Recruitment technology can help you do great things and hire astonishing people. The best software will give you important information on candidate pipelines and requisition performance.
But insight without action is pointless.
If developing diverse talent pipelines is important to you — and it should be — the best recruiting tech can help you manage your hiring process so you don’t inadvertently exclude diverse job seekers from your slate of candidates.
External market data drives diversity.
External market data available from a variety of sources — from your local newspaper to expert companies like EMSI, a CareerBuilder company — can help measure your current recruiting performance and determine areas of opportunity and risk. Labor benchmarks allow for comparisons between your organizations and competing businesses. In fact, a diversity initiative without external data isn’t an initiative at all: It’s just a guess. For example, let’s say you want to improve the gender diversity in your engineering group. Should you aim for a 50/50 split? 60/40? EMSI has data that indicates only 36 percent of engineers nationwide are women. Knowing this data point can help inform your diversity initiative.
Demographic data gives you all the information you need to establish a diversity hiring plan by age, gender or race/ethnicity. If there’s room for improvement in your diversity and inclusion initiatives, which there usually is, you will close the gaps by gleaning insights from external market data.
Diversity recruitment initiatives are driven by action.
One way to close the gap in your organization is to bridge the gap in your organization. There is no trying. There is only doing.
External market data can help move you from reflection to action. Using data to discover which regions have the greatest supply and concentration of diverse candidates will help you identify pockets of talent you may not have previously known existed. It will also show you for which types of occupations there is a greater opportunity to recruit diverse candidates. If you look at the specific analytics, you’ll know which schools develop a pipeline of diverse applicants.
Recruiting strategies vary, but they all rely on a central premise: You have to take action and hire people. Anything short of closing a requisition is just navel-gazing.
Making the case for a diverse and inclusive recruitment strategy.
Once you have an approach to developing diverse talent pipelines, you’ll probably need to explain your strategy to internal, and sometimes external, stakeholders.
Recruitment analytics is the key to driving change in any organization. The specific data you use to illuminate your case for change doesn’t matter; rather, your argument will hinge on both the insight you glean from your data and your ability to tell a story around it.
If your company’s narrative is X and you want to achieve Y, I suggest you pick one occupation and one region and tell a story about it. For example, if you want to hire more diverse lab technicians across your enterprise, pick one city that matters to your leadership team. Use your recruitment technology to understand your internal pipeline and hiring statistics. Then, use external labor market data to gain a better understanding of the diversity potential of lab technicians in the city or region you decide to focus on. That way, you can benchmark your hiring expectations against what actually exists in a particular market, set more realistic hiring goals and focus your recruitment efforts on already diverse markets.
Start small and start at the beginning.
There are many reasons why top-tier employers invest in regional college diversity and recruiting strategies. Namely, they work. If you focus on the top of your recruitment funnel, you will invest in relationships that will yield better talent pipelines for years to come.
Recruitment analytics changes everything.
Many talent acquisition teams hire recruiters who are salespeople. They are fluent in a language of staffing, but less comfortable talking about numbers or statistical modeling.
While data fluency is key to the future of human capital management, it’s also a skill you can find in the marketplace. Comprehensive labor market analysis exists in the cloud, and you can subscribe to easy-to-use Web tools and detailed dashboards that will help you survey the entire talent landscape. Great data yields the most successful recruiting results. Without data, you’re just guessing.