Recruiting Process for Qualified, Diverse Candidate Pools

Recruiting Process for Qualified, Diverse
Candidate Pools

The recruiting process is a bunch of individual elements that come together to create an outcome.
And every one of those individual elements can make or break the pipeline all on their own. Of
course, the hiring process can and does influence diversity, equity, and inclusion (DEI).

Datapeople has been collecting and analyzing real-world job
postings and hiring outcomes since 2015. We know that the
recruiting process can impact DEI efforts in a variety of ways.

It can determine how well you attract diverse applicant
pools, keep applicants from dropping out of the pipeline,

and even improve employee retention.

The cascading effect of small choices is clearest in
the relationship between an applicant pool’s size

and its diversity. Simply put, the larger the
applicant pool at the top of the pipeline, the more

diverse the final candidate pool at the bottom.

Which means, for one thing, well-meant
diversity hacks like the Rooney Rule

that try to self-correct the system in later
stages can’t beat a large applicant pool.

Hiring teams that can cast a wider net can attract larger and more diverse applicants pools.
You can do this simply by advertising open jobs with inclusive job postings on common job

boards like Indeed or Monster. (The job posts have to be inclusive.)

It helps if you draft all new job posts from
standardized templates or previously successful
job posts. Uniformity means that every job post

will include important content like diversity
information, benefits, and perks in official

company copy.

It can also help to collaborate among multiple
writers, which can weed out possible deterrents
such as unnecessary soft skills or requirements

that don’t match the job title.

Meanwhile, teams that smooth out the hiring process can better keep the applicants in their pipeline.
A smooth hiring process involves communicating regularly with applicants, setting hiring process
expectations (e.g., six weeks), and providing an easy and relatively quick application process.

For interviews, remember that not all types of
interviews are good for all types of applicants. In-
person interviews are great for extroverts but not great
for introverts. Meanwhile, not all applicants have the
same amount of free time for assessment projects

(e.g., parents).

Finally, get the job posting right, and you can actually
improve your overall employee retention. Many new hires
don’t work out because the requirements on a job posting
don’t match the actual job. The closer you can get the job
posting to the job, the more likely a hire will thrive in the

role.

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https://datapeople.io/