How Can Recruiters Help with Diversity, Equity, and Inclusion Efforts?

Diversity, Equity, Inclusion (DEI) are buzzwords these days and for the right reasons; we should be focused on diversity, equity, and inclusion of our team members. Normally, this is thought of as a function that the internal HR team is responsible for, however, it is equally important that your recruiting team (internal or external) be focused on these efforts, as well.

A Brief Explanation of DEI

Diversity: The demographic mix of a specific collection of people. This could include race, gender, sexual orientation, and disability status.
Equity: promote justice, impartiality, and fairness within the procedures, processes, and distribution of resources by institutions or systems, including pay equity.
Inclusion: Diverse individuals are able to participate fully in the decision-making processes within an organization or group.

Five Ways Recruiters Can Help with DEI

  1. Make Sure You’re Aligned with the Organization

    Being aligned with the hiring manager and HR is always vital before starting a search, but it is equally important for DEI efforts. Make sure you understand the culture of the organization, as well as how they approach DEI and the things they do to ensure a diverse, inclusive, and workplace full of equality. Also know how employees support DEI efforts so you can discuss the organization’s efforts, as well as those of potential colleagues. 

  2. Prepare the Job Description

    Creating a job description that promotes diversity, equality, and inclusion is a key step in supporting DEI efforts. Make sure that your job description and job postings remove bias words – such as gender-specific words and words that are generally associated with a specific gender such as nurturing, aggressive, etc. For more ideas, check out this article on Glassdoor

  3. Differentiate Sourcing Channels

    One of the most effective ways that recruiters can help to support their client’s DEI strategy is to source from multiple channels and use different tactics. For example, using job boards (Indeed, Career Builder, Monster, LinkedIn, etc.) are all common job boards, however, there are many other job boards to consider to increase diversity. A few examples include: and to source veterans; abilityjobs is a resume database of disabled candidates, just to name a few.
    In addition, using different tactics such as joining interest groups in your community and/or online are great ways to meet candidates, as is following specific social media hashtags.

  4. Have a Structured Hiring Process

    Having a structured hiring process helps to eliminate unconscious bias. By having specific and structured steps throughout the hiring process, you help to make the hiring process fair for all candidates. Know how you are going to accept applications; know what the hiring process looks like – is it a phone interview followed by an interview with a panel and then another interview with just the hiring manager? Make sure all of this is known upfront so not one candidate skips the different steps in the hiring process, which could be seen as unfair and biased.

  5. Provide Salary Ranges

    Many states are now making it illegal for prospective employers to ask about a candidate’s previous salary history. This makes the hiring process much more competitive for the candidate. To help assist candidates in evaluating potential opportunities, it is best to provide a salary range and identify what training/education/years of experience equates to a specific salary. For example, let’s say Mary is looking for a new position as a Business Architect. She knows she was underpaid at her last company and she knows the average salary is about $135,000, which is her target salary. Let’s say you post the position with a salary range of $115,000 – $135,000 based upon education and experience. Let’s say that Mary has been in the field for over 10 years, which was the basic qualification, and she also has an MBA, which was not a minimum requirement. Mary would be looking at the higher end of the salary range to accept this position.

 There are many ways that recruiters can help organizations with their DEI efforts, but these are just a few to get you started. Trying to deliver the best candidates to the organization is key for any staffing firm, but especially Matlen Silver. We strive to ensure diversity, equity, and inclusion as we source and place candidates not only as our consultants but as permanent hires within our clients’ organizations. If you want to learn more about our specific DEI efforts, please contact us.

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