We all know about the dangers of hiring individuals too similar to ourselves, unconscious bias, and putting the wrong people in the wrong positions. If you want people who are innovative, creative and good problem-solvers then you need to hire those with different perspectives.

To be successful, an enterprise needs as many different perspectives as possible to find the best solutions. Diversity and inclusion is a mainstream business issue that speaks to a firm’s culture and conduct. So to attract this unique breed of individuals, you would need to implement some unique recruitment techniques:

1. Film employee testimonials: This innovative approach to hiring will strengthen your employer brand, and make you stand out as an excellent place to work. Record brief interviews with staff members representing various departments and levels of experience. Post the videos to your social media accounts and career page. Guide your team by asking questions like: How would you describe what our company does and its mission? What is your role and what are your main responsibilities? What’s the company culture like? What is your favorite thing about working here? How would you describe your co-workers?
2. Pair candidates with potential future colleagues: Introduce candidates to someone who currently holds the position after they pass their 1st round of interviews. Questions about work-life balance, office politics, and the hiring manager’s personality may not be as comfortable for candidates to ask their future boss. Often, recent hires quit because the job responsibilities or company culture isn’t what they expected, so this level of transparency is likely to increase retention.
3. Show your commitment to diversity, equity and inclusion (DEI): Candidates seek employment with organizations that support DEI. Feature a section of your career page on diversity and inclusion initiatives, such as employee resource groups (ERGs), anti-bias trainings, etc. to draw in candidates. There are several strategies you can execute to make your hiring process more inclusive. For example: Write inclusive job descriptions. Reach diverse candidates. Create blind applications. Have diverse hiring panels. Develop set interview questions and a standardized evaluation process.
4. Engage a recruitment consultant that you can trust: Although it is evident that best practice recruitment techniques are ideal, many businesses just lack the resources necessary to regularly carry them out at a high standard. If your organization is smaller or you lack the resources to locate, interview, and hire the best candidates, you might want to think about working with an executive search specialist like Personnel Search Services – Ray & Berndtson.
5. Adopt a mobile-friendly recruitment approach: An emphasis on mobile-first recruitment should be at the top of your list since the majority of Millennials and Gen Z are rapidly entering the workforce. The younger generation of job seekers anticipates a mobile-friendly application process. Make sure that candidates can easily complete every step of the application process on a mobile device, starting with the job advertisement and ending with the screening process. These are some of the few tips that we advise our clients on trying out. Is there something specific that you can suggest that has improved your hiring outcomes?