicants. Keep sentences and paragraphs concise, consider readability for individuals with visual impairments or dyslexia, and emphasize job responsibilities rather than unnecessary requirements.

3.      Have an accessible career website: Ensure your website's language is inclusive and explicitly states your commitment to diversity and inclusion. Instead of using stock photos that trivialize diversity, feature authentic images of your team members (with permission). Use dyslexia-friendly fonts and incorporate various types of content, such as videos and downloadable information sheets. Adhere to accessibility standards, including providing transcripts and closed captions for videos, alternative texts for images, and adhering to color contrast guidelines outlined in Web Content Accessibility Guidelines (WCAG).

4.      Develop an EEOC statement: Demonstrate compliance with the Equal Employment Opportunity Commission (EEOC) guidelines for diversity and inclusive hiring. Include this statement in all job advertisements to convey your commitment to fair and equal opportunities.

5.      Expand job advertising channels: Utilize diverse job boards and platforms to attract candidates from a broader range of backgrounds. Consider print ads, virtual job fairs, social networks, and mobile-friendly job ads to reach a more diverse population. Some job boards that cater to diverse talent include Diversity.com, iHispano, National Association of Asian-American Professionals (NAAAP), Fairygodboss, and Pink Jobs.

6.      Make inclusion part of your employer brand: Communicate your commitment to inclusion to different applicant groups. Be transparent about your organization's current position and share plans for supporting diversity, equity, and inclusion. Highlight employee experiences from diverse backgrounds and showcase their growth within the company.

7.      Provide vertical and horizontal career opportunities: Promote internal growth opportunities and establish an internal recruiting process. Track internal mobility data across different employee groups to identify potential obstacles to career progression. Implement mentorship or sponsorship programs to support diverse talent. Organizations with high internal mobility tend to experience better employee retention.

8.      Use a standardized job interview process: Develop an interview guide and script with job-specific questions. Create interview scorecards that assess candidates based on relevant categories. Avoid asking about salary history, as it is not an indicator of a candidate's abilities.

9.      Establish diverse interview panels: Form interview panels that consist of individuals from diverse backgrounds to reduce bias and gain multiple perspectives. If forming a formal panel is not feasible, conduct group interviews with a diverse range of team members. Intel's requirement for diverse interview panels resulted in a 41% increase in hires with diverse backgrounds.

10.  Leverage recruitment technology: Utilize applicant tracking systems (ATS) with built-in functionality to reduce bias and support objective decision-making. Implement tools that analyze job descriptions for biased language. Ensure transparency in the algorithm used by the technology vendor to mitigate algorithmic bias.

11.  Monitor and measure inclusive hiring efforts: Collect and track human resource data to evaluate the impact of your inclusive hiring practices. Set metrics to measure progress, such as the number of candidates from diverse backgrounds progressing through the hiring funnel. Monitor retention rates per group, assess employee feedback on inclusiveness, and address challenges faced by remote employees.

12.  Continuously improve and invest in inclusivity: Regularly review and improve your hiring process, making incremental changes towards inclusivity. Investing time and effort to embed inclusivity into your organization's culture will yield positive results across departments.

Remember, building an inclusive hiring process is an ongoing journey, and even small changes can make a significant impact. Prioritizing inclusivity is not only ethically important but also beneficial for the success of your organization.