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3 Approaches for Diversifying Your Recruiting Strategy

Companies are increasingly embracing the benefits of a diverse workforce. While it is critical to comply with anti-discrimination laws and hire based on job-related skills, here are three ways to help increase the diversity in your recruiting strategy.

Talent management is a critical part of a company's human capital management strategy. But does your strategy prioritize recruiting diverse candidates? Companies with a diverse workforce can reap many benefits, including the opportunity to apply a wide range of talents and perspectives to solving the company's most urgent problems. Yet many companies find themselves frustrated by a lack of diversity among applicants for open positions. Committing to a diversified recruiting strategy should be a clear objective for your business. Here are three strategies that may help your business achieve that goal.

Attracting Workers of All Ages

Millennials now make up the majority of the workforce. Yet in certain industries, they're a minority of the employed talent. This is especially true of fields where employees may remain in the same position or with the same company for decades. As your company prepares to cultivate its next generation of leaders, consider also launching a formal college recruiting program that targets recent graduates with the appropriate degree for your available positions. If you already have a program in place, evaluate whether it's time to expand the number of schools you target for recruiting. Embracing the use of social media for job promotion may also help you attract millennial candidates.

Communicating Company Culture: Positioning Your Employment Brand

Many tech companies struggle with a lack of female applicants for highly technical positions. There are panels at leading tech conferences that specifically focus on how to recruit more women applicants in certain industries. One key factor that's often discussed at these panels is positioning your employment brand. Consider what a potential applicant sees when they look at your company. Is diversity a value that's reflected in your company's descriptions, values, or mission? Does your management team or the staff featured on your website reflect a diverse culture? It's even helpful to look at the stock photography that you've chosen for the creative imagery on your sites and recruiting collateral. Make sure that the visual aspects of your recruiting communications reflect who your company wants to be.

Cast a Wider Sourcing Net

Casting a wider sourcing net can help you achieve a more diverse talent pipeline, which may ultimately translate into a more diverse workforce. Start by evaluating your job ads and promotion strategy. Do you let professional organizations with diverse memberships know about your job openings? Many have internal job boards or member newsletters where they're happy to promote opportunities. Consider establishing clear diversity criteria with outside recruiters and internal referrals, and prioritizing partners who have a track record in this space. You may also want to include a diversity statement as part of your job descriptions.

The right technology—such as an applicant tracking system—can also help support diverse recruiting efforts, by making it easier to widely promote open jobs and collect necessary data on perspective applicants. Investing in the recruiting process and prioritizing diversity could result in tremendous value for your company, by enabling a wider range of talents and perspectives to help develop products, serve customers, and support all areas of your business.


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