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Solution: Diversity

Ultimate checklist for buying diversity tech

Resources: Guide

Ultimate checklist for buying a diversity recruitment solution.

Diversity and inclusion are highly valued by incoming talent, and have all around positive impacts on your organization’s performance. These overwhelming benefits have led leaders to take notice. In 2017, 69% of executives rated diversity and inclusion as an important issue, while Glassdoor found that 35% of hiring decision makers expect to increase their investment in diversity and inclusion efforts. If you’re reading this, you are probably one of those who know just how crucial a healthy diversity and inclusion program is to your organization. But knowing you need a change is only the first step. Now it’s time to find the right talent acquisition tool to develop and support your strategy. This checklist will help you evaluate diversity recruitment software solutions to ensure that you find the one that best suits your unique hiring goals and needs.

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Step 1: Audit Your Recruitment Process, Set a Budget & Time to Make a Decision

Audit Your Recruitment Process, Set a Budget & Time to Make a Decision: Before you can make any decisions on the right tool, you will need to audit your current recruitment process and team capabilities. Without the background research, you run the risk of choosing a solution that doesn’t work or not receiving the buy-in from leadership or employees. Assess Your Needs. Your talent acquisition team knows what it takes to hire talented employees, and most likely has a few strategies and tools that work in addition to those that don’t. Take an account of those elements that are succeeding and be sure they will not be interfered with while noting where adjustments have to be made. This will save your team from frustrations and budget from strain.

Step 2: Make a Wish List: 

Dream a little. If you could have your new technology solve any problem or provide guidance on any strategy, what would you ask for? Make a list of those dream features and watch for them in demos with vendors. Be sure to ask if they’re top priority!

Step 3: Fill in the Blanks:

After gathering more information on your own needs and limitations, you will need to understand what exactly can fill in those gaps without hindering what already works. Data will help ensure you’re meeting compliance and will help give strategic direction for improvements. Collecting demographic data in addition to tracking the source of candidates can help your team strategize better approaches to reaching diverse talent in addition to helping identify the areas of hiring that lack diversity hiring success. Throughout the year, measuring things like your total workforce diversity breakdown, diverse employee retention rate and pay disparities might unveil risks to your hiring success and employer brand as well as help direct your entire diversity program.

Step 4: Get Buy-in

Typically when we hear “buy-in” we think getting executives on board. While that is half the battle, albeit a lengthy, overwhelming half, it is only half. On the other side of this buy-in lies your talent acquisition team from recruiter to hiring manager. In order for your diversity recruitment solution to help your program, you will need the users to love its features as much as the executives love its return.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Inclusive Diversity In Hiring Guide

Resources: Guide

Inclusive Diversity in Hiring Guide.

This guide outlines steps you can take to move the needle in D&I, informing your strategy and achieving your D&I goals – Inclusive Diversity in Hiring is key.

While it has been proven time and time again that diverse and inclusive teams are more effective than teams who have the same experiences and perspectives (they generate more revenue, make better and faster decisions, drive more innovation), many employers have still made little progress with D&I. And according to Gartner, less than 40% of recruiters say their function has implemented a D&I strategy.

We are in an era of social change, where important movements like Black Lives Matter and MeToo have drawn increasing attention to companies where Diversity and Inclusion (D&I) is a statement, but not a strategy, demanding systemic change. At the same time, the Covid19 pandemic has impacted our economies, demanding a level of business agility and sustainability unimagined just a short time ago — and D&I is one of the keys to making it through.

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Research – as captioned in this guide – has found that companies that remained diverse and inclusive during the Great Recession (in terms of diverse workers’ experience and representation in different ranks) did better financially during and after it, with as much as a 4x better stock return after the Great Recession than the S&P 500 at that time. D&I is a company’s mission, strategies, and practices to support a diverse workplace and leverage the effects of inclusion to achieve a competitive business advantage. You can think of Diversity as the “who,” and Inclusion as the “how.”

Diversity

It is about who you are sourcing, selecting, and hiring; who you are engaging, retaining, developing, and promoting. Diversity is any dimension that can be used to differentiate groups and people from one other, such as age, gender, ethnicity, religion, disability, sexual orientation, education, national origin, first language, and so on. This video will help you truly understand how to go about doing this and the evidence that exists to back it up.

Inclusion

It is about how you are culturally and socially accepting and welcoming everyone, how you are creating a sense of belonging for all, and how you are ensuring everyone feels valued. Achieving both Diversity and Inclusion is key to driving the best performance. D&I is not just a set of tactics. It’s a strategy that, when successfully implemented, can create significant business impact. This guide makes this easier to understand so that Inclusive Diversity in Hiring can more easily be achieved.

Diverse and inclusive workforces are:

  • More profitable: McKinsey studies found that the profitability difference between the fourth and first quartile of performers due to executive-level diversity was +21% for gender diversity, and +33% for ethnic diversity.
  • More likely to perform better: Research by CEB found that gender diverse and inclusive teams outperformed gender-homogenous, less inclusive teams by 50%.
  • More innovative: Research published in Harvard Business Review found that more diverse companies deliver 19% higher average innovation revenue.

Click the buttons below to access the guide or talk to us today about how we can assist with your Inclusive Diversity in Hiring needs.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

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