Diverse recruiting is often the first step in achieving diversity, equity, and inclusion within an organization, yet the barriers to implementing it are neither small nor simple. Obstacles such as buy-in from executives, outdated policies, or limited recruiting efforts cannot be upturned overnight. These barriers are also not solely the responsibility of HR leaders and recruiters as DEI requires complete company dedication. However, this guide will provide actionable strategies to support HR leaders and recruiters as they navigate the common barriers in diverse recruiting.
Common Barriers to Diverse Recruiting
1. Unconscious Bias
Unconscious bias is one of the most pervasive barriers to diverse recruiting. These biases are the stereotypes and prejudices individuals hold without conscious awareness, affecting their decisions and actions. In the hiring process, unconscious bias can influence how recruiters evaluate resumes, conduct interviews, and ultimately select candidates.
Strategies to Overcome Unconscious Bias
- Bias Training
Because our bias is unconscious, training is a key tool to regularly reveal and mitigate our biases. Consider implementing yearly training requirements, either through a self-paced course or in-person class, that will continually improve the recruiting team’s hiring practices.
- Blind Recruitment
Practice blind recruitment, where identifying information (such as names, gender, and education) is removed from resumes to ensure candidates are evaluated based on their skills and experience alone.
- Standardize Recruitment
Develop standardized processes to ensure each candidate receives equal opportunity. For instance, use the same set of first-round interview questions or develop a scoring rubric for skill tests to ensure all candidates are evaluated consistently between recruiters.
2. Limited Talent Pools
Organizations often recruit from the same local schools, regions, or networks, leading to a limited talent pool. This traditional recruitment strategy can exclude a diverse range of candidates.
Strategies to Expand Talent Pools
- Extend the Talent Pipeline
Local networks can only support an organization’s inclusivity so much. Attend job fairs at historically black colleges and universities (HBCUs), connect with diverse Greek life, and partner with professional associations to extend your visibility. For instance, showcase your company at one of TalentAlly’s career fairs where employers gain access to virtual and in-person booths, roundtables with qualified candidates, and more.
- Community Outreach
Establish relationships with community organizations that focus on the professional development of underrepresented groups. It not only connects the hiring team with potential candidates but also provides a more personal understanding of what it is like to search for a job as a minority individual.
- Remove Location Barriers
With the surge in technological advances, more organizations are foregoing in-person offices in favor of hiring globally. Constantly pulling from a limited local talent pool is one of the biggest hurdles recruiters face. Yet, with a bit of time, resources, and policy changes, any organization can enlarge its applicant pool exponentially.
3. Inadequate Job Descriptions
The language used in job descriptions can either attract or deter diverse candidates. Job postings that use gendered language, industry jargon, or an extensive list of unnecessary qualifications can discourage potential applicants.
Strategies to Craft Inclusive Job Descriptions
- Neutral Language
Refer to the potential hire with gender-neutral language to welcome candidates of every gender expression. Additionally, use technical jargon sparsely for any position that does not require industry-specific experience.
- Commitment to Diversity
Emphasizing the company’s commitment to diversity and inclusion in the job description will invite candidates to apply instead of deterring them. Include examples of recent DEI initiatives, company culture landing pages, and other inclusion highlights that will demonstrate the organization’s dedication to equal employment opportunities.
4. Lack of Diverse Interview Panels
A diverse interview panel is crucial for creating an inclusive hiring process. Candidates are more likely to feel welcomed and valued when they see diversity reflected in the interviewers. It also mitigates overt hiring biases where recruiters gravitate toward candidates like themselves or who they think will fit into the existing culture.
5. Insufficient Employer Branding
An organization’s public image plays a significant role in attracting diverse candidates. Those who do not publicly commit to diversity and inclusion may struggle to appeal to a diverse talent pool.
Strategies to Build an Inclusive Employer Brand
- Inclusive Marketing
Ensure that marketing and advertising materials reflect the company’s commitment to diversity. For example, a realtor company should cast a diverse array of actors for their commercials.
- Diversity Initiatives
Publicize the company’s diversity initiatives and achievements to not only attract diverse candidates but also celebrate achievements.
6. Systemic Barriers
One of the largest hurdles talent and hiring teams face is systemic barriers, such as socioeconomic disparities and educational inequities. These have limited access to employment opportunities for years and are something individuals cannot overcome by themselves.
Strategies to Address Systemic Barriers
- Scholarships and Internships
Offer internships, scholarships, and mentorship programs targeted at underrepresented groups. Financial support can change lives and develop top-tier executives to progress organizations further than traditional recruiting ever would.
- Community Collaboration
Collaborate with educational institutions and community organizations to provide resources and job search support. Career centers offer untapped potential to expand your reach to new hires.
7. Resistance to Change
Resistance to change within an organization is another long-standing barrier to diversity recruitment. This resistance can stem from a lack of understanding about the benefits of diversity or a reluctance to alter established hiring processes due to financial constraints.
Strategies to Overcome Resistance
- Education
Stakeholders and executives can make or break a diversity recruiting strategy. Offer educational resources that inform about the importance and benefits of diversity in the workplace, pulling from financial reports, case studies, and speakers whenever possible.
- Involvement
Developing a more involved company culture will greatly reduce the resistance to change. Encourage the formation of employee resource groups and other diversity initiatives that foster solidarity and empathy.
8. Inadequate Metrics and Accountability
Without clear metrics and accountability, it is challenging to track progress and identify areas for improvement in diverse recruiting efforts. Many organizations do not know what is a measurement of success for their DEI initiatives.
Strategies to Establish Metrics and Accountability
- Decide Upon Diversity Metrics
Establish clear metrics and benchmarks for diversity recruiting and regularly review progress. Over time, the HR leaders and recruiters can make more informed decisions to identify gaps and areas for improvement.
Through these efforts, HR leaders and recruiters can begin to diminish barriers to diversity recruiting and create an environment where all employees feel valued and included. Ultimately, this persistent commitment to diversity and inclusion will drive business success, innovation, and a more equitable workplace for all.
Expand Your Diversity Recruiting Strategies with TalentAlly
TalentAlly, a rebrand of the Professional Diversity Network (PDN), connects job seekers nationally to companies that truly value DEI. Contact us today to find out how we can help with your unique recruitment needs.
