Using diverse hiring practices is more important than ever. In a 2022 report from south of the border, approximately 95% of hiring managers in local government said that increasing diversity and inclusivity in their workplaces was important. Here in Canada, a federal task force noted that in successful organizations, “diversity and inclusion are not optional…they enable organizations to leverage the range of perspectives needed to address today’s complex challenges.”
Representation is valuable, and citizens want to see that their leaders resemble the communities they serve. Diversity also helps ensure that many perspectives are being considered on important issues that directly affect residents. Here are five diverse hiring practices that can help you get started.
Showcase your commitment
Communicate your agency’s pledge to prioritize workplace diversity and inclusion by updating your organization’s vision and mission statements. Be sure to incorporate employee opinions and viewpoints. Once the statements have been revised, put them on your printed materials, website and social media. Consider including them in online job descriptions.
Expand your recruitment channels
Organizations often rely heavily on personal networking or referrals to hire new employees. Most individuals’ social circles generally reflect their own likenesses, which can lead to a subconscious bias during the recruitment process. One way prevent this is to intentionally seek out non-traditional recruitment channels so your message can reach potential candidates where they already are instead of waiting for them to find you on a job-search site. According to a report cited by Canadian HR Reporter, 84% of Canadians regularly use Instagram®, 79% use YouTube® and 71% use Facebook®. So why not spread your diversity and inclusion messaging on those channels too, instead of sticking exclusively to job-focused sites like LinkedIn®. Your agency might also choose to partner with local diversity-oriented organizations for job fairs that cater to more diverse audiences.
Show your appreciation with a travel mug, a monthly planner or a mini tote of cookies.
Train your interviewers
Try your best to build a diverse interviewing team. Having multiple viewpoints during the process can help eliminate bias and can result in more thoughtful consideration of diverse candidates. Consider racial, ethnic and gender diversity for your interviewers and be sure to include representatives from different age groups and cultural backgrounds. Once your hiring team is assembled, consider having them participate in DEI training to stress the importance of diverse hiring practices and how best to achieve them.
Offer a skills-based option
Subconscious bias can also play a role in who is brought in for interviews. To prevent this, consider implementing a skills-based task or test in your organization’s interview process. Options might include asking candidates to create a presentation, draft a proposal or take a test on essential skills they would need for the position. This gives the hiring team a chance to assess the candidate’s skillset and performance before actually meeting them in person.
Listen and address candidates’ questions
Be sure to give applicants an opportunity to ask questions or voice concerns about your agency’s commitment to diversity. Candidates may be curious about specific steps your organization is taking, so come prepared with relevant information to address their concerns. Additionally, be willing to provide data or examples of how your agency is working to accommodate the needs of diverse members of your constituency. This information will be meaningful for the applicant and will give your agency the opportunity to demonstrate its promise.
Thank the interviewee for their time and transparency with recruitment gifts like an inspirational desk calendar, an office supply pouch or a stylus pen.
Boost your agency’s DEI with diverse hiring practices
Diverse hiring practices like refreshing your organization’s vision and mission statements, broadening your recruitment pipeline and transforming your interview committee can help ensure that your agency’s new hires more accurately reflect the demographics of your community. By implementing these strategies, your organization can better serve its citizens.