We know that diverse workforces are essential for innovation, creativity, and effective problem-solving and the evidence shows that companies committed to DE&I significantly outperform those that aren’t.
Building such an organisation can begin with early careers.
A continued over-reliance on CVs and referrals often leads to hiring employees who are 'like me'—a phenomenon where individuals tend to favour those similar to themselves. Recruiting primarily from the same red-brick university fairs perpetuates this issue, often resulting in a somewhat homogeneous workforce.
To truly foster diversity and tap into a wider pool of talent, we need to think more broadly and adopt more inclusive recruitment strategies.
Rethinking Recruitment Criteria
We know that CVs can be biased and may not fully reflect a candidate's potential. CVs emphasise experience and educational backgrounds, which frequently excludes talented individuals from less traditional paths. They exacerbate bias and aren’t predictive of performance in role, and almost half of candidates use ChatGPT to write them. Instead, let’s focus on the skills and competencies that candidates bring, irrespective of their background. By letting go of strict CV requirements, we can discover high-potential candidates with non-traditional backgrounds.
Truly understanding what constitutes success in the role and beyond is a basic building block of ensuring you are measuring the most important skills and competencies – is a first class honours degree actually predictive of longer-term success or is innovation and problem-solving more likely to hit spot?
Consider Alternative Talent Pools
We are also being advised to look at alternative candidate pools, for example looking at all potential candidates, not just graduates and thinking about whether we are hiring the right amount of people at the right levels of the organisation. This approach involves considering a diverse array of candidates, including those with varied career histories, educational backgrounds, and life experiences. It integrates various talent sources, such as individuals transitioning into new careers, mature students, and those re-entering the workforce.
By broadening the criteria and sources for early career recruitment, organisations can tap into a more diverse talent pool and create a workforce rich in different perspectives and experiences.
Exploring New Recruitment Channels
Traditional recruitment methods like campus fairs can limit diversity. To widen the talent pool, organisations should explore new channels. This includes using social media, partnering with community organisations, virtual job fairs, and online job boards aimed at diverse candidates. Leveraging platforms like LinkedIn and specialised job boards can significantly increase the diversity of applicants. Consider using data to review where you have had the most success attracting diverse applicants in the past.
Is a first class honours degree actually predictive of longer-term success or is innovation and problem-solving more likely to hit spot?
Ensure your employer brand is attractive and communicated well to a diverse group of candidates, with inclusive language. To attract diverse talent a job listing should use inclusive language that appeals to a wide range of candidates. It should avoid jargon and corporate speak that might alienate potential applicants. We also know that marginalised groups are likely to only apply for a role where they meet 100% of the requirements for, so focus on essential skills and competencies rather than rigid educational or ‘desirable’ exprience-related requirements.
Utilising Science-Backed Assessments
Assessment technologies are vital in overcoming the limitations of these traditional methods. Modern assessment tools evaluate candidates based on their skills and potential, incorporating both ‘hard’ knowledge-based skills and softer skills like adaptability, learning focus and drive, providing a more comprehensive view. These tools are proven to predict job performance more accurately and reduce bias, ensuring that the most suitable candidates are selected for what they can bring to the role, not limited to their access to education or prior career opportunities.
Any early careers programme today must seek to widen the talent pool if we are serious about building diverse and dynamic workforces. By moving away from traditional CV requirements, thinking about alternative candidate pools, exploring new recruitment channels, and using trusted assessment technologies, organisations can attract and retain a broader range of talent.
These strategies are essential for fostering diversity and ultimately driving organisational success.
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