8 Strategies to build a Diverse Talent Pool

# 1 Talk loudly about Diversity & Inclusion

Leverage social media, company websites, career sites and job posts to highlight the wholesome work culture and business impact due to the diversity and inclusion practices

#2 Inclusive JDs & Job Posts

Have bias-free, gender neutral language in the hiring communication such as JDs, job posts and hiring mails (Use Textio & Gender-decoder tools) that appeal to the diverse talent community

#3 Build a strong Recruitment Funnel of Diverse Talent

Rank sources based on diversity of candidates sourced and include diverse academic & minority institutions & Employee Referrals with a specific focus on minority and underrepresented groups

#4 Adopt an Outbound Talent Reach approach

Partner with & sponsor institutions supporting underrepresented groups such as women in technology, people of color & ethnic minorities in leadership to provide job opportunities

#5 Create fair & inclusive hiring culture

Bias-free, inclusive job posts, masking information in resumes, structured & fair interviews, including diverse talent in interview panels prevents bias creeping in during the hiring

#6 Set and track DE&I goals

Set clear and measurable Diversity and Inclusion goals with KPIs for leaders and departments to give DE&I program the right focus

#7 Train employees on unconscious bias

Training & sensitizing employees on diversity and unconscious bias, especially Talent Acquisition and Business Leaders, enables hiring and retention of diverse talent

#8 Curate a great onboarding experience

An inclusive onboarding experience for the new talent, including information on their culture, background, preferences, helps create a connection & sense of belonging from the start

To learn more about the benefits of Diverse Talent Pools and their importance in building more productive, innovative and engaged teams,  read “Diverse Talent Pools