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4 Ways to Be more Diverse in Your Staff Recruitment

Written by Kimberley Startup | April 25, 2014 | 0 Comments
Happy-Business-GroupYou might think that it’s a good idea to focus your staff recruitment on people with similar backgrounds, skills and knowledge. After all, you want your team to have chemistry and mutual understanding, don’t you?
However, making your workforce more diverse has benefits far beyond meeting equal opportunities legislation. It means that you get a wider range of skills, experiences and perspectives to drive your company forward. More diverse staff recruitment is associated with better performance, faster organisational growth and an improved brand image.
Plus, with more companies taking a closer look at their diversity strategies, doing the same with your staff recruitment will keep your company current. Here’s how to do it.

1. Recruit using social media

Did you know that 80 per cent of Hispanics use social media, as well as 75 per cent of African Americans and 70 per cent of whites? Minorities are well-represented on sites like Facebook, Twitter, LinkedIn and Google+, and you may find that focusing on these platforms naturally makes your staff recruitment more diverse.

2. Broaden your reach

Consider how your strategy can be broadened to attract more diverse candidates. CapitalOne, for example, offers diversity scholarships to African American, Asian, Hispanic, LGBT and female students. But even if you can’t afford that, you could boost diversity through the use of niche job boards and on-campus careers fairs.

3. Offer generous compensation

This isn’t just about throwing money around. It’s about recognising that students from all kinds of backgrounds graduate with many thousands of pounds of debt, and may not be able to afford low-paid or unpaid work. So why not lighten their load a little with moving expenses, a stipend or health benefits?

4. Hire flexible employees

Many harder to reach groups in your staff recruitment may need that little more freedom to adjust their work schedule when needed. Not only did 55 per cent of students say they would be more likely to apply for a job if they were able to work offsite one day a week, but organisations benefited from flexible hires, too. 90 per cent said that their work/life balance initiatives had improved worker satisfaction, while 74 per cent stated that their retention of employees had improved.
It isn’t as difficult as you might think to introduce a more diverse staff recruitment strategy, and it can bring big benefits for your business.

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