Table of Contents
Diversity, equity, and inclusion (DEI) is more than just a buzzword – it’s something that your organization needs to prioritize in order to succeed.
Research from McKinsey indicates that companies in the top quartile of gender and ethnic diversity are 25% more likely to outperform industry financial averages.
For multi-location businesses, it can be challenging to implement a consistent DEI strategy across the entire organization. You’ll need to ensure that every location is equally committed in order to make a positive impact overall, and this starts with standardizing your hiring process.
Here are five steps that your organization can take to make your hiring process more equitable and inclusive, and ultimately build a more diverse team.
1. Use diverse sourcing strategies to reach a wider range of candidates
In order to build a more diverse team, you’ll need to start by casting a wide net and looking in unique places. If you’re struggling to find diverse candidates on LinkedIn or traditional job boards, chances are your target candidate isn’t looking there, so you’ll need to take a different approach to reach them.
Network with multicultural organizations in your industry. For example, a tech company looking to hire more team members of color might recruit from universities that have both a diverse student body and a strong computer science program. They also might look for local coding boot camps aimed at BIPOC individuals. It’s important to really get involved in these organizations to build trust and show you’re committed.
Identify what types of diversity your company is looking for. Many people only think about race and gender when considering diversity, but it’s also worth thinking diversity of ability levels, age, sexual orientation and gender identity, socioeconomic status, and religious background—just to name a few. Think about what types of people your company is lacking and how the unique skills and perspectives they could provide, and use that to hone your search.
2. Write inclusive and accessible job descriptions
For most candidates, your job description will be their first impression of your organization. This is why it’s so important to make sure each job description is written in a way that is free from bias.
Make sure the description is accurate to the role and the location you’re hiring for. Women are generally less likely to apply for jobs if they don’t feel they’re fully qualified, and inaccurate job descriptions could put off other groups from applying too. Eliminating unnecessary requirements from your job description will help a broader variety of candidates feel comfortable applying.
Then, review the language you’re using across the description. It should be gender neutral, avoid racially coded language, and be accessible to candidates of a wide variety of backgrounds and experiences. Consider looking outside of your organization for unbiased input on your job description.
3. Build a structured interview process to ensure fairness
Your DEI strategy should also be present throughout the interview itself. Start by building a list of interview questions to use across the organization. Aim to make the interview experience the same for every single candidate to level the playing field.
Using a consistent interview process minimizes the chances that external factors will negatively affect a candidate’s performance. Structured interviews also make it easier to evaluate candidates fairly.
Rather than making direct comparisons between candidates, consider using a rubric to score and evaluate candidates on relevant skills and capabilities. This will help your hiring team make more objective decisions and help to prevent unconscious bias from creeping in.
4. Use diverse interview panels to reduce unconscious bias
A recent study on candidate culture indicates that 89% of job applicants from underrepresented groups believe a diverse hiring panel is fundamental to better hiring experiences and outcomes.
Conducting interviews with a diverse panel will ensure that you’re getting balanced feedback from a variety of perspectives. If your company isn’t already diverse, you may need to get creative with your interview panels to remedy this. Look across your entire organization, including your board and partners, to find talented individuals with balanced perspectives.
5. Make diversity visible in your company
Ultimately, DEI needs to go beyond the hiring process and into your businesses’ day-to-day practice. Start by clearly defining your DEI strategies and commitments in each physical location and on your website.
Don’t be afraid to adjust your policies to cater to the specific team members and customers in each location – for example, offering flexible schedules to accommodate different religious and cultural practices.
Implement a bias-free selection process
Wizehire has the tools you need to streamline your hiring process across multiple locations with diversity, equity, and inclusion in mind. We provide everything from powerful hiring software to industry-specific tools to expert hiring coaches, all at your fingertips. Check out our pricing plans today to get started.