Leontien Rutenfrans

Marketing ManagerTextmetrics
August 19, 2022

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Improving your diversity recruitment strategy — discover how

Diversity recruitment is one of those things we’ve heard a lot about in recent years. Why? Well, there are several reasons. For starters, it fits in perfectly with the wish of many organizations to become more inclusive. To build a workforce that reflects society, you need a diversity recruitment strategy. Secondly, successful diversity recruitment has many benefits. A diverse team brings more diverse ideas to the table, helping to drive innovation. On top of that, diverse companies are more competitive and profitable. So, it’s high time to start improving your diversity recruitment strategy! 

 

Three ways to improve your diversity recruitment strategy 

Diversity recruitment means building a team of the most skilled and qualified people. Regardless of their gender, background, race, or religion. To improve your diversity recruitment strategy, we advise you to:

  • Target diverse candidates

So far, you have probably only posted your jobs on your company website, or a few web recruiting platforms. If this doesn’t lead to a diverse group of candidates, it’s useful to try other channels. Try posting your jobs on social media like LinkedIn, Twitter or even Instagram. There are also communities online for special interest groups operating in certain fields, such as women in technology. It’s worth finding out if you can post your jobs in these kinds of communities. 

  • Reduce bias

Bias comes naturally to us. Unconscious bias dictates the way we behave in much of our daily life. In recruitment, bias can get in the way of building a more diverse workforce. Recruiters often unintentionally hire people that they identify with. Or who fit some preconceived idea of who is suitable for the role. It’s important to minimize the impact of bias as much as possible. You can do this by providing unconscious bias training. Or by using blind resumes where all personal information is hidden. Recruiters then base their choice solely on the skills and qualities of each candidate. 

  • Use inclusive language in job descriptions 

Do you want to reach people from different backgrounds? Then your job ads need to appeal to as many people as possible, without alienating certain groups. Using an inclusive tone in your job descriptions is the solution. When people read your job ads, they need to be able to see themselves in the role. For example, job ads often have a “young” tone of voice, which can be off-putting to older people. It’s vital to reduce this effect to attract a wide range of candidates to your roles. 

 

Use Textmetrics to improve your diversity recruitment strategy 

The Textmetrics platform can help with your diversity recruitment strategy. Textmetrics uses algorithms to read and analyze your content, then gives you real-time suggestions for improvements. These will help you use more inclusive language in your job description. And find the right tone of voice for every occasion. With Textmetrics, you can build a truly diverse workforce and develop an employer brand that showcases that diversity.  

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