Six Ways to Cast
a Wider
Recruiting Net
1. Write inclusive job ads and publish them everywhere,
so they’re accessible to all job seekers.
Job ads have always been an
important part of the recruiting effort,
but applicants are paying even more
attention to them now. Today’s job
seekers want ads to speak to them and
make sense.
2. Focus on your organic applicant pool and commitment
to diversity.
While sourcing, referral programs, third-party
recruiters, or other similar tactics feel
proactive, they don’t actually reach very far.
Meanwhile, including a diversity statement in a
job ad increases a company’s perceived
inclusiveness.
3. Lower the barriers to entry wherever you can to
expand the applicant pool.
Reassess education and
certification requirements and
only including those necessary
to perform the role.
4. Jump on the pay transparency bandwagon, no matter
where you are.
Pay transparency offers benefits for
both job seekers and employers.
Also, employers can mitigate pay
discrimination right in the job ad.
5. Offer remote work wherever possible to attract more
women to your applicant pool.
If you have roles that can transition to
remote or hybrid (part work-from-home,
part in-office), transition them. Not only
will you attract larger applicant pools,
you’ll also attract more diverse applicant
pools.
6. Customize benefits and perks so they make sense for the
way people work.
Specialized perks are becoming
more popular for remote roles while
bonuses are becoming more
popular for non-remote roles.
Find Out More At https://datapeople.io/