Make a list of how your company sources potential candidates. Are you posting on job boards? Social media? Attending job fairs? Colleges? Relying on referrals from current employees? If increasing diversity (of age, race, gender, disability, or other marker of diversity) is your goal, then do an audit of each sourcing method and the demographics of the candidates that come from it. For example, women aren’t as active on specialty job boards or developer communities like Github. So if you’re looking for female tech talent, those job boards probably aren’t the place to look. Another example, you may be using a job board that isn’t accessible for people with disabilities. If you’re hoping to increase representation of disabled workers, make sure they’re able to apply to your jobs.
Most demographics are easy enough to find if you look- job boards will often share their candidate breakdown with companies. If you advertise on social media you can usually (depending on your country) see the age, gender, and common interests of those who engaged with your post. If you’re attending college job fairs, make sure you keep track of the demographics of those who are offered internships or jobs.
After doing an audit of your candidate demographics, consider places for growth. Are you only attracting young workers? Mostly hiring men? When it comes to sourcing methods, there usually isn’t one correct answer. The best way to increase your candidate pipeline is to leverage different sources. It is important, though, to be cognizant of the potential pitfalls of certain sourcing methods.
We have found outreach and engagement much more successful than a passive job board search. The best way to find candidates is to look for them where they are. Job boards, LinkedIn, and other sources tend to be transient places. Candidates come when they’re job searching and then disengage when they’re not. Get creative when sourcing, especially if diversity is a goal. Small, closed affinity groups like Women in STEM groups or other communities are a great place for passive candidates. Remember, just being responsive and open goes a long way. When you’re sourcing candidates, make sure you respond to everyone to the best of your ability.
Looking for more information on equitable hiring? Team Meytier is deeply passionate about this subject. Do you have a question about equitable hiring you’d like us to write about? Reach out here.